Senior Associate; Human Capital at PricewaterhouseCoopers (PwC)

The successful candidate will be responsible for the following:

Strategic HC Business Partnering & Advisory  

• Championing the articulation and development of the Human Capital (HC) strategy and ensuring alignment with the Line of Service’s overall strategy and business objectives.
• Participate in strategy sessions in order to identify the emerging Human Capital requirements.
• Translating the LoS’s strategies into specific operational plans and programs; and communicating these to stakeholders as appropriate, to ensure mutual understanding of roles, responsibilities, and accountabilities.
• Support the Head of Human Capital in overseeing the key HR focus areas (i.e. career management and succession planning, training and development, employee welfare, performance management, and HC administration).
• Partnering with business to develop and implement holistic HC solutions that empower the business to achieve its objectives
• Manage and execute HC activities in line with the HC Calendar
• Provide day-to-day performance management guidance to the business through coaching, career development, counseling, and disciplinary actions.
• Ensuring that all staff-related policies, procedures, and practices comply with local regulatory requirements, reflect best practices, and are in line with Group policies.
• Continually reviewing and assessing the effectiveness and efficiency of the department’s policies, procedures, and processes and identifying improvement opportunities.
• Overseeing candidate sourcing and selection, ensuring equity and fairness and that the right caliber of individuals are employed into the firm.

Workforce Planning

• Continuously monitor resourcing requirements against budget and strategic business imperatives

Performance and Talent Management

• Promoting the performance culture and encouraging line managers and employees to take ownership of individual and team performance.
• Train and/or upskill Line Managers and Employees on the management of performance in order to build organizational capacity to perform and deliver the firm's strategy.
• Ensure adherence to Performance Management cycles in order to drive a high-performance organization.
• Partner with business to develop and manage the succession pipeline.
• Apply HC systems and practices to support the business in sourcing, developing, and driving the productivity of employees.
• Intervene between line managers and employees on performance-related disputes.
• Support the business in managing career conversations between employees and line managers in order to ensure delivery of the employee value proposition and retention of critical talent.

Employee Engagement & Change Management

• Providing expert advice and support to line managers & employees on all HR-related issues as appropriate.
• Proactively developing and promoting feedback mechanisms for employees to influence the continuous improvement of HR services and processes.
• Act as the lead Change Champion for any business transformation activities
• Support the Head of HC in leading employee engagement diagnostic processes
• Partner with the business leadership to implement plans that shift the dial on a positive employee experience
• Apply HC legislation & policies when advising Line managers and employees in order to maintain harmony within the workplace.

HC Analytics

• Generate and deliver accurate and meaningful people reports monthly, to the Head of Human Capital.
• Generate insights that drive the effective management of employees in order to ensure productivity and attainment of business goals.
• Connect HC data with business data to demonstrate an aspect of the firm that business leaders should be informed about to help them make decisions.

Labour Relations Advisory

• Handling of disciplinary and grievances matters in areas of responsibility
• Collaborate with the legal team to interpret human resources administrative policies, advising employees and management on complaint investigation, progressive discipline, and employee grievances.

Compliance and Governance

• Execute tasks in adherence to all relevant regulatory and business practices.
• Active risk management by applying and promoting a culture of ongoing detection and resolution of Statutory and regulatory compliance breaches

Stakeholder Management

• Build and manage objective working relationships with various stakeholders with the aim of being recognized as a trusted advisor and living the PwC values.
• Communicate effectively and ensure closed-loop feedback to stakeholders, to maintain and enhance the HC team brand of client-centricity

Qualifications and Experience:

• A first degree or equivalent in Social Science, Human Resources Management, Business Administration, Industrial Psychology, or related field is required
• Minimum of 5 years post NYSC (with at least 2 years supervisory/managerial) generalist experience in human resource management, with a demonstrable working knowledge of end-to-end employee lifecycle management in multiple human resource disciplines.
• An active membership of HR Professional Bodies such as Chartered Institute of Personnel Management (CIPMN), CIPD, etc is a strong preference.