Jobs at Green Hills Agric Products Limited - Saroafrica International Limited

Planning / Execution of CSR

• Developing and executing CSR programs as well as conducting periodic program reviews to assess outcomes and effectiveness
• Acting as the focal point for the Company's CSR initiatives and building relationships with community partners and key stakeholders
• Staying abreast of relevant research, trends in the areas of focus and promoting best practices
• Promoting employee volunteering initiatives in coordination with internal stakeholders
• Working with Marketing and PR teams to drive internal engagement and promote storytelling
• Driving budget & monitoring spend to deliver results in line with planned objectives
• Seeking out, understanding and incorporating feedback from the underserved communities we want to serve.
• Assisting the company in developing, managing and altering social responsibility policies
• Using internal communication to reinforce the company’s social responsibility policies
• Working on company branding strategies with the marketing department
• Evaluate CSR initiatives against industry standards; analyze results and develop action plans to ensure GHAP has a best-in-class CSR program
• Develop, analyse and evaluate the impact, resource requirements and cost/benefit of new programs
• Plan and promote events to engage employees and raise awareness of CSR programs.
• Identify and cultivate relationships with global company peers engaged in company wide CSR initiatives.

Education and Experience

• Bachelor's Degree in Communications, Marketing, Human Resources, Business Management, or related field. MBA is a plus
• 5 -10years relevant experience
• Goods knowledge and use of Microsoft Office packages & ERP systems (Knowledge of Navision& SharePoint will be an added advantage).
• Age Requirement: 30 - 38 years old
• Hierarchy in Management: Mid-Level Management.

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Responsibilities
Recruitment / Talent Acquisition:

• Attracting and retaining the best talent in the industry
• Overseeing the recruitment and hiring process report on its performance
• Establish the human resource requirements of the organization in terms of recruiting, retention, and succession planning
• Responsible for overseeing professional reference checks and background checks to verify that candidates are eligible to work for the company
• Implement new sourcing methods
• Coordinate with department managers to forecast future hiring needs
• Review recruitment software and suggest the best option for company needs
• Participate in job fairs and career events
• Review and manage a highly functional compensation, appraisal, welfare & benefit structure that drives attracts, and retains high performing talent
• Perform candidate and employee satisfaction evaluations and workshops
• Build the company’s professional network through relationships with HR professionals, colleges and other partners
• Stay up to date on labour legislation and inform recruiters and managers about changes in regulations.

Training and Development:

• Evaluate individual and organizational development needs
• Responsible for launching employee development initiatives. This could entail additional on-the-job training, professional development programs, or educational opportunities that allow employees to grow and develop in their current roles or prepare them for career advancement within the organization
• Help managers develop their team members through career pathing
• Hire and oversee training and L&D Specialists
• Implement various learning methods companywide (e.g. coaching, job-shadowing, online training).

Culture:

• Share the company’s values, norms, and vision with employees familiarizing them with the overall ethics of the organization
• Identify any shortcomings within the organization and having the ability to address them effectively.
• Responsible for organizing team outings, community building, or recognition programs that can improve healthy work environment.

Employee Engagement:

• Promote an open-door policy for communication.
• Create and act on responses from employee engagement surveys.
• Set up a reward and recognition program
• Provide guidance on Employee Relations matters and conduct investigations, as needed
• Bridge management and employee relations by swiftly addressing demands, grievances or other issues to drive positive and productive resolutions.

Strategy:

• Ensure HR plans align with our mission and business objectives
• Develop Strategies, processes, collaborative, and efficient relationships with executive team and hiring managers to create strategic organizational and talent solutions
• Be the advisor and business partner to the other executive and senior leaders to drive lasting, transformative change across the organization.

Performance Management:

• Responsible for Performance Management System based on leading practices with the aim to provide a fair and transparent performance management across units
• Provide support to line managers in applying the Performance Management System should they face challenges with the implementation
• Develop tools and support material to help employees and their line managers in their appraisal process
• Resolve problems related to appraisals, such as employee requests for re-evaluation, and ensure that these issues are handled in a fair, professional, and transparent way
• Collect and analyze performance appraisal results across units.

Requirements
Education and Experience:

• University Degree. Certifications like PHR, SPHR, CIPM, MBA is a plus.
• 8 -12 years relevant experience
• Goods knowledge and use of Microsoft Office packages & ERP systems (Knowledge of Navision& SharePoint will be an added advantage).
• Age Requirement: 35 - 42 years old.