Head, Human Resources at Electronic PayPlus Limited

Summary

• This role is responsible for ensuring effective, efficient management of employees and the satisfaction of all staff in the various departments and units, from entry to exit.
• Attract and retain qualified and motivated staff efficiently and cost- effectively.
• Ensure that the recruited staff remain ‘fit for purpose’ throughout the duration of their tenure in the organization.
• Work with supervisors to ensure equity and equal opportunity in the workplace.
• Provide competitive and desirable compensation and benefit packages for all staff, and provide upward mobility and career advancement opportunities based on merit and job performance.
• Provide and coordinate training and development programmes that will enhance and improve the performance of staff, processes, and the organization as a whole.
• Implement an effective Performance Management Process and clearly demonstrate its culture in the workplace.
• Provide supervision and direction to Human Resources employees as well as streamline processes for operational effectiveness.

Responsibilities

• Talent Acquisition and Management: Recruitment and selection process administration, onboarding new staff, Effective headcount management, providing guidance and input on business unit restructuring, workforce planning, and succession planning. Participate in the evaluation and monitoring of the success of training programs. Follow up to ensure training objectives are met.
• Performance Management: Overseeing strategies, planning performance to achieve goals, reviewing, assessing progress, developing knowledge, skills, and abilities to manage employee performance to increase productivity and help achieve organizational objectives by setting individual and team goals which are aligned to the strategic goals of the organization.
• Compensation and Benefits: Provide input for developing the company budget and monitor departmental utilization. Payroll Administration: Implementation of a welfare and benefits package.
• Employee Relations: Implementing employee well-being initiatives, providing HR Policy guidance and interpretation, and maintaining and updating policy manuals and employee handbooks as needed. In-depth knowledge of legal requirements related to day- to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partner with the legal department as needed/required, manage, and resolve complex employee relations issues.
• HR Administration: Employee file and data management – creation, maintenance and storage of records, effective HR reporting for business decisions: tracking and reporting of monthly leave utilization Reports, Tracking and monitoring of all statutory requirements to ensure they are done within SLA – tax and pension remittance, ITF, registration of all staff on GLI, medical scheme, liaise with appropriate agencies and bodies to ensure smooth relationship between the company, the communities and the Government.
• Learning and Development: Managing skills enhancement and professional development programmes within the allocated budget, managing the design and delivery of training programmes in accordance with the needs of the Company, evaluating the effectiveness of all training and L&D activities to identify areas of improved performance and to feed into plans, providing reports to management identifying L&D trends and return on investment analyses.
• Business Partnering and Organizational Development (Performance Management and Engagement): Conductmonthly meetings with respective business units and consult with line management, providing HR guidance when appropriate.HR metrics measurement, monitoring, and tracking; implement culture change processes; work closely with management and employees to improve work relationships, build morale, increase productivity and retention; conduct the performance management process within the group of assigned responsibility; collect ongoing information regarding employee satisfaction with salary packages and wages, working conditions, etc.; implement tactical plans targeted at improving employee performance and engagement.

Management and Supervisory:

• Checks on teams to be sure that any issues with working tools, personnel, safety, etc., are addressed promptly.
• Coaching and developing staff while fostering a team atmosphere. Provides pep talks as needed and coaching for any performance issues.
• Assists employees with questions or problems regarding work assignments, priorities, safety, personnel issues, etc.
• Counsel employees when necessary and apply personnel actions such as disciplinary action, transfer, promotion, termination of employment, etc. Documents any issues, counselling efforts, etc.
• Oversees training and orientation of new employees and offers additional training as needed. Offers re-training when necessary. Sets up and maintains cross-training, as applicable.
• Serves as a role model to all employees. Conducts oneself professionally and abides by Company safety & personnel policies, SOPs, etc.
• Analyzes budgets, continuously controls HR costs, and identify/rectify waste measures.
• Checks HR output according to expectations and submits reports on performance and progress.
• Conducts safety and orientation training with new employees.
• Control and organize timesheets for personnel.
• Identify issues of inefficiency, suggest and take action on improvements.
• Review the sales team's goals daily and identify the root cause if the goal was not obtained.
• Work with line managers to set Performance expectations and targets for employees’ performance.
• Conduct employee performance appraisals and communicate information to Executive Management.

Key Result Areas
The key result areas of this role are:

• Staff productivity and performance aligned to corporate strategies of the Company.
• Optimization, control, and reduction of staff cost.
• Effectiveness and efficiency of recruitment
• Effectiveness/swiftness in closing the manning gap and succession plan.
• Staff discipline and grievance management
• Staff ethical conduct, attitude, and alignment with corporate philosophy and values
• Staff bonding, welfare, and work-life balance.
• Efficiency and effectiveness of staff retention/attrition rate
• Quality and adequacy of training/development program
• Efficiency in payroll administration

Requirements

• Interested candidates should possess a Bachelor's Degree with 7 - 15 years work experience and must reside around Ajah and its environs.