Head, People and Culture Operations

ROLE SUMMARY 

• Directly support all People functions within the organization
• Directly support and lead the relationship between the organization and its people, contributing your strategic and operational expertise to the team on all people-related matters.
• Responsible for setting and implementing the organization’s People and Culture strategy building on the existing organizational values

• Directly responsible for overseeing the compensation and benefits portfolio of the company.
• Analyse compensation and benefits data.
• Evaluate job positions to determine appropriate job classifications and commensurate rewards to attract top talent.
• Manage the organization’s pay/salary structure.
• Monitor market conditions to ensure that pay rates are competitive and capable of attracting and retaining top talent

KEY DUTIES AND RESPONSIBILITIES 

People Management

• Review and create new HR policies, guidelines and processes, and uphold them, ensuring staff members have a positive working experience
• Govern HR policies, procedures, and guidelines as required, and promote consistency and fairness in their application – ensuring all local required legislation is adhered to, and ongoing learning of HR policy practice takes place
• Maintain and develop HR information systems and explore new technologies where appropriate – introducing and overseeing the preparation and analysis of HR metrics and providing feedback that supports decision-making in specified areas.
• Maintain relationships with external networks related to people management.
• Responsible for the effective operations of all normal People & Culture activities to support management of the employee lifecycle including:
• Maintain employment records to meet compliance obligations

HR Regulatory and Compliance

• Provide direction to ensure compliance with all local, state, and federal employment-related laws and regulations; advise management on necessary actions in alignment with current employment law requirements; provide guidance and training to staff as required
• Maintain in-depth knowledge of changing employment regulations and implement policies, procedures and systems by participating in educational opportunities, reading professional publications, maintaining personal networks, and participating in professional organizations/committees, to ensure regulatory compliance and reduce the organization’s legal risks

Compensation Management

• Implement new and/or revised compensation programmes, policies and procedures as approved by Management.
• Ensure the smooth handling of an error-free monthly payroll process.
• Ensure that salaries are paid on or before the 26th of every month.
• Facilitate the processing of employee leave entitlements, overtime allowances, salary advances, terminal benefits, long service awards, employee transfer entitlements and reimbursable expenses in line with company policies and procedures.
• Implement approved rewards from the outcome of the Performance Appraisal Exercises.

Benefits Management

• Administer and manage employee pension, insurance, and retirement plans.
• Administer and manage leave policies, wellness programmes, work–life balance programmes and employee assistance programmes.

• Design and implementation of cutting-edge reward management practices.
• Frequently and regularly conduct analysis of compensation and benefits processes, practices and procedures and advice top management on needed changes where necessary.
• Analyse the results of surveys to ensure appropriate compensation and rewards across all departments.

Employee Relations and Engagement

• Guide all employees on interpretation and understanding of the Company’s Policies and Employee Handbook.
• Design and implement strategies to drive high levels of employee engagement.
• Respond to employee requests, complaints, and grievances.
• Manage the entire disciplinary process/procedure of the organization.
• Manage time and attendance as well as remote working arrangements for employees.

Data and Information Management

• Prepare and Distribute Monthly Human Capital Reports for Management decision-making.
• Ensure the integrity, accuracy and wholeness of employee records and staff database and provide same to management for decision making.
• Always ensure the confidentiality of workforce and organizational data.

REQUIRED KNOWLEDGE, SKILLS AND ABILITIES

• Strategic Thinking Skills.
• Critical Thinking Skills.
• Strong Analytical Skills.
• Data Mining and Management Skills.
• Problem Solving Skills.
• Decision Making Skills.
• Human Resources Capacity.
• Financial Acumen.
• Requisite knowledge of employment and labour laws and legislations.
• Ability to always maintain confidentiality.
• Must have strong proficiency in the functional use of key business applications.
• Ability to interpret and incorporate HR policies and procedures into practice.
• Ability to translate HR operational needs and requirement to others.
• Ability to communicate clearly and concisely, orally and in writing.
• Ability to establish and maintain effective working relationships with persons within and outside the organization.

Educational Qualifications and Professional Certifications Required

• First Degree Graduate of an accredited college or university in either management or social sciences.
• A Second Degree with relevant HR Certifications will be an added advantage.
• Membership of CIPM, CIPD and other HR Institutes will be an added advantage.

Experience

• Minimum of seven to eight years of practical working experience in a similar role in a structured Human Resources Department.