HR Officer at Career Connections

Job description

The tremendous growth that Career Connections has had in the past few years has created the need for deeper engagement with clients in order to protect and enhance the Company’s brand.

Developments occasioned by the alliance with the Korn Ferry Hay Group as well as with other partners have created more opportunities and more complexities in the business and the opportunity has now arisen for appointment of a HR Officer to join the team.

The role holer will be responsible for the development and execution of the Company’s people talent management and development agenda to ensure overall achievement of business results while aligning to future business needs.

The role holder will manage the Company’s resourcing, learning and development, employee relations as well as reward and remuneration functions. He/she will ensure that the Company has a viable succession plan and will lead the development of a talent pipeline of high potential individuals, as well as provide assurance that the HR function is running efficiently by maintaining a suitable suite of key performance indicator metrics.

The HR Officer will also be responsible for the HR budget and developing the Company’s reward and remuneration strategy.

The HR Officer will be reporting to the Chief Operating Officer.

The set duties and responsibilities of the HR Officer include but are not limited to:

• Policies and Procedures:
• Developing, reviewing and updating HR policies and procedures.
  Executing HR processes in line with the established policies and regulatory requirements.
• Overseeing the implementation and delivery of key HR initiatives, including but not limited to HR projects determined by management
• Maintaining up to date and accurate HR records for e.g. staff files, leave records etc.
• Educating and guiding staff on HR policies and procedures.
• Employee Relations:
• Acting as first line of contact in HR for any employee relations issues arising in the business
• Supporting, guiding and coaching Head of Departments in the management of employee grievances, conflicts and discipline.
  Creating an enabling environment for employee engagement and communication.
• Initiating employee welfare programmes to enhance employees’ value proposition.
• Overseeing the management of the relationship with external consultants.
• Talent Management:
• Working with Head of Departments to develop the annual resource plan for the respective business units.
  Working with the Finance function and Management to ensure that the resource plan feeds accurately into the general and administrative budget.
  Working with line managers to resource the business unit role, in line with the approved plan and procedures.
  Managing the process of staff appointments, which includes issuance, renewal and termination of contracts in liaison with the Head of Departments.
  Ensuring that the business unit at all times has a well-developed succession plan for all key positions in order to meet the current and future business needs.
  Coordinating internships and career outreach initiatives.
• Performance Management and Organizational Development:
• Ensuring that the performance management process, its design and its implementation is aligned to the achievement of business results.
  Maintaining up to date performance assessments reports and development plans for the staff.
  Monitoring, tracking and measuring implementation of staff development plans.
  Following up on non-performance cases and advising appropriate actions to address performance gaps.
  Developing and facilitating programs and initiatives to ensure that line managers and employees possess the capability to ensure high quality performance management process that guarantees the achievement of business goals.
• Learning and Development:
• Developing and implementing the annual Learning and Development plan.
  Implementing and driving knowledge management initiatives through best practice sharing and internal/external benchmarking.
  Creating a learning organization through a robust and uniform framework, process, systems and metrics for complete Learning and Development across employee segments.
  Leading the roll-out of competency frameworks across all functions.
• Budget Management:
• Developing, implementing and monitoring the HR budget.
  Working with the Finance function to provide support for the budgeting process and ensuring alignment and accuracy.
  Ensuring timely engagement with stakeholders to provide suitable HR inputs for budgeting purposes and to support reporting.
  Leading monthly HR Reviews on budget reporting.
• Reward and Remuneration Management:
• Ensuring market pay and benefits surveys are regularly carried out in order to attract and retain talent and to ensure that the Company reward is correctly benchmarked.
  Producing standards and guidelines to direct the reward and retention agenda.
  Leading the annual review cycle.
• HR Analytics and Reporting:
• Developing and maintaining a suit of suitable HR key performance indicators, people metrics, reports and analytics.
  Providing high quality analytical data on areas of leadership interest in order to support HR decision making.
  Developing and maintaining a regular the HR dashboard and communicating this formally on a regular basis.
  Developing and maintaining high quality HR key performance indicators, data sets, and reports, and sharing these regularly with all stakeholders, internally and externally.

QUALIFICATIONS

• A Bachelor’s degree or equivalent in Social Sciences, Industrial Psychology, Human Resources, or a related field from a recognized university.
• Minimum of two years’ experience in Human Resources with preference to experience in an HR generalist position.
• Professional qualification in Human Resources Management and the relevant professional accreditation.
• Membership of a recognized professional body.
• A good working knowledge of national laws that govern human resources.
• Computer proficiency in: Word, Excel, Outlook, Internet search skills, PowerPoint, and ability to learn new applications quickly.

SKILLS REQUIREMENT

The ideal candidate should demonstrate the following personal traits:

• A performance-driven team player with strong interpersonal, stakeholder engagement and influencing skills.
• ‘A doer’, not simply a strategist or theorist. Hands on and energetic in following through. Sees things to completion.
• HR skills i.e. performance management, recruitment and HR administration.
• An intellectual, self-starter, results oriented individual with strong problem solving skills.
• Excellent verbal, written and presentation communication skills.
• Ability to handle numerous diverse projects to tight timescales in a rapidly changing environment.
• Excellent comprehension skills to understand and interpret industry data and economic trends.
• Ability to think creatively and identify innovative solutions.