Head, Human Resources at Viisaus Technology Ltd

Job Profile

• The Head of Human Resources is a senior role and indeed - one of the most critical and strategic roles for VIISAUS as culture is the main driving force behind outstanding company performance.
• As the ‘owner’ of the company culture, the role requires someone who can see and internalize the organizational vision, be flexible with methodology, be focused on delivering a world class office / company culture and be genuinely concerned with the welfare of employees.
• As part of the management team, the role will be given requisite authority for restructuring relationships, growing, maintaining and streamlining the day-to-day management of general operations within the Firm.
• Reporting directly to the Managing Director - this role will deliver relevant HR strategies, policies, drive recruitment and establish a world-class performance management system.

Responsibilities
As Head, Human Resources your responsibilities will be to:

HR Strategy Formulation and Budgeting:

• Formulating and implementing a HR Strategy that will promote the achievement of the Firm’s business strategic objectives
• Drawing up the annual budget for all HR programs in line with the Firm’s strategy
• Developing and implementing effective HR procedures and policies in all areas to reflect business aims. This includes policies relating to Recruitment and Selection, Compensation, Performance
• Management, Training and Development, Employee Welfare, Succession Planning, Retention, Labour Relations, etc.
• Implementing all HR initiatives in line with the Firm’s strategic and business objectives
• Supporting corporate strategy formulation by identifying key HR issues; contributes information, analysis, and recommendations to guide strategic thinking and direction within the business
• Supporting the corporate decision making process by working closely with business leaders to provide HR advice, counsel and relevant information
• Coordinating change initiatives and ensuring that employees are carried along so as to get their buy-in/support
• Reviewing and updating the organisational design process and succession planning framework of the company in line with its corporate strategy

Talent Management:

• Coordinating all Talent Management activities and processes within the company. This includes Talent Acquisition, Orientation, Training and Development, Performance Management, etc.
• Overseeing the development of an effective manpower planning process in alignment with the Firm’s corporate strategy.
• Implementing the Firm’s organisation structure to ensure alignment with business objectives
• Developing a strategic recruitment practice to ensure the talent needs of the organisation is met in the short and long run
• Overseeing the on-boarding and integration/induction process of new employees
• Designing and implementing employee retention programmes in order to lower turnover rate and maintain optimal headcount as per manpower plan
• Providing strategic direction for the development of the company’s employee value proposition and employer brand
• Developing and implementing the learning and development strategy of the organisation in line with business objectives
• Developing metrics to measure the return on training initiatives
• Driving the deployment of annual employee engagement survey, and developing action plans from responses to improve overall employee engagement and business performance
• Designing and implementing leadership framework and management development programmes to ensure future leadership pipeline for the company
• Overseeing and monitoring employee performance management system and cycle, and maintain a high performance culture within the company.

Key Performance Indicators (KPIs) you will be measured on include:

• Communication & influencing
• Strong interpersonal skills and relationship management
• Organised and methodical approach to administration and record keeping
• Leadership
• Financial and budgetary management
• Percentage of employees receiving regular performance reviews
• Percentage of employees trained in a given period
• Percentage of processes automated / systemised
• Employee Satisfaction Index
• Net Promoter Score

Requirements
You’d Be a Good Fit if You:

• Possess minimum of 8+ years of relevant experience (including demonstrable experience heading team / department)
• Have a proven track record in developing and delivering a people-centric strategy in a senior HR role
• Possess a successful track record of using organisational development interventions to support change
• Have up to date knowledge of employment law and modern HR practices
• Possess excellent oral and written communication, presentation, and analytical skills
• Show strong and demonstrable ability to use Microsoft Office suite: Word, Excel and PowerPoint, etc.
• Are a strong HR generalist; well versed in all areas of the HR life cycle
• Are able to demonstrate experience of leading the successful implementation of HR change projects across a broad scope
• Are CIPM qualified or equivalent
• Minimum of first degree in Social sciences, Humanities, Business Administration or any relevant discipline
• MBA or Masters’ degree in a related discipline is an added advantage.