The Head of Human Resources Department must be a strong, decisive, results oriented leader who can develop and manage relationships across the company and with a wide variety of partners based on trust, teamwork and knowledge.
Key Duties and Responsibilities
Serve as a key member responsible for HR processes and procedure for staff;
Leverage broader HR team resources to drive change in leadership and organisational development, compensation and staffing;
Develop and implement staffing and learning strategies, developing retention strategies, leadership and organisational development, talent planning, diversity, compensation management and delivery, performance management, workforce planning;
Plan, develop and implement strategy for HR management and development (including recruitment and selection policy/practices, discipline, grievance, counselling, pay and conditions, contracts, training and development, succession planning, moral and motivation, culture and attitude development, performance appraisal and quality management issues).
Establish and maintain appropriate systems for measuring necessary aspects of HR development;
Monitor, measure and report on HR issues, opportunities and development plans and achievement within agreed formats and timescales;
Manage and develop direct reporting staff;
Manage and control departmental expenditure within agreed budgets;
Liaise with other functional/departmental heads so as to understand all necessary aspects and needs of HR development, and to ensure they are fully informed of HR objectives, purpose and achievements;
Maintain awareness and knowledge of latest HR development theory and methods and provide suitable interpretation to directors, managers and staff within the organisation;
Contribute to the evaluation and development of HR strategy and performance in co-operation with the management team;
Ensure activities meet and integrate with organisational requirement for quality management, health and safety, legal requirement, environmental policies and general duty of care;
Plan employee’s performance appraisal, develop tools for appraisal, job evaluation and development;
Plan and direct training of employees and management staff, and maintain contact with outside resources for training.
Qualification and Experience
A Degree or HND in Human Resources Management, Personnel Administration or in cognate disciplines in the Humanities, Arts or Social Sciences. An MBA in HRM or Master’s degree in a related field will be an advantage;
Minimum of 10 years experience with 5 years in a managerial position;
At least membership in one professional body such as CIPM, CIPD, SHRM
Should be versed in the following areas:
Skills and Competencies:
Good understanding of the following: manpower planning, human resources management, organisational development/change management, process improvement, compensation and staffing, etc.
Excellent oral and written communication skills;
Self-confident, self-motivated and able to influence and motivate others;
Willingness to work at odd hours or put in extra hours;
Excellent interpersonal and relationship management skills;