Practice Manager at Hreade

Job Summary

• Responsible for driving the effective implementation of human resource processes, policies and procedures and developing appropriate employee management solutions which support business objectives.
• Provides administrative leadership and support by ensuring that the day-to-day activities of the firm run smoothly.

Primary Responsibilities
Employee relations:

• Formulates and implements sound, current and innovative hr policies in line with labour laws and business objectives;
• Ensures all hr policies and procedures are effectively communicated to all employees and are understood and implemented;
• Serves as a link between management and employees by handling questions, interpreting and administering contracts and helps resolve work-related problems;
• Maintains current records of all staff details with respect to personal information, salary and benefits such as welfare, pension, medicals, etc.;
• Updates employees information where and when required;
• Manages working conditions, disciplinary and grievance procedures, equal opportunities, redundancies and employee leave schedule;
• Coordinates disciplinary and grievance procedures where and when necessary;
• Conducts exit interviews when necessary.

Recruitment and selection:

• Reviews and edits job descriptions based on communications and inputs of departmental leads;
• Responsible for manpower planning and identifying the hiring needs yearly;
• Works with the information technology department to ensure that career opportunities are posted and updated on firm’s website to promote employer brand;
• Responsible for designing and driving recruitment and selection strategy;
• Liaises with consulting firms and recruitment agencies in outsourcing key hr functions;
• Designs and coordinates induction process to integrate new employees into the work place;
• Prepares offer letters, carries out reference checks, and manages confirmation of new hires.

Business development:

• Develops business development strategies including strategic, tactical planning and quality control.
• Communicates and implements firm’s strategy internally and externally to enable all employees, suppliers and contractors understand the firm’s strategic plan and how it carries out its overall goals
• Sends email correspondences to senior partners within the firm to provide information and updates regarding the practice
• Collects information and details which could help the firm in day-to-day and firm-wide decision making benefits the practice

Compensation and benefits:

• Monitors and reviews the firm’s salary and benefits structure to ensure a balance between control of
• Costs and attracting/retaining staff;
• Gathers and analyzes market data, conducts compensation surveys to measure the competitiveness of the firm’s compensation and benefits package, and makes recommendations as appropriate;
• Provides timely and appropriate staff information to finance department for salary review and administration.

Performance management:

• Drives and develops performance management system ensuring that it is tied to the business strategy;
• Educates employees on the use of the performance management system;
• Coordinates the performance evaluation, collates results and arranges review with department leads;
• Prepares and presents performance reports to chief executive officer.

Training and development:

• In consultation with departmental leads and in line with performance reviews, follows up on employees’ development needs and proffers on internal and external training solutions as and when
• Required in line with approved budgets;
• Organizes in-house learning and development programs for appropriate staff on a regular basis and ensures full attendance of both trainees and facilitators;
• Reviews developmental plans with heads of departments and creates training plan for the year.

Office administration:

• Oversees the development of the procurement budget for the firm;
• Manages the vendor selection and management process;
• Supervises firm’s day to day operations and facility management;
• Supervises the maintenance of all office equipment and availability of office supplies to employees.

Education Requirements

• Bachelor's Degree from a reputable university
• Masters in human resources or related field is added advantage
• Cipm member is added advantage

Technical Requirements
Knowledge Requirements:

• Ability to work with personnel at all levels.
• Proficient use of ms office tools (word, excel, power point)

Skills Required:

• Planning and organizing
• Creativity and innovation
• Deciding and initiating action
• Leading and supervising
• Working with people
• Presenting and communicating information
• Applying expertise and technology
• Formulating strategies and concepts
• Delivering results and customer expectations
• Entrepreneurial and commercial thinking

Other Requirements
Work Experience:

• At least 7 years relevant work experience in human resources with at least 3 years in a supervisory role.