Human Resources Business Partner at Terragon Group

Key Responsibilities

• Provide a professional and strategic consultancy and advisory service to Business Units and staff.
• Custodian, owner and driver of the Terragon Learning & Development process.
• Work with key stakeholders to develop a group wide L&D strategy, focusing on all aspects on the employee journey.
• Identify training and development needs within an organization through job analysis, appraisal schemes and regular consultation with business managers and human resources departments
• Design and expand training and development programs based on the needs of the organization and the individual
• Deliver the strategy in conjunction with the wider business and ensuring that all L&D needs across the organization are regularly assessed and reviewed.
• Ensure all training needs is established in the business aligned to the organizational mission and objectives.
• Ensure we deliver of our core competence and statutory/regulatory training.
• To lead on design and delivery of the organizations leadership and management programs.
• To lead a key initiatives program on developing our L&D agenda with utilization of the succession/grooming levy and other resources as appropriate.
• To manage the group L&D budgets and external supplier relationships ensuring quality, cost and ethical investments are made and providing robust reporting on ROI and ROE of all activity.
• To lead on key organizational people, change programs, providing OD, L&D and engagement diagnostics and solutions.
• Develop a suite of measurement KPIs that clearly demonstrate the impact and experience of learning within all delivery models.
• To develop and improve our competency framework in the organization, developing key programs of work that improve the capability of our overall business.
• To act as the key driver in our L&D agenda acting as a L&D and People Champion.
• Maintains organization staff by establishing a recruiting, testing, and interviewing program; counseling managers on candidate selection conducting and analyzing exit interviews; recommending changes.
• Facilitate Career Management implementation
• Maintains the work structure by updating job requirements and job descriptions for all positions.
• Maintains a pay plan by conducting periodic pay surveys; scheduling and conducting job evaluations; preparing pay budgets; monitoring and scheduling individual pay actions; recommending, planning, and implementing pay structure revisions.
• Maintains employee benefits programs and informs employees of benefits by studying and assessing benefit needs and trends; recommending benefit programs to management; directing the processing of benefit claims; obtaining and evaluating benefit contract bids; awarding benefit contracts; designing and conducting educational programs on benefit programs.
• Drive key initiatives on Employee Relations and HR-Employee collaborations
• Drive Staff Engagement Initiatives e.g. Village Meetings, Team-building sessions et al
• Assist to drive Culture Transformation Projects
• Design when required different process tools i.e. templates, worksheets, reporting documents, forms et al
• Assist to ensure that all conflicts are resolved within stipulated time -Coordination of staff Disciplinary matters and grievances
• Provide supervision, coordination and development of Welfare Management system

Job Requirements

• Minimum university degree in Human Resources, Business Administration, Behavioural Science, or Management.
• Preference would be given to applicants with HR consulting background from the big 4.
• Professional qualification of CIPMN, CIPD, SHRM is an added advantage
• Experience in setting and managing budgets
• Proven experience leading the development of L&D strategies, initiatives, policies and programmes
• Proven project management skills to ensure effective delivery of project outcomes
• Ability to persuade and influence mangers regarding the most appropriate approach within a given situation
• Proven experience at building strong relationships with managers at all levels within the organisation
• Professional qualification of CIPMN, CIPD, SHRM is an added advantage
• Experience in setting and managing budgets
• Proven experience leading the development of L&D strategies, initiatives, policies and programmes
• Proven project management skills to ensure effective delivery of project outcomes
• Ability to persuade and influence mangers regarding the most appropriate approach within a given situation
• Proven experience at building strong relationships with managers at all levels within the organisation
• 3 - 5 years’ experience in working as HR Generalist