The ideal candidate will be expected to:
Strategic HR Management
- Prepare and implement the annual HR Plan t-support the overall strategic aims and objectives of the Business Partners in consultation with the Finance Manager
- Identify, design and implement strategic HR projects, as and when required.
- Promote best practices that enhance employees’ engagement and motivation levels
Resourcing
- Monitor and audit available skills and lead in the development of a framework for forecasting future personnel/skills needs.
- Provide support t-Managers in the recruitment of staff.
- Participate in the selection of staff, as appropriate.
- Ensure that each branch is adequately managed, staffed and resourced.
Employee Relations
- Work closely with Branch Managers, providing them with expert guidance, coaching and support on the full range of HR activities (including policies and procedures, terms and conditions of employment, absence management, performance management, etc.), in order t-ensure a consistent and fair approach t-people management.
- Keep up t-date with legal developments and advise Management on compliance and risk factors.
- Coordinate investigations, disciplinary and grievance matters in conjunction with the Finance Manager
- Develop, implement and maintain HR policies and procedures t-ensure effective, fair and consistent management of staff throughout the organization, and ensure that the staff handbook is comprehensive and up-to-date.
- Ensure that managers and staff are aware of the policies and procedures and able t-enforce compliance accordingly.
- Monitor and review the system of performance appraisal and continually develop them as necessary, ensuring that annual appraisals are carried out in a timely manner and followed up.
- Evolve an effective communication process that ensures that staff are informed and updated on key business and organizational issues.
Learning and Development
- Provide guidance and technical support for the HR assistant where necessary in the development of training needs analysis for all members of staff
- Be able t-recommend appropriate sources for external training provision when required, and the subsequent monitoring of training costs against budget.
- Administer the evaluation of all learning and development activities.
- Maintain training records for all staff
Compensation and Benefits Administration
- Gather and analyze market data t-measure the competitiveness of the Company’s compensation and benefits package, and make recommendations as appropriate.
- Assist with the annual salary review process and provide advice t-the Financial Manager when required.
Others
- Generate periodic management reports that are required t-help Management with strategic decision making process.
- Represent HR and participate in various internal groups and committees across the organization.
- Review and manage new starter and leaver processes, including conducting exit interviews for all staff.
- Evolve and ensure effective implementation of personnel administrative policies
- Keep abreast of HR trends and provide Management with information on Key Performance Indicators
- Manage the information held on the HR database and personnel files t-ensure it is updated in a timely and accurate manner and complies with any legal or data protection policies.