Chief Human Resources Officer at ECLAT HR Consulting

Responsibilities

The ideal candidate will (but not limited to):

• Manage the end-to-end recruitment and selection process by preparing job advertisements, shortlisting candidates, coordinating interviews, and conducting reference and background checks.
• Collaborate with hiring managers to determine staffing needs, develop job descriptions, and ensure alignment with organizational goals.
• Design and implement structured onboarding programs to ensure a smooth transition for new hires, including orientation sessions, policy briefings, and early-stage performance integration.
• Maintain a talent pipeline through proactive sourcing, networking, and database management for current and future needs.
• Serve as the first point of contact for employee concerns, grievances, and disciplinary matters, ensuring timely resolution in accordance with internal policies and labor regulations.
• Foster a positive and inclusive work environment by promoting open communication, professional respect, and team cohesion.
• Organize and coordinate staff engagement programs, internal communications, welfare initiatives, and staff recognition activities to enhance morale and productivity.
• Support the design and administration of the performance management system, including goal-setting, mid-year reviews, annual appraisals, and feedback facilitation.
• Train and guide supervisors on effective performance conversations and documentation practices.
• Conduct training needs assessments and coordinate internal and external training programs aligned with performance gaps and career progression plans.
• Monitor and evaluate the effectiveness of learning and development initiatives and maintain training records for audit and planning purposes.
• Ensure accurate preparation and submission of payroll inputs including allowances, deductions, and statutory compliance items (e.g., taxes, pensions, health insurance).
• Administer employee benefits programs such as leave entitlements, medical schemes, staff welfare packages, and other incentive schemes.
• Monitor compensation trends and recommend competitive practices that attract and retain talent.
• Manage HR operational tasks such as employment contract issuance, staff movements (promotions, transfers), and exit processes, including exit interviews and clearance documentation.
• Implement and communicate HR policies and procedures across all levels of the organization, ensuring staff compliance and alignment with labor laws and company standards.
• Provide guidance to employees and managers on HR policy interpretation and application.
• Maintain accurate, up-to-date, and confidential employee records (electronic and hard copy), ensuring they are complete and audit-ready.
• Support HR audits, statutory inspections, and reporting requirements from regulatory bodies.
• Maintain and update the Human Resource Information System (HRIS) with employee data, leave balances, training history, and performance records.
• Generate periodic HR reports and dashboards on key HR metrics such as headcount, turnover, recruitment, training, and disciplinary trends for management use.
• Ensure the integrity, security, and confidentiality of all employee and organizational HR data.

Education and Experience:

• Bachelor’s degree in Human Resources Management, Industrial Relations, Business Administration, or related field.
• Master’s degree in Human Resources, Business Administration (MBA), Organizational Development, or related field . 
• Professional certification (e.g., CIPM, SHRM, CIPD, HRCI) is required
• Minimum of 10 year’s experience in Human Resources, with at least 5 years in a managerial role. 

Required Competencies:

• Ability to align HR strategy with the overall business objectives, drive long-term workforce planning, and contribute to executive-level decision-making.
• Expertise in attracting, developing, retaining, and advancing talent, including succession planning, leadership development, and workforce optimization.
• Deep knowledge of labor laws, regulatory frameworks, and organizational policies to ensure legal compliance and mitigate risk.
• Proven ability to design and implement systems that foster high performance, employee engagement, accountability, and a positive, inclusive workplace culture.