HR Executive

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Duties & Responsibilities

Strategy AND BUSINESS PLANNING

• Responsible for the translation of corporate strategy and organization plans into the People and Performance strategy and associated key performance indicators.
• Periodically Scans the environment to understand and determine economic, social, and technological factors that impact on human resources management.

Organizational Analysis and structures

• Reviews business processes and organisational structures to determine their fit with best practices and business strategy.
• Recommends, where necessary, on re-organisation including areas to merge, separate, own-run, or outsource.

EMPLOYEE DEVELOPMENT

• Develops and updates recruitment, selection and placement systems and procedures in line with business strategy.
• Manages the recruitment and selection processes to ensure that the best talent is engaged

EMPLOYEE WELFARE

• Manages the effective administration of various staff benefits in line with company policy e.g., long service awards, motor vehicle loans, medical insurance etc
• Implements and evaluates, the welfare of staff to ensure continuous staff engagement. Initiatives could include staff housing, education, etc.

EMPLOYEE RELATIONS

• Develops and manages an employee communication plan to ensure that staff is aware of relevant information, policies and procedures that enhance productivity.
• Ensures that critical business information is disseminated to staff on time through staff briefs, site visits and departmental meetings.

HR SYSTEMS, POLICIES AND PROCEDURES

• Develops and implements effective and efficient HR systems that promote efficiencies across the business.
• Ensure that deployed systems are fully utilised to the advantage of the business

EMPLOYEE ENGAGEMENT SURVEYS

• Oversees the development of surveys in order to determine the level of employee engagement to the mission, vision and values of the business.
• Carries out employee surveys, through the Talent Manager, and proffer solutions to the business on outcomes.

CHANGE MANAGEMENT

• Champion the implementation of all HR transformation interventions to ensure that they are implemented with minimal disruption of business operations and employee engagement levels.

SUCCESSION MANAGEMENT

• Analyses the business strategy and identifies the key positions in line with the business strategy.
• Ascertains the job cover ratio for the key positions and determines the talent gap

PERIODIC HR REPORTING

• Performance management - Analysing the performance of People and performance activity against corporate objectives.
• Coordinates, reviews, and presents periodic monthly management HR Dashboard reports and special purpose reports required by Executive Committee.

Qualifications & Experience

• Any relevant degree in Social Sciences
• Master in Business Administration/Leadership is an added advantage.
• 10years experience in HR of which 5 years must have been at a Senior Managerial role.