Human Resources Services/ Organizational Change Manager at PricewaterhouseCoopers (PwC)

Reference Number: 130-PEO00866

Roles & Responsibilities

• Designs, implements and communicates the HR strategies, policies and processes in line with the company’s business strategy and pertinent labour laws
• Facilitates the development and communication of the corporate culture and values for the business
• Drives organizational change, restructuring efforts and work closely with transformation leads on managing the change management work plan and budgets for external resources
• Coordinates communication to impacted stakeholders including executive leadership (scope, budget, risk and resources of the project)
• Develops and articulates a strong employee value proposition that will position the company as an employer of choice
• Develops a systematic plan to attract talent. Liaises with stakeholders; business leaders, career fairs, recruitment agencies, corporate communications e.t.c
• Develops and reviews succession plans for all executive and critical roles in the group. Identifies and prepares high potential talents
• Conducts quarterly and annual performance reviews using a balanced score card method which cascades the group strategy to business units
• Trains, reports and advises leadership on outcome of performance reviews and their implications for operational performance, rewards, succession management and employee engagement
• Works with the Heads of Departments and Line managers, to design and implement staff training and development strategies. Ensures identified needs are addressed with suitable training interventions
• Leads the development, implementation, and administration of compensation and benefits programs, policies, and procedures.
• Manages common compensation functions, including survey participation, salary structure development, incentive plan design, and associated analysis
• Determines and effectively administers the compensation and benefits changes associated with personnel transactions including merit increases, promotions, transfers, demotions e.t.c
• Audits HR policies implementation and interpretation across all business units and departments to ensure consistency and accuracy
• Ensures HR policies and programmes are in compliance with relevant laws and meet global ethical standards
• Understands and advises management about relevant legislative and regulatory provisions to ensure compliance
• Recommends and institutes schemes to promote a peaceful and conducive employee/industrial relations atmosphere in all companies within the group
• Counsel business leaders on appropriate strategies and tactics for industrial/employee relations, including management-labour union relations, joint consultative committees, and direct communication schemes.
• Demonstrates an appropriate balance between company and employee advocacy in dealings with internal and external customers
• Assumes overall responsibility for acquiring and maintaining a HR Information System (HRIS) that provides accurate and useful data for employees, managers and the HR function
• Ensures company policies are adhered to and appropriate disciplinary procedures are followed in cases of infractions

Requirements

• Minimum of 10 years relevant experience in a generalist HR role
• Minimum of 5 years’ experience in HR/ Organisational Development leadership
• Minimum of first degree in Social sciences, Humanities, Business Administration or any relevant discipline is required.
• Professional certification in Human Resources or any relevant certification.
• MBA or Masters’ degree in a related discipline is an added advantage.