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SENIOR HUMAN RESOURCE OFFICER

The SENIOR Human Resource Officer is responsible for providing support in the various human resource functions, which include recruitment, staffing, training and development, performance monitoring and employee counseling.  This role is responsible for developing, advising and implementing policies relating to the effective use of employees 

Responsibilities

Administration   

  • Responsible for managing HR operations reliably and effectively, and ensuring a good standard of service delivery.
  • Providing advice to employees and engaging departmental managers to facilitate effective employee management.
  • Building strong partnership with key partners in policy review, implementation, and administration.
  • Reviewing and implementing HR operational policies, processes and strategies pertaining to increase in service delivery.
  • Plans and directs all aspects of human resources policies, objectives, and initiative.
  • Ensures company compliance with current, applicable labor laws.
  • Establishes overall direction and strategic initiatives for the given major function or line of business.
  • Responsible for employment, placement, orientation and training, employee/labor relations, compensation, benefits, and employee services.
  • Acts as a resource to management in the areas of job design, organizational structures, and work load distribution.
  • Determine the need for and the framework required to research general HR practices, i.e., benchmarking best practices.
  •  Provide advice and assistance in developing human resource plans.
  • Ensures compliance with work schedules.
  • Provide advice and assistance when conducting staff performance evaluations.
  • Responsible for the welfare of all staff.
  • Provide basic counseling to staff that has performance related obstacles.
  • Provide advice and recommendations on disciplinary actions.
  • Stays up to date with employment law and relevant codes of practice.
  • Ensure operational HR activities and processes are correctly followed and that the front line HR team provides accurate and timely advice and guidance to managers.
  • Works closely with various departments, increasingly in a consultancy role, assisting departmental managers to understand and implement policies and procedures.
  • Developing and implementing policies on issues like working conditions, performance management, equal opportunities, disciplinary procedures and absence management.
  • Dealing with grievances and implementing disciplinary procedures;
  • Developing HR planning strategies, which consider immediate and long-term staff requirements.

Recruitment

  • Coordinate staff recruitment and selection process in order to ensure a timely organized and comprehensive procedure is used to hire staff.
  • Provide advice and assistance to departmental managers on staff recruitment.
  • Monitors and ensure reference and Guarantor’s checks are properly carried out.
  • Conduct exit interviews.

Compensation

  • Advising on pay and other remuneration issues, including promotion and benefits.
  • Analyze, develops and recommends sound plans, programs, and procedures, in the areas of classification, compensation, employee recognition and others matters related to employee relations and equity.
  • Oversees the administration of compensation programs.
  • Leads the design and implementation of improvements to HR programs and systems particularly as it relates to compensation.
  • Ensures compensation information and knowledge is current and appropriate to the business needs of 
  • Provides direction relating to incorrect compensation payments, entitlement to rates and resolution of labour relations issues regarding compensation.
  • Undertaking regular salary reviews.

 Performance management and training

  • Provide advice and assistance when conducting staff performance evaluations.
  • Creates documents and forms needed to conduct performance evaluations.
  • Ensure robust performance management systems are in place to ensure a culture of performance is embedded across i.e. attendance, disciplinary and capacity.
  • Conducts skills gap analysis across all departments to determine training needs.
  • Identify training and development opportunities.
  • Organize staff training sessions, workshops, and activities.
  • Planning and sometimes delivering training - including inductions for new staff.
  • Analyzing training needs in conjunction with departmental managers.
  • Performs other related duties as required.

Competency/Skill/Requirements

  • B.Sc in relevant field. M.Sc or HR certification is also an added advantage
  • With at least 5-7 years work experience, with at least 3 in relevant field.
  • Excellent organizational skills.
  •  Good analytical, communication and writing skills, including the ability to prepare reports, proposals, policies, and procedures.
  • A dynamic and highly driven individual with strong organizational and interpersonal skills
  • Effective public relations and public speaking skills
  • Research and program development skills.
  • Stress management skills.
  • Time management skills
  • Supervisory and team building skills.
  • Strong problem-solving skills
  • Negotiations skills
  • Effective verbal and listening communications skills.
  • Excellent IT skills.