HR Lead - People & Culture at Scrapays Technologies

Role Summary

• Sets the tone and culture for Scrapays people. Oversees the development of recruitment strategies, implementing systems for managing staff benefits, payroll and behaviour and onboarding new employees. 

Role Overview
These cornerstones form the bedrock of the people and culture at Scrapays. Recruitment & selection:

• Performance management
• Learning & development 
• Succession planning 
• Compensation and benefits 
• Human Resources Information Systems 
• HR data and analytics 

Role Details
Recruitment & selection:

• Finding and selecting the best fits to come and work at Scrapays is a key HR responsibility. People are the lifeblood of the organization and finding the best fits is a key task. 
• The request for new hires usually starts when a new job is created or an existing job opens up. The direct manager | management lead notifies HR and sends the job description commencing the process.
• As HR, explore different selection instruments to find the best person to do the work. These include interviews, different assessments, reference checks, and other recruitment methods. Kindly refer to the Scrapays Recruitment and Onboarding Guideline document. 

Performance management:

• Once employees are on board, performance management becomes your next most important task at Scrapays. Assisting new hires to become their best selves in their role, ensures Scrapays overall Success 
• Setting Standards, deliverables & KPIs: Working with the management team to create KPIs for each team member. - Ensuring team members properly understand and make sufficient effort to meet their set KPIs 
• Assessment: Exploring formal one-on-one performance reviews, or 360-degree feedback instruments that also take into account the evaluation of peers, managers and other relations, formal or informal approach is your responsibility.
• Setting annual performance management cycle, which involves planning, monitoring, reviewing, and rewarding employee performance - with the outcome of this process resulting in the categorization of employees in high vs. low performers and high vs. low potentials. 

Learning and development:

• As L&D assists employees in reskilling and upskilling, setting up good policies initiatives and practices around is very helpful in advancing the organization towards its long-term goals. 
• Setting up or reviewing a pre-defined budget for L&D efforts to be distributed amongst employees. 
• Putting together alongside team managers, a development plan consisting of suggested training, short courses, certification programs etc for various roles at Scrapays. 

Succession planning:

• This entails putting processes in place as well as planning contingencies in case of key employees leaving the company. Steps taken under this are to guarantee continuity of roles and prevent the need for costly sudden recruitment at Scrapays. 
• Ensuring proper and up-to-date documentation of employees' processes - Encouraging shadow mentoring in each team. This ensures a replacement that's familiar, qualified and ready to fill (lead) positions for any reason 
• Good succession planning is highly determined by employees' performance ratings and L&D efforts as well as culture fit. 

Compensation and benefits:

• The goal here is to reward people in ways that motivate them as fair compensation is key in motivating and retaining employees. Compensation should be balanced with Scrapays budget and profit margins. This involves recommending primary and secondary compensation. 
• Primary compensation involves directly paid money for work, ie monthly salary and performance-based pay. 
• Secondary compensation such as non-monetary rewards. ie extra holidays, flexible working times, day-care, pensions, allocation of company property
• Monitoring pay increases, and setting standards of merit. 
• Conducting a pay audit on occasion. 

Human Resources Information Systems:

• Exploring and putting in place the Human Resource Information System, or HRIS tools to manage the people at Scrapays better. Examples 
• Recruitment and selection; Applicant Tracking System, or ATS, to keep track of applicants and hires. 
• Performance management; Setting up a performance management system to keep track of individual goals and put in performance ratings. 
• L&D: implementing a Learning Management System (LMS for the distribution of content internally, and other systems used to keep track of budgets and training approvals. - Compensation: a payroll system. 

HR data and analytics:

• This ensures decisions taken regarding the people at Scrapays are objective and data-driven. An easy way to keep track of critical data is through determined metrics or KPIs.

Role Requirements

• A Bachelor's Degree in Human Resources, Organizational Development, Business or related area; relevant work experience may be a substitute 
• Must have 3-6 years experience.
• Effective verbal and written communication skills 
• Demonstrated proficiency in the Microsoft Office suite 
• Experience with the human resources information system (HRIS) used by your company, such as Ropay, Zoho People, SmartRecruiters and others 
• Knowledge of a broad range of human resource strategies and practices, including compensation, performance management, safety, hiring and employee relations; able to apply these strategies and practices in compliance with employment regulations 
• Ability to create a culture of diversity, inclusivity, collaboration and teamwork  Experience with analyzing data to guide strategic employment planning 

Personality for success:

• A big heart. 
• Excellent interpersonal and communication skills. 
• Self-confidence, drive, competence and a willingness to serve team interests
• Excellent organizational and time management skills with the ability to multitask
• Flexibility, determination, enthusiasm, creativity, imagination and initiative