Requirements

Must have skills

• Excellent leadership and interpersonal skills
• Exceptional communication and negotiation abilities
• Attentive to details High level of integrity and ethics Strong team player with the ability to work independently
• Maintain high level of confidentiality
• Strong planning and problem solving skills
• Self-motivated and able to work under pressure Flexible

Qualifications

• Bachelor’s degree in human resources, business administration or related field.
• CHRP-K is an added advantage.
• 5+ years of progressive experience in HR roles, with at least 2 years in supervisory or managerial capacity.
• In depth knowledge of HR best practices and ability to drive positive change.
• Strong understanding of employment laws and regulations, and industry best practices.
• Experience with HRIS (Human resources information System) software.
• Certificate of Good Conduct is Mandatory
• Proficient computer skills.
• Registered member of IHRM with good standing.

Job Role

Strategic HR Leadership

• Develop and Execute HR Strategies that support the organizations’ overall objectives.
• Collaborate with senior management to align HR initiatives with company goals.
• Provide guidance on organizational design, workforce planning and talent management.

Employee Relations and Engagement

• Foster a positive work environment by promoting open communication, employee feedback, and recognition program.
• Address and resolve complex employee relations issues and concerns.
• Lead Initiatives to enhance employee engagement, satisfaction, and retention.

Talent Acquisition and Management:

• Oversee the recruitment process, including job postings, candidate sourcing, interviewing, and selection.
• Develop strategies to attract retain top talent.
• Create and implement onboarding and orientation programs for new hires.

Performance Management:

• Lead the performance management process, including goal setting, performance evaluations and development plans.
• Provide guidance to managers on effective performance feedback and coaching.

Training and development:

• Identify training need and develop professional development programs.
• Collaborate with departments to ensure employees receive relevant and impactful training.

Compensation and Benefits:

• Manage compensation and benefit programs to ensure competitiveness and compliance with regulations.
• Conduct salary reviews and benchmarking to ensure fair and equitable compensation practices.

HR Compliance:

• Ensure compliance with labor laws, regulations and HR Policies.
• Oversee HR audits and recommend corrective actions as required.

HR Metrics and reporting:

• Develop and track Key HR Metrics to assess the effectiveness of HR programs.
• Prepare reports and presentations for Senior management on HR initiatives and outcomes.

Conflict resolution:

• Mediate and resolve workplace conflicts and issues in a fair and timely manner.
• Provide guidance on disciplinary actions and termination processes.

Change management:

• Lead change initiatives, such as organizational restructuring or process improvements.
• Communicate changes effectively and manage potential resistance.
• Perform any other duty(ies) as will be assigned from time to time by the supervisor or management.