Lead Recruitment HRBP at Credit Direct Limited

JOB OBJECTIVES:

• Design, develop and support the implementation of recruitments strategy to ensure effective manning in the company.
• To develop and implement an effective people strategy, ensuring the alignment of HR systems with business priorities to increase productivity and overall profitability of the organization.

JOB RESPONSIBILITIES:

Recruitment & Selection

• Participate in continuous review in conjunction with all Departments/Units, effective manpower plan/manning levels for the company.
• Assist in the development and implementation of recruitment plans.
• Assist in ensuring that all recruitments are compliant with the rules, procedures, and policies of the company.
• Implement all redeployment of staff to other roles.
• Determine applicant qualifications by interviewing applicants; analyzing responses; verifying references; comparing qualifications to job requirements.
• Maintain accurate information database: selection test, new hires.
• Ensure the proper assimilation of new hires: on-boarding of new hires.
• Initiate and close confirmation process for all new hires – 3months & 6months while tracking employment contract renewal as they fall due.
• Design, Develop and Implement annual staffing plans for the organization in line with expected strategic business outcomes.
• Design, develop and manage strategies to attract top talents for the workforce.
• Build applicant sources by researching and contacting colleges, employment agencies, recruiters, media, and internet sites; providing organization information, opportunities, and benefits; making presentations; maintaining rapport.
• Improve organization attractiveness by recommending new policies and practices; monitoring job offers and compensation practices; emphasizing benefits and perks. • Manage intern program by conducting orientations; scheduling rotations and assignments; monitoring intern job contributions; coaching interns; advising managers on training and coaching.
• Avoid legal challenges by understanding current legislation; enforcing regulations with managers; recommending new procedures; conducting training.

HR Business Partner

• Drive employee engagement initiatives
• Handle Employee Request and Correspondence
• Conduct ENPS survey and develop initiative to measure employee engagement periodically.
• Manage exit process ensuring strict adherence to process and policy.
• Conduct monthly appraisal for staff on performance-based pay – ERM, Sales, Tele sales, CAU etc
• Manage and treat disciplinary issues in line with policy.
• Provide monthly payroll updates to People Operations team on all changes affecting salaries e.g new hire recruitment, exit, suspension, performance score etc.
• Drive quarterly engagement session plan across the organisation; drawing up templates, agenda, reporting and ultimately tracking to ensure reported issues are closed.
• Evaluate issues, patterns, and trends to provide proactive insights for HR solution and program designs.

KEY PERFORMANCE INDICATORS:

• TAT on recruitment process
• Compliance with recruitment policies
• Quality of Hire - % confirmed 
• TAT on on-boarding new hires
• Quality of onboarding new hires (survey)
• Quality of Candidate Pool
• % Recruiting Expense to Total HR Expense
• Zero exception of recruitment documentation/reports.
• TAT on Employee Confirmation • Timeliness & Adequacy of Reporting
• Zero Policy/Process Deviation • Employee Turnover – Retention (Regrettable Loss)
• Employee Productivity (Revenue/Employee in segment)
• Improvement in ENPS
• TAT on handling employee request/correspondences
• % Training Evaluation
• Internal Customer Experience

COMPETENCE REQUIREMENTS APPLICATIONS & TECHNOLOGY

FUNCTIONAL

• Critical Thinking, Problem Solving and Analytical Skills
• Financial Acumen
• Strategy Development and Execution
• Attention to Details
• Knowledge of Employment & Labour Law
• Results focused
• Research
• Reporting
• Documents & Records Management
• Database Management

BEHAVIORAL

• Continuous Learning & Improvement
• Self-Assured, Confident and Assertive
• Relationship Management
• Effective Communication Skills
• Conflict management
• Reliable
• Time Management
• Sensitive
• Listening Skills
• Empathy
• Microsoft Word, Excel and PowerPoint
• HR Flex
• Microsoft Navision

WORK CONDITIONS

• A typical work environment in financial services.
• Requires periodic travel out of station.

JOB SPECIFICATION

Educational Qualification

•  A first degree is required Professional Qualification
• CIPM

Desired Experience/ Knowledge

• At least 5 years’ experience
• Experience in Financial Services industry is preferred.