Job Openings at the Concept Group

Job Summary

• The Head, Human Resources is directly responsible for the overall administration, coordination and strategic evaluation of the human resources department for the entire group.
• He/she will be responsible for all Human Resources related solutions that influence business decisions.
• The Head, HR will also improve HR initiatives, enhancing staff morale and relations between staff and management, contribute to attaining business goals, promote good HR practices and attract talented recruits to meet the organization’s needs.

Duties & Responsibilities

• Develops organization strategies by identifying and researching human resources issues; contributing information, analysis, and recommendations to organization strategic thinking and direction; establishing human resources objectives in line with organizational objectives.
• Implements human resources strategies by establishing department accountabilities, including talent acquisition, staffing, employment processing, compensation, health and welfare benefits, training and development, records management, safety and health, succession planning, employee relations and retention,and labor relations.
• Manages human resources operations by overseeing recruitment, selection, orientation, training, coaching,counseling, and disciplining of staff; planning, monitoring, appraising, and reviewing staff job contributions, maintaining compensation, determining production, productivity, quality, and customer-service strategies, designing systems; accumulating resources; resolving problems; implementing change.
• Develops human resources operations budgets and financial strategies by estimating, forecasting, and anticipating requirements, trends, and variances; aligning monetary resources; developing action plans,measuring and analyzing results; initiating corrective actions; minimizing the impact of variances.
• Accomplishes special project results by identifying and clarifying issues and priorities; communicating and coordinating requirements; expediting fulfillment; evaluating milestone accomplishments; evaluating optional courses of action; changing assumptions and direction.
• Supports management by providing human resources advice, counsel, and decisions; analyzing information and applications.
• Guides management and employee actions by researching, developing, writing, and updating policies, procedures, methods, and guidelines; communicating and enforcing organization values.
• Complies with federal, state, and local legal requirements by studying existing and new legislation; anticipating legislation; enforcing adherence to requirements; advising management on needed actions.
• Updates job knowledge by participating in conferences and educational opportunities; reading professional publications; maintaining personal networks; participating in professional organizations.
• Enhances department and organization reputation by accepting ownership for accomplishing new and different requests; exploring opportunities to add value to job accomplishments.
• Lead and support the development and implementation of HR policy across all units of the department, and areas of the organization including improving performance, maximizing attendance and providing effective management of change and development.
• Direct and work with the HR team to develop, co-ordinate, implement and audit all HR activity within the department and across the organization.
• Assists executive management in the annual review, preparation and administration of group’s salary productivity target.
• Works directly with department managers to assist them in carrying out their responsibilities on personnel matters.
• Participates on committees and special projects and seeks additional responsibilities.
• Maintain effective employee relations including participation, consultation and negotiation with representative bodies and ensure maintenance of productive working relationships with all colleagues.
• Ensure effective implementation of the disciplinary and grievance procedures for all employee groups.
• Effectively oversee all human resources activities, authorizations and approvals.
• Ensure smooth, seamless operations and coherence both intra and inter-departmentally
• Periodically receives and collates reports from all unit heads, and sends to management accordingly.
• Any other tasks as may be deemed necessary by management.
• Measuring and analyzing results; initiating corrective actions; minimizing the impact of variances.
• Accomplishes special project results by identifying and clarifying issues and priorities; communicating and coordinating requirements; expediting fulfillment; evaluating milestone accomplishments; evaluating optional courses of action; changing assumptions and direction.
• Supports management by providing human resources advice, counsel, and decisions; analyzing information and applications.
• Guides management and employee actions by researching, developing, writing, and updating policies, procedures, methods, and guidelines; communicating and enforcing organization values.
• Complies with federal, state, and local legal requirements by studying existing and new legislation; anticipating legislation; enforcing adherence to requirements; advising management on needed actions.
• Updates job knowledge by participating in conferences and educational opportunities; reading professional publications; maintaining personal networks; participating in professional organizations.
• Enhances department and organization reputation by accepting ownership for accomplishing new and different requests; exploring opportunities to add value to job accomplishments.
• Lead and support the development and implementation of HR policy across all units of the department, and areas of the organization including improving performance, maximizing attendance and providing effective management of change and development.
• Direct and work with the HR team to develop, co-ordinate, implement and audit all HR activity within the department and across the organization.
• Assists executive management in the annual review, preparation and administration of group’s salary productivity target.
• Works directly with department managers to assist them in carrying out their responsibilities on personnel matters.
• Participates on committees and special projects and seeks additional responsibilities.
• Maintain effective employee relations including participation, consultation and negotiation with representative bodies and ensure maintenance of productive working relationships with all colleagues.
• Ensure effective implementation of the disciplinary and grievance procedures for all employee groups.
• Effectively oversee all human resources activities, authorizations and approvals.
• Ensure smooth, seamless operations and coherence both intra and inter-departmentally
• Periodically receives and collates reports from all unit heads, and sends to management accordingly.
• Any other tasks as may be deemed necessary by management.
• Processes planned and streamlined.
• Significant input and participation in the deployment of new policies.
• Turnover rate of high performers.
• Average time to achieve set goals.

