Human Resources Manager at FJAJobs Associates Limited

Description :    

Job Objectives:

• Directly own the entire Human Resources portfolio
• Accountable and responsible for the development and integration of human resource programs and associated projects to achieve the strategic business goals and operational objectives of the company

Key Responsibilities:
Strategy

• Align to the company's Pioneer’ strategic objectives and short, medium and long term goals
• Align and ensure adaptation of employees to the company's Pioneer Limited’ management style, culture and core values
• Implement the company’s behavioural matrix that aligns the objectives and priorities of the staff.
• Implement a Performance Monitoring System that constantly evaluates the labor contributions of employees to the business and also ensures fairness and performance based compensation to the employees
• Through the HR Reporting Matrix, monitor the labor value of the division and ensure that the employees’ contribution to the company reflects a positive impact.

Staff Planning

• Have a thorough understanding of the requirements of the Human Resources needed by the company for an effective achievement of the company’s goals and objectives.
• Plan the resources available and those also required in alignment with the skills needed for the business.
• Ensure a good match between the resources available with the competences expected by the businesses.
• Align the resources required by the businesses with the budgetary capabilities of the businesses.
• Ensure a prompt recruitment of talents needed by the business in an effective way and approach.
• Own the ‘total cost to company (CTC)’ of the employees in alignment with the budgetary conveniences of the businesses.
• Ensure the availability of all staff’s work tools or adaptable conditions that enhance and stimulates excellent performances from employees
• Keeps records for employees as they cover all aspects including insurances and pension plan, personnel transactions such as hires, promotions, transfers, performance reviews, and terminations, and employee statistics for organisational reporting

Talent Management

• Oversee the search, availability and recruitment of the entire Company needed resources within the stipulated time.
• Plan and manage new employees’ orientation programs ensuring that the programs stimulate positive attitude towards the Company goals.

Set up a successful succession management program that achieves the following;

o Tracks best talents across all levels and functions and provide career development opportunities for them
o Effectively severe the weak performers at all levels from the businesses and ensure the retention of quality resources
o Ensuring that there are replacements internally for every position declared vacant i.e., achieving a 80% internal resourcing approach to filling vacancies.
o Ensuring the retention rate of employees is not below 95% within 12months of operations

• Oversee the Training & Development function in collaboration with the Operational Excellence manager (only for Technical Training requirements)
• Administers and monitors performance review program to ensure effectiveness, compliance and equity within organization and revises as necessary

Policy Development/Change management

• Responsible for advising management on external regulatory and labor requirements for the businesses as required.
• Develops, recommends and implements personnel policies and procedures for the division
• Guide the COO on dispute resolution, regulatory compliance and litigation avoidance requirements for the company
• Directly manage the disciplinary and grievance issues in the company
• Provide regularly, a human resources information system for the company covering areas as follows;

o Headcounts
o Manhours contribution
o Revenue per manhour
o Labor Cost ratios, etc.

Compensation and Benefits

• Manage an error – free salary administration activities that relate to the ensuring all allowances and deductions are paid promptly.
• Establish a competitive compensation plan that stimulates competitive performance across the entire workforce
• Establish an incentive/bonus program for the employees within the advised budget and aimed at the defined performance objectives of the businesses.
• Responsible for designing Job profiles and ensure they are properly evaluated to match the already designed reward scheme

People
Ensure that Subordinates are suitably motivated by providing them with:

o a sense of achievement,
o responsibility for decision making and
o recognition of achievement
o Directly responsible for the development of direct reports, support in competence and career management

Key Measurement/Result Areas (covering all perspectives of the FC Balanced Scorecard):
Financial Perspective

1. Manage the employees ‘total Cost to Company’ within the stipulated/agreed budget
2. Manage the cost of hiring within the stipulated/agreed budget
3. Manage the revenue per man-hour

Customers’ Perspective

1. Effectiveness of HR Processes to achieve the desired objectives
2. Ensure high retention of staff at agreed target

Learning and Development Perspective

1. Achieve the minimum training hours per staff (per year) as agreed at beginning of financial year
2. Achieve the % of high – flyers in the business
3. Achievement of Production Capacity across bakeries (people perspective)
4. Team Development and Management

Internal Processes Perspective

1. Meantime to deliver projects and HR activities
2. Compliance with regulatory stipulations
3. No. of disciplinary incidents in the company
4. Enforcement of company policy across the Business unit as measured through number & frequency of breaches

Qualifications :    
Functional Competencies/Requirements:

1) Experienced in managing the Human Resources Department of over 100 employees
2) Familiar with the Food Industry Trends
3) Cost Management
4) Process Management, Knowledge and Application
5) Problem Solving & Analysis
6) Performance Management
7) Strong understanding of the country’s specific Labor laws

General Requirements/Skills:

1) Strong numeracy and analytical skills
2) High degree of communication skills, particularly attuned to working well with non-finance professionals
3) Good Oral and written Communication skills
4) Strong commercial awareness
5) Ability to maintain cooperative working relationships
6) Ability to deal with internal and external manpower resource in such a manner that ensures the optimum utilization of resources in the interest of business.
7) Ability to acquire sufficient technical knowledge to understand the company’s business and products.
8) Basic understanding of operations in the Food industry

Desired Personal Attributes:

1) Ability to remain impartial
2) Team Player
3) Proactive self-starter
4) Flexibility to adapt to a variety of work situations
5) Highly organized and significant ability to multi-task
6) Ability to cope with and work under pressure
7) The ability to manage and motivate a team
8) Used to working in fast moving environments providing accurate and timely information to a high standard

Educational Qualifications/Experience:

1) Minimum of university degree or equivalent
2) Between 5 – 8 years working experience in a HR function
3) Possession of a recognized HR professional certificate