Administration
- Responsible for managing HR operations reliably and effectively, and ensuring a good standard of service delivery.
- Providing advice to employees and engaging departmental managers to facilitate effective employee management.
- Building strong partnership with key partners in policy review, implementation and administration.
- Reviewing and implementing HR operational policies, processes and strategies pertaining to increase in service delivery.
- Plans and directs all aspects of human resources policies, objectives, and initiative.
- Ensures company compliance with current, applicable labor laws.
- Establishes overall direction and strategic initiatives for the given major function or line of business.
- Responsible for employment, placement, orientation and training, employee/labor relations, compensation, benefits, and employee services.
- Acts as a resource to management in the areas of job design, organizational structures and work load distribution.
- Determine the need for and the framework required to research general HR practices, i.e., benchmarking best practices.
- Provide advice and assistance in developing human resource plans.
- Ensures compliance with work schedules.
- Provide advice and assistance when conducting staff performance evaluations.
- Responsible for the welfare of all staff.
- Provide basic counseling to staff that have performance related obstacles.
- Provide advice and recommendations on disciplinary actions.
- Stays up to date with employment law and relevant codes of practice.
- Ensure operational HR activities and processes are correctly followed and that the frontline HR team provides accurate and timely advice and guidance to managers.
- Works closely with various departments, increasingly in a consultancy role, assisting departmental managers understand and implement policies and procedures.
- Developing and implementing policies on issues like working conditions, performance management, equal opportunities, disciplinary procedures and absence management.
- Dealing with grievances and implementing disciplinary procedures;
- Developing HR planning strategies, which consider immediate and long-term staff requirements.
Compensation
- Advising on pay and other remuneration issues, including promotion and benefits.
- Analyzes, develops, and recommends sound plans, programs and procedures, in the areas of classification, compensation, employee recognition and others matters related to employee relations and equity.
- Oversees the administration of compensation programs.
- Leads the design and implementation of improvements to HR programs and systems particularly as it relates to compensation.
- Ensures compensation information and knowledge is current and appropriate to the business needs of Peniel Apartments.
- Provides direction relating to incorrect compensation payments, entitlement to rates and resolution of labour relations issues regarding compensation.
- Undertaking regular salary reviews.
Performance management and training
- Provide advice and assistance when conducting staff performance evaluations.
- Creates documents and forms needed to conduct performance evaluations.
- Ensure robust performance management systems are in place to ensure a culture of performance is embedded across Peniel Apartments i.e. attendance, disciplinary and capacity.
- Conducts skills gap analysis across all departments to determine training needs of Peniel Apartments.
- Identify training and development opportunities.
- Organize staff training sessions, workshops and activities.
- Planning and sometimes delivering training - including inductions for new staff.
- Analyzing training needs in conjunction with departmental managers.
- Performs other related duties as required.
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