Human Resources Manager at Bradfield Consulting

Reports to: Managing Director

Job Purpose

• The HR manager would ensure the development and implementation of an excellent HR management service to the organization.
• The HR manager shall be responsible for fostering effective coordination and implementation of HR business processes, functions and procedures.
• The HR manager would also exercise administrative judgment on establishing departmental operations, setting of goals, standards, policies and procedures that relates to the organization.

Specific Duties

• Maintain organization staff by establishing a recruiting, testing, and interviewing program; counseling managers on candidate selection; conducting and analyzing exit interviews.
• Finalize the development and implementation of the HR strategic plan to support the organization in achieving its objectives.
• Work hand in hand with the HR management team to lead the development, implementation and maintenance of best practice HR polices.
• Leads the development of department goals, objectives, and systems. Provides leadership for Human Resources strategic planning.
• Responsible for preparing, entering and monitoring the department budget.
• Provide consistent interpretation/application of HR policies and procedures across the organization.
• Ensure that employee information are collated, analyzed and reported appropriately.
• Assist in the development of the department’s strategic plan for all operational activity.
• Maintains organization staff by establishing a recruiting, testing, and interviewing program; counseling managers on candidate selection; conducting and analyzing exit interviews; recommending changes.
• Assess HR operational needs and change policies and procedures in order to ensure efficiencies and seamless delivery of services in the organization.
• Conducts a continuing study of all Human Resources policies, programs, and practices to keep management informed of new developments.

Resource Planning:

• Develop and implement proposals to drive workforce planning, performance management practices in the organization.
• Oversee the provision of management information to optimize staff deployment.
• Design and implement a resource planning approach, including succession planning that delivers the HR capability necessary for the organization to attain its long-term goals and objectives.
• Propose and develop strategies to identify attract and hire top or quality talents for the organization.
• Develop the effectiveness and competence of the resourcing, HR service, workforce planning and change functions of the organization delivering excellence in these key areas.

Training and Development:

• Coordinates all Human Resources training programs, and assigns the authority/responsibility of Human Resources and managers within those programs.
• Assists managers with the selection and contracting of external training programs and consultants.
• Provides necessary knowledge and materials to managers and employees including workshops, manuals, employee handbooks, and standardized reports.
• Maintains employee training records.
• Assists with the development of and monitors the spending of the corporate training budget.
• Establishes an in-house employee training system that addresses the organization’s training needs including training needs assessment, new employee on-boarding or orientation, management development, production cross-training, the measurement of training impact, and training transfers.
• Provides necessary knowledge and materials to managers and employees including workshops, manuals, employee handbooks, and standardized reports.

Recruitment:

• Ensure the organization meets its statutory employment, health and safety obligations.
• Manage induction programs to enable new employees to become familiar with the organization’s business, policy and culture.
• Interview management and executive position candidates; serves as part of the interview team for position finalists.
• Work hand in hand with the organization’s recruitment agency to ensure competent staffs are recruited.
• Take advisory and proactive role in the strategic management of staffing to the MD/ Administrative Director.
• To be responsible for maintenance of up-to-date accurate personnel rewards in accordance with statutory and audit requirements.

Employee Relation:

• Formulates and recommends Human Resources policies and objectives for the organization on any topic associated with employee relations and employee rights.
• Ensure delivery of high quality employee relations services.
• Conducts investigations when employee complaints or concerns are brought forth.
• Partners with management to communicate Human Resources policies, procedures, programs, and laws.
• Reviews, guides, and approves management recommendations for employment terminations.

Compensation:

• Leads competitive market research to establish pay practices and pay bands that help to recruit and retain superior staff.

Organization Development:

• Identify and monitor the organization's culture so that it supports the attainment of the set goals and attains employee satisfaction.
• Participate in the development process to plan, communicate, and integrate the results of strategic planning throughout the organization.
• Manage employee communication and feedback through such avenues as organization meetings, suggestion programs, employee satisfaction surveys, newsletters, employee focus groups and one-on-one meetings.
• Keep the managing director and the executive team informed of significant problems that negates the achievement of organization’s goals, and those that are not being addressed adequately at the line management level.
• Lead and maintain procedures that prioritize the well-being of employees.

Requirements
Experience:

• Minimum of 10-15 years proven experience in Human resources, ideally gained across a variety of organizations.
• Experience in a large and complex organization is expected and previous employment in a unionized environment will be an added advantage.
• A successful track record of working with professional employees would be an added advantage.
• A blend of experience across resource planning, organizational design and development and change management activities.

Academic qualification:

• Minimum of a Bachelor's degree or equivalent in Human Resources, Business, or Organization Development.
• Professional qualification in HR is an advantage
• Specialized training in employment law, compensation, organizational planning, organization development, employee relations, safety, training, and preventive labor relations, preferred.

Skills:

• Excellent analytical skills including attention to details combined with the skills to communicate concisely with senior colleagues and figures both within and outside the school.
• An ability to innovate and apply HR best practices.
• A commitment to personal learning
• Excellent communication skills, both written and oral.
• Ability to work independently and proactively and respond to changing demands that may arise in an ideal work environment.
• Strong organizational and privatization skills, with the capability to manage multiple priorities with competing priorities/deadlines.
• Ability to establish and maintain effective working relationships with persons within and outside the organization.
• Proficient in Microsoft office applications.
• Well-developed influencing skills, proven ability to relate well to other people in a wide range of contexts and levels as well working collaboratively with a range of stakeholders.