Qualifications / Requirements

• A Bachelor’s Degree in Human Resources Management or any other related field.
• At least 7 years post-graduation experience, with cognitive experience in full-cycle HR experience
• 4 additional years of relevant experience may be substituted in lieu of degree.
• Excellent knowledge of MS Office, more importantly, Excel with an ability to analyze data.
• Recognized professional qualification (e.g. CIPD, CIPM, PHRi, SPHRi).

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Job Summary

• The Learning and Development Lead, in line with the Human Resources Department strategy, is in charge of developing all soft skill trainings including career development activities, identifying skill gaps by performing training needs analysis and creating training intervention programs to fill these.
• He/she will be required to be strategic rather than reactive, assessing the skills and knowledge within the organisation and determining what training is needed to grow and retain these skills.

Duties and Responsibilities

• Plan, develop, and provide training and staff development programs, using knowledge of the effectiveness of methods such as classroom training, demonstrations, on-the-job training, meetings, conferences, and workshops.
• Coordinate implementation of learning and development plans against agreed timelines, budget and reporting against agreed performance measures.
• Propose and review the unit’s policies and processes and provide recommendations for continuous improvement.
• Lead, manage and ensure high performance within the L&D team in line with management principles.
• Plan, manage and be accountable for the learning and development unit’s budget.
• Manage the implementation of the L&D unit plans and strategies by maximizing internal resources and contracting with external partners when required.
• Perform training needs analysis in conjunction with line managers, identify skill gaps and create training interventions programs.
• Develop and organize training manuals, multimedia visual aids, and other educational materials.
• Design annual training calendar ensuring full completion within targeted timescales.
• Design induction programs for new hires, conduct orientation sessions and arrange on-the-job trainings where necessary.
• Monitoring and evaluation of both structured and informal methods used for staff trainings; making continuous improvements in the approach, process and methods as appropriate.
• Keep track of employee performance before and after training interventions.
• Establish systems to produce regular reports on learning and development metrics.
• Develop effective new hire induction program (NHIP) and monitor the delivery of same.
• Design and evaluate training and performance interventions (pre and post training assessment).
• Analyze quality and appraisal data to identify training needs.
• Track post training effectiveness, by observations and appraisal data; and participants performance after training to ensure effectiveness of training.
• Conduct one on one coaching for employee as required.
• Identifying and liaising with external entities if necessary, to meet all training needs.
• Ensure availability of materials needed for in-house training and that statutory training requirements are met.
• Maintain historical training data, publish weekly/monthly reports to line manager/stake holders.
• Any other duties consistent with the role as specified by the line manager.

Requirements

• Candidates should possess a Degree in Human Resource Management, Industrial Relations, Business Administration or a related field.
• Minimum of 4 years’ experience in Learning and Development, Organizational Development
• Professional Certification/membership will be an added advantage.
• Good understanding of industry laws and regulations.
• A drive to reach service goals.
• Excellent organizational and leadership skills.