People Operations Officer at Twiga Foods

Key Responsibilities

Labour Management

the role holder will perform end to end labour management by:

• Workforce planning, on-boarding of casuals daily, running daily safety toolbox talks at the beginning of shifts, conflict resolution / grievance handling / counselling, disciplinary management absence and health issues, conduct and capability, organizational change, and ensure compliance with labor regulations.
• Lead meetings with the casuals and their managers to discuss recent workplace incidents and determine a plan of action going forward.
• Provide advice on employment legislation and keeping up to date with employment law while maintaining cordial relationships with internal and external stakeholders.
• Initiate and maintaining required compliance records for general workers for employment, statutory and legal compliance as required.

People Advocacy

• Be a culture and workplace champion by making employees feel at home this includes providing mentorship and support to them while helping them resolve a variety of issues.

Payroll Management

• Prepare, process, pay and file statutory returns including daily, weekly, biweekly, and monthly updates to employee files, sick pay, expense reimbursements, and benefits changes.
• Assist in the communication, interpretation, and upkeep of employee handbook, employee directory, and organizational chart

Occupational Safety and Health

• Compliance with the OSHA regulations by providing general workers with safety training, maintain accurate records about workplace injuries and illnesses, present safety reports on all work-related injuries and illnesses within the set standards.

Talent Acquisition and Deployment

• Collaborate with line managers to understand skills and competencies required for each vacancy, create and moderate assessments for different roles, undertake screening / first level interviews.
• Execute talent acquisition activity to ensure that the site supported has adequate and competent staff to deliver business objectives.
• Execute the approved workforce / staffing plans by deploying staff into the required areas of operations.
• Work with line managers to assess employee fit during the probation period and contribute to the end-of-probation recommendation. Execute the recommendation approved.
• Work with line managers to deploy staff to various roles and posts in line with business needs, and in keeping with the deployment policy.

Performance Management

• Create, monitor, and report on productivity and performance metrics of labour.
• Listen to the employee’s queries or concerns to make sure everyone is always on the same page.

Training

• Identify skills and competency gaps, training needs, prepares the training plan, and facilitates training sessions with operative staff.
• Promotes the company's culture to create a safe and positive work environment.

Data Analysis and Report Writing

• Utilize data to identify solutions to complex labor issues.
• Maintain data integrity including entering data into HR information systems and auditing monthly for accuracy and compliance.

Self-Management

• Model Twiga’s culture and way of working and inculcating this within the team.
• Deliver the performance objectives. Participate in monthly 1-on-1 performance reviews with line manager, and institute corrective action where performance falls below expectation.
• Proactively manage own learning and development
• Adhere to the annual leave plan agreed with the line manager.
• Adhere to people management polices.

Compliance

• Comply with all organization policies, procedures, and statutory guidelines. Minimize and mitigate risks to the organization and enforce zero-tolerance to non-compliance.
• Close gaps/lapses identified as an outcome of audits; risk and/or any other compliance review; investigations; or other assessment mechanisms and take corrective/preventive actions within the agreed timelines.

Minimum Qualifications And Requirements

• A Certified Human Resource Professional (CHRP) are in the process of completing their certification in HR or its equivalent or are in the process of completing their certification in HR.
• Have gained at least 4 years’ experience in a medium sized busy local manufacturing or labor-intensive organization, where they have had wide generalist responsibility for engaging with casual labor/blue collar workers and particularly strong on labor management.
• Conversant with occupational health and safety requirements, members of OSH committees will be an added advantage.
• Be confident, self-assured, tactful, high-energy individuals, with excellent interpersonal communication with intermediate level skills in Excel, Word, and PowerPoint.
• Possess good knowledge of employment/labor laws and regulations.
• Have excellent negotiation and problem-solving skills with the ability to multitask and adapt in a fast-paced environment.
• Be proactive about addressing conflicts and are gifted at facilitating tough conversations towards successful resolution.
• Exhibit strong decision-making skills with a deep understanding of employee relationships, staffing management and training.
• Be attentive to detail and analytically driven.