PURPOSE OF THE JOB
Define – build an HR strategy is a roadmap for solving an organisation's most significant challenges with people-centric solutions.
Lead input during policy creation elevates the importance of recruitment, talent management, compensation, succession planning, and corporate culture.
Ensure that the (HR) strategy maximises the potential of an organisation's human capital to achieve its broader business objectives.
Ensure – lead that HR needs to transition from a purely transactional function to a strategic one.
Ten Pillars: (1) Capabilities, (2) Structure & governance, (3) Culture, (4) Competency management, (5) Recruitment, (6) Leadership development and training, (7) Mentoring, (8) Performance Management and Succession, (9) Reward and recognition, (10) Reassignment or termination
REQUIRED – PREFERRED SKILLS & EXPERIENCE
Manage all core HR departmental areas, including payroll, employee relations, HR admin, learning and development, internal recruitment, employee engagement, and maintaining and improving HR systems.
Develop and manage the implementation of employment policies.
Ensure legal compliance throughout human resource management.
Ensure the on- off-boarding process is handled in a professional manner.
Manage the execution of the HR Strategy to ensure the achievement of the objectives.
Continuously improve engagement, maximising productivity, devolving HR responsibilities to line managers and building leadership capability.
Identify staffing needs and manage the creation of job descriptions and handbooks.
Develop and implement management talent planning.
Develop the organisational structure to support growth using best practice principles.
Manage the company’s employee programmes, staff benefits and packages.
Lead the performance review to deliver continuous employee development.
Regularly coach, mentor, and support colleagues to identify individual strengths and development needs.
Ensure employee training requirements are well managed and monitored.
Manage the training and development plans and ensure they are of high standard.
Conduct annual remuneration and benefits reviews.
Determine relevant Key Performance Indicators (KPIs) for incentive schemes.
Manage HR budgets.
Ensure internal HR communications are coordinated, relevant, timely and adhere to the company’s values.
Make sure that company values and approaches are utilised to strengthen the organisational culture.
Demonstrate the company values & a high-performance ethic with a focus on successful outcomes.
Develop and maintain effective relationships to encourage retention and ensure the team perspective is fully represented in decision-making.
Develop and implement HR strategies and initiatives aligned with the overall business strategy.
Required Skills & Experience
Knowledge of a broad range of human resource strategies and practices, including compensation, performance management, safety, hiring and employee relations; able to apply these strategies & practices in compliance with employment regulations.
Good understanding & technical abilities within all HR departmental areas, including recruitment, employee relations, workforce administration, employee engagement, payroll, reward & recognition, welfare, learning, development and HR systems.
Commercial acumen & Strategic thinking ability.
Strong organisational and excellent interpersonal skills.
Proactive, agile work ethic.
Experience in using metrics for driving performance.
Thorough and methodical attention to detail.
Good time management skills and the ability to prioritise.
Excellent communication and presentation skills.
Problem-solving skills and initiative.
Adaptable to change and willingness to embrace new ideas and processes.
Proficient I.T. skills.
People-oriented and results-driven.
Excellent understanding of HR practices.
The ability to manage the implementation of effective employment policies.
