Senior Human Capital Manager at Eye Foundation Hospital

Reports To: Head Human Capital

Job Summary

• The Senior Human Capital Manager is responsible for the supervision of the Human Capital (HC) Department and leads all its functions and processes to ensure its people goals which is to attract and retain the best talent; and maintain a high performing team working in a positive environ and culture.

Key Responsibilities
HR Strategic Planning:

• Provide management oversight and leadership to Human Capital Team
• Develop and implement a manpower planning helping the new/existing plans to have the needed staff with the right competence on time
• Devise and implement metrics as and when needed

Hiring & Recruitment:

• Oversee full-cycle recruitment process and directly recruit senior-level positions; Employ traditional sourcing strategies, actively network, and employ innovative, creative recruiting methods to hire the best talent
• Facilitate and coordinate recruitment and selection process according to the company’s policies and procedures; set in place the hiring team as appropriate
• Coordinate recruitments and orientations/transition of both new/ transferring staff
• Review and approve job position requests, job descriptions, and make recommendations, ensuring accuracy and consistency
• Coordinate vacancy posting in internal and external media as appropriate.
• Coordinate interviews and provide interview outcome summary
• Ensure, the tracking system of the recruitment process and compile monthly report on recruitment are maintained.
• Review all job offers and contracts and ensure internal equity

HR Administration & Compliance:

• Co-Lead implementation for the company’s Human Capital Operating Policies and Procedures
• Oversee HC-related administrative duties and ensure they are compliant with existing legal and government reporting requirements
• Ensure the organization is in compliance with all labor laws, and minimization of legal exposure.
• Ensure Employee Handbooks are developed and in place; Review of policies and procedures, making recommendations
• Ensure, File and update of all staff personnel and statutory documents and ensure that all staff information are properly kept, updated, and confidentially maintained
• Monitor and coordinate staff contract management.
• Lead exit management procedure to ensure seamless and positive transition for departing employee
• Serve as an ambassador and champion for the Company Core Values and escalate code of conduct issues to the Head Human Capital
• On an as needed basis liaise with the local legal counsel on HC issues that requires legal interpretations
• Represents HC in HC meetings internally and externally.

Compensation & Benefits Management:

• In partnership with the Head Human Capital, define and review salary structure and benefits plan and recommend changes or updates
• Facilitate administration of staff benefits and compensation as stipulated in the HR policies
• Ensure the budgeting and implementation of a payroll system in place
• Ensure the process of the monthly HR payroll documentation on timely basis ensuring completeness and accurate documentation
• Ensure that all exiting staff clearance forms are submitted before final dues are processed.

Performance Management and Employee Development:

• Lead the performance management process including creating a plan to manage annual reviews, conduct training on goal setting
• Utilize budgets and training plans to organize development activities and work one-on-one managers and employees
• Coordinate and ensure timely completion of the annual performance evaluation process.
• Coordinate and ensure timely completion of the annual merit plan process.

Employee Relations & Discipline:

• Lead all employee relations with professional grace; lead investigations to resolve issues/conflict in the workplace with close collaboration with the Head Human Capital
• Act as an impartial mediator in disciplinary procedures and ensure it is administered in an equitable and fair manner and meets all legal and labor regulations and requirements
• Maintain an effective negotiation process and harmonious employee/employer relationship
• Advise managers in determining appropriate disciplinary plans of action

Human Capital Team Management:

• Serve as the primary source of HC knowledge in response to employee and/or manager requests, be well versed in the company’s Policies, and provide weekly, monthly and quarterly HR metrics as required
• Ensure all Generalist HC activities are carried-out in adherence to these standards
• Work with the Senior Human Capital team to determine workforce needs, identify human capital and competency gaps, and devise a development and workforce plan to facilitate staff retention
• Manage, train, mentor HC team; create detailed plan to build capacity for every HC staff, including performance objectives, recruitment, and commitment to development
• Ensure that the HC team is working in a harmonized manner with consistency among application of policy, and identify and implement mechanisms to ensure cooperation, communication, and teamwork.

Staff Care:

• Develop supportive plans of action for staff care as part of the overall response strategy, ensuring a comprehensive approach to support the well-being of staff and foster a positive working environment. Recommendations in this plan should address actionable activities and advice to support the morale and the social, physical, and psychological well-being of staff.
• Conduct assessments for staff care needs in all offices, when needed.
• Work to actively engage in building trust with staff at all levels and in all roles.
• Utilize various methods to understand the support needs, concerns, and stress levels of staff, and advise management through regular consultation on how to better meet the needs of staff to minimize any issues.

HR Information and reports:

• Spearhead internal staff communications, team building and employee engagement activities
• Elevate requests as needed to the Head Human Capital
• Coordinate all HC reports (weekly, monthly, and quarterly) preparations.
• Submit all HC reports or data request on time.
• Actively participate in all required meetings, conferences, leading sessions as required.

Qualifications

• A Degree from a reputable university in a related field preferably in Social Sciences, Behavioral Sciences, or Humanities.
• An MBA or relevant Master ‘s degree is an added advantage.
• A professional certification in HRM is compulsory preferably CIPM, CIPD or HRCI.
• Minimum of 8 years’ experience in Human Capital Management with at least 4 years’ experience in a managerial position.
• Demonstrated success as an HC generalist supporting employee groups of 300+ employees in multiple locations is required
• Demonstrated ability to work, manage, and meet competing deadlines in a fast-paced, high-volume environment and on deadline; aptitude for problem solving and
• decision making needed

Competencies:

• Culture Adaptation and Projection.
• Professionalism including Work Ethics
• Communication.
• Attention to Details
• Multitasking
• Negotiation
• Interpersonal Skills
• Conflict Management
• Business Analysis and Problem solving
• Critical Thinking
• Results Oriented
• Human Capital Management Key Areas Expertise
• Sound financial and Business Acumen
• Leadership

Computer Savvy Skills:

• Proficient use of Microsoft office {Word, Excel, and Power point}
• Proficient use of ERP software- SAGE ERP desirable

Core Values:

• Accountability
• Resourcefulness
• Ethics
• Flexibility
• Respectful Engagement
• Empathy.