Human Resources Manager at UAC

About the job

• The ideal candidate will oversee and manage the HR department’s operations to ensure that the HR team effectively supports and aligns with the strategic objectives of the holding company.

HR Strategy and Business Alignment

• Develop and implement HR strategies and initiatives that align with the company's overall business strategy and ensure timely execution using the Objectives and Key Results framework
• Achieve at least 70% in management satisfaction scores of HR strategy and alignment

Talent Acquisition and Retention:

• Collaborate with the Head of Talent Strategy to develop and implement a comprehensive talent acquisition strategy to attract top-tier candidates
• Design and implement retention programs to maintain turnover rates at or below 15% and retain top talent
• Manage the recruitment and selection process for the holding company to ensure positions are filled within 60 days of opening

Performance Management:

• Oversee and manage the Objectives and Key Results performance management system and ensure performance appraisals are 100% complete across all mandatory review cycles
• Train managers on effective performance appraisal techniques and feedback mechanisms and achieve a management and employee satisfaction score of 70% or higher in feedback surveys

Compensation and Benefits:

• Review and benchmark compensation and benefits packages annually to ensure competitiveness within the industry and achieve 80% or higher in employee satisfaction with compensation in the Company’s annual survey
• Manage and optimize all administrative aspects of the benefits program including but not limited to the timely renewal of HMO contracts and SLAs, pension administration and disbursements of leave allowances, bonuses etc
• Monitor utilization rates of all benefits to ensure efficient spending, cost control and employee satisfaction.

HR Policy and Compliance:

• Develop, review and enforce HR policies to ensure compliance with state and federal regulations and ensure minimal compliance issues (maximum of 3) are raised in internal and external audit exercises
• Ensure all regulatory filings including but not limited to Industrial Training Fund (ITF), National Social Insurance Trust Fund (NSITF) and National Housing Fund (NHF) are completed in a timely manner achieving zero late filings each year.

Employee Relations:

• Ensure compliance of grievance procedures and collaborate with talent strategy and legal to review on a regular cadence
• Promote a healthy and productive work environment through conflict resolution and mediation and ensure all conflicts are resolved within 2 weeks of reporting
• Achieve high satisfaction rates (70% and above) with employees in relation to the grievance process

HR Technology and Systems Integration:

• Evaluate and implement HR technology solutions to streamline HR processes and improve efficiency ensuring automation of at least one HR process per annum.
• Achieve a system adoption rate of at least 60% of the new system within the first 3 months of implementation and 100% by the end of year

Culture and Employee Engagement:

• Execute annual employee engagement surveys to gather feedback and drive improvements
• Achieve a minimum of 90% response rate and an improvement in engagement scores over time

Learning and Development:

• Oversee and manage learning and development initiatives including identifying skill gaps and designing training programs to enhance employee capabilities. Ensure at least 70% training participation rates for training programs.
• Promote continuous learning and professional development opportunities achieving high satisfaction rates (70% and above) in employee development scores

HR Metrics and Decision Support:

• Monitor key HR metrics and generate quarterly reports to inform strategic decision-making
• Utilise HR analytics to forecast workforce needs and plan for future growth

Cross-functional Collaboration:

• Partner with other department heads to align HR initiatives with business goals
• Support M&A activities by conducting thorough HR due diligence and facilitating smooth integration

HR Team Leadership:

• Develop and lead a high-performing HR team by fostering a collaborative and inclusive work environment, providing continuous professional development opportunities, and setting and monitoring Objectives and Key Results for team members

Diversity, Equity, and Inclusion (DEI):

• Create and promote DEI initiatives to ensure a diverse and inclusive workplace
• Monitor and report on diversity metrics to track progress and identify areas for improvement

Competencies

• Strategic Thinking: Ability to develop and implement HR strategies aligned with the overall business strategy
• Leadership and influence: Ability to guide and inspire the HR team and other employees
• Business Acumen: Understanding of the business model of a holding company in the manufacturing industry and the competitive landscape
• HR Analytics and Technology: Competence in using HR data and analytics to drive decision-making; Familiarity with HR technology and systems to improve efficiency
• Communication Skills: Excellent communication skills to convey HR policies and initiatives clearly
• Interpersonal skills: Strong interpersonal skills to build relationships across the organization
• Compliance and Risk Management: Knowledge of employment laws and regulations and the ability to ensure organisational compliance
• Performance Management: Expertise in designing and managing performance appraisal systems
• Financial Management: Ability to manage HR costs and demonstrate ROI on HR initiatives
• Ethical Judgement and integrity: Commitment to maintaining high ethical standards and confidentiality; Ability to act as a trusted advisor to employees and management
• Change management: Expertise in leading and managing organizational change

Other Requirements

• Bachelor’s degree in human resources, Business Administration, or related field; Master’s degree preferred.
• Professional HR certification (e.g., SHRM-SCP, PHR, or similar) required
• Proven experience in HR leadership roles with a minimum of 6 years of experience in an established consulting, financial services, corporate law firm or a holding company of a large conglomerate.