Human Resources Manager at 4 Quarters Consultants Limited

Responsibilities

• Ensured a functional HR department exists for business operations
• Put in place strategies, policies, systems and procedures to meet the strategic goals of the new business 
• Developed HR policies, systems, and procedures, and all necessary HR procedural manuals
• Communicated human resource policies and procedures to all staff members

Compensation and Benefits

• Maintained an ongoing salary matrix with regular consultation with company management team
• Provision of a competitive salary scale for the organization
• Worked with Senior Management in designing and implementing competitive incentive programs for key positions
• Set up, managing and supervising the payroll system and process.
• Designed benefit programs that comply with local labor law and which are also competitive and meet employee needs
• Ensured that systems are in place to collect feedback on employee benefits and to answer questions from employees on the benefits program.
• Recruitment, Selection and Induction

Recruitment, selection and placement

• Ensured needed workforce was in place for operation start up at business commencement. Process set up for recruiting, selection and orientation for new staff.
• Managed the company-wide recruitment and hiring processes, including both internal and external recruitment processes, in accordance with established policies, and ensure that recruitment processes are completed in a timely manner
• Established partnerships with local/International recruitment agencies, universities, and other institutions as applicable to source future employees.
• Managed and oversee the Management trainee program to develop new talent.

Employee Relations

• Established and oversee processes that prevent internal conflicts among staff members and departments, and that facilitate resolution of conflicts when they occur in collaboration with the senior management team.
• Ensured accurate and timely institutional responses to all employment related enquiries in accordance with local legislation.
• Provided support as needed to resolve issues related with employee disciplinary, employeetermination, or other HR-related issues.
• Have in place procedural management of disciplinary issues.
• Provided continuous counseling to employees with problems and/or weaknesses affecting job performance.
• Put in place appropriate employee recognition.

Performance Management

• Oversee the Performance Management System, including performance planning, mentoring/coaching, performance appraisal, and employee development, ensuring that the performance management system is implemented properly throughout the organization and thatit provides maximum value to management and to employees
• Setting up of goal and there KPI’s
• Staff appraisal review, evaluation and feedback
• Advise line managers on best practices in application of the performance management system, particularly the aspect of employee appraisal and performance feedback