Role Overview

As a Head of Human Resource, you will spearhead and manage all HR functions across the company. The key roles include development and execution of HR strategies that are aligned to objectives, foster a high-performance culture, and ensuring the business adheres to comply with employment laws and regulations. Similarly, you will act as a strategic partner to senior management, by guiding the organization through change management and growth.

Key Responsibilities

Strategic HR Planning

• Collaborate with business leaders to understand business objectives and needs.
• Analyzing and aligning business needs with functional objectives and HR strategy.
• Play a critical role in aligning HR strategies, programs and initiatives with the overall business strategy to support organizational goals.
• Proposing, developing, analyzing and implementing HR best practices, workforce trends, HR initiatives that enable the organization to attract, develop, grow and retain the right talent.

 HR Policies and Compliance

• Develop and implement HR policies and procedures that promote fairness, equity and compliance.
• Ensure that HR policies, practices and programs comply with relevant employment laws and regulations.
• Stay updated on labor laws, industry standards, and best practices to advise managers and employees on compliance related matters.
• Ensure all HR operational tasks throughout the employee life cycle are executed in line with our policies.

Performance Management and Reward

• Champion organizational design solutions that drive a high-performance culture.
• Guide business leads on development of measurable performance indicators and improvement plans

Employee Relationship

• Build strong relationships with business leaders, managers, and employees.
• Actively engage with stakeholders, participate in business meetings, collaborate on projects to understand business needs, influence decision making, and provide strategic HR guidance.
• Serve as a trusted advisor, leveraging HR expertise to support and align HR initiatives with organizational goals.

 Learning and Development

• Guide the implementation of staff learning and development programs by supporting the departmental
• Heads in conducting training needs analysis.
• Support in the identification of suitable interventions for identified gaps i.e. coaching, counseling etc.
• Support business leads in the implementation of career progression guidelines as part of employee development initiatives.

Compensation and Benefits

• Support organization implementing and managing compensation and benefits programs, including recognition and reward systems, etc.
• Manage review and reward cycles, criteria, eligibility and other related processes.

Talent Management

• Collaborate with business leaders to identify talent needs and develop effective talent management strategies.
• Participate in workforce planning, succession planning, and talent development initiatives at functional levels.
• Lead and provide guidance as regards recruitment and selection strategies, employer branding, performance management processes, career development opportunities and employee engagement initiatives to maximize the potential of the organization’s workforce

Change Management

• Assist in developing change management plans, communication strategies, and training programs to support employees through transitions, such as business model changes, redeployments, new processes roll out etc.
• Provide guidance on change implementation, minimize resistance, and ensure smooth transitions for employees and the business.

Data Analysis and Reporting

• Track and analyze HR data and metrics to identify trends, patterns, and insights that inform HR strategies and decision making.
• Prepare HR reports, dashboards, and presentations to communicate key HR metrics to business leaders.
• Use data to assess the effectiveness of HR programs, identify areas for improvement, and support evidence-based decision making.

Objectives and Key Results

• Objective 1: Align HR Strategic goals with Business goals to enhance business success.
• Develop and Implement HR initiatives i.e. workforce planning, talent development programs and employee development programs that support business objectives.
• Collaborate with head of business to have a comprehensive HR Strategy review and align it with business objectives.

Objective 2: Ensure compliance of HR policies to fairness, equitability and current HR laws.

• Update and review HR policies and procedures to meet current labour laws standards.
• Achieve Zero noncompliance in HR Audits

Objective 3: Foster and enhance a high performance culture.

• Establish measurable KPIS for departments and employees.
• Implement a work and reward recognition program that allows 80% employee participation.
• Achieve a 10% increase in employee performance rating.

Objective 4: Enhance employee learning and development culture.

• Conduct and complete a training need analysis for all departments by end of Q1
• Identifying and implement training programs from the TNA
• Support career advancement plans for 20% of the staff establishment through promotions and succession planning.

Objective 5: Develop and Implement effective compensation and benefits program that will attract and retain talent.

• Conduct a benchmarking analysis for the compensation structure and align it to be competitive.
• Achieve a 20% in reduction of employee turnover cases as a result of compensation related issues.

Objective 6: Populate the company’s talent pool through effective management strategies.

• Develop and implement an effective recruitment strategy that has workforce planning and succession
• Attain a 25% in utilization of internal promotions as talent development initiatives.
• Focus on quality hires by reducing the time-to-fill for critical roles by 20%.

Objective 7: Rely on data-driven insights to develop HR strategies and decision-making.

• Use data insights to improve at least three HR programs
• Implement a HR data analytics tool and dashboard that focuses on efficiency.