Head, Human Resources at Hamilton Lloyd and Associates

Responsibilities

• To formulate, develop and implement the company's Human Resources Strategy leading to the achievement of the Company’s Vision, and to support business growth, operating efficiency and effectiveness targets.
• The job role is responsible for all aspects of the company’s people-management systems and is charged with helping Executive Management achieve clarity around the essential and critical resourcing and capability deployment needs necessary for the attainment of organizational goals over time.
• To provide strategic and functional leadership to the company’s Human Resources Department.

HR Strategy:

• Design of HR strategy in alignment with organizational objectives and ensure measurable indicators to ascertain the value of HR role in organizational strategy implementation.
• Develop effective HR strategies and plans for supporting/enabling the attainment of short-, medium- and long-term business goals that ensure the company maintains its competitive edge.
• Provide an atmosphere that allow talent to thrive and provide ROI on employee acquisition and retention strategy.
• Design and deliver programmes that ensures synergy across all company's functions and alignment with corporate objectives.

Talent Management and Organizational Development:

• Facilitate the design, deployment, and implementation of all organizational change projects.
• Develop action plans from Employee Engagement Survey to improve overall employee engagement and business performance.
• Design and implement the Learning and Development Strategy of the Organization in line with business objectives ensuring ROI of training delivery.
• Design leadership framework and implement with Management, development programmes to ensure future pipeline for the company.
• Review and maintain organizational structure to ensure alignment to deliver business objectives.
• Develop, Review On-boarding and integration/induction process of new employees
• Design appropriate channels for employee communication and review impact for continuous improvement.
• Ensure adequate and effective policies, procedures, and programs framework for HR service delivery.
• Facilitate and monitor performance management system and cycle and ensure attainment of corporate targets, drive, and monitor implementation of corporate performance dashboard.
• Responsible for the development and implementation of a performance management system that is tied to business strategy.
• Coordinate the employee performance appraisal process – educating employees, goal setting, collation of appraisal results, arrange departmental lead review sessions, preparation, and presentation of performance appraisal reports to the Performance Management Committee.

Talent Planning and Acquisition:

• Responsible for manpower planning, designing, and driving recruitment and selection strategy for the organization.
• Determine critical profiles based on business requirements and design appropriate sourcing strategy for same.
• Identify recruitment needs, based on manpower plan, and design effective programme for selection and retention.
• Create and maintain the employee value proposition and employer brand; continually provide innovative ways to project the image of the companyas employer of choice via all media with special focus on social media.
• Maintain headcount as per manpower plan.

Training and Development:

• Create training plans and training budget in line with Departmental Leads, review of employees’ training and developmental needs.
• Collaborate with Departmental Leads to gather employees’ training needs and proffer training interventions (both internal and external) within approved budgets.

Total Rewards / Compensation and Benefits:

• Design and implement a best-in-class robust remuneration and benefits package that will ensure attraction and retention of top talent in line with the company's Compensation Philosophy.
• Monitor and review the company’s salary and benefits structure to ensure a balance between control of costs and attracting/retaining staff.
• Oversee Compensation, Benefits and Incentive Management Initiatives and ensure effective HR Budget Management and Control.
• Conducts periodic Employee costs forecasting and annual budgetary management ensuring cost savings for the company
• Implement Pay structure design and maintain structure to ensure equity and internal parity of compensation for all employees.
• Manage Payroll as well as conduct effective tax administration ensuring adherence to regulatory requirements while providing the company with best options for increased disposable income for employees.
• Design and implement compensation policies and programs that will provide competitive edge for the company and guarantee employee retention.
• Implement and maintain Group life, Medical scheme and requirements of workmen compensation act as stipulated within regulatory framework.
• Conduct compensation surveys, from time to time, for remuneration benchmarking purposes to aid compensation strategy.

HR Operations/Employee Relations:

• Formulate and implement sound, current, best practice and innovative HR policies in line with Labour laws and business objectives.
• Ensure all HR policies and procedures are effectively communicated to all employees, are understood, and implemented.
• Responsible for maintaining the employee personal information records, correspondence in an updated version per time.
• Manage employee working conditions, disciplinary and grievance procedures, equal opportunities, redundancies, and employee leave schedule.

Educational Qualification & Relevant Experience

• Minimum of a Bachelor’s Degree or Higher National Diploma in Humanities, Social Sciences or related field of study.
• Possession of a Masters in Human Resources or related degree is an added advantage.
• Professional qualifications of CIPMN, CIPD, HRCI, SHRM and other recognized HR professional Institutions is essential.
• Minimum of ten (10) years relevant HR generalist experience within a corporate environment, with at least 5 years in leadership position.
• Possess the ability to develop and integrate HR strategies and initiatives with company's business strategies.
• Demonstrated ability as a consultant/negotiator to influence company personnel at all levels.
• Working knowledge of Human Resources laws and regulations as well as Global best practices.
• Ability to management Human Resource Information Systems (HRIS)

Competencies Required:

• Organizational Skills
• Communications Skills
• Critical Thinking
• Credibility
• Conflict Management
• Change Management and Innovation
• People Development Skills
• Business Acumen
• Problem Solving
• Collaboration
• Negotiation, Persuasion and Influencing skills
• Labour Law.