Human Resource Head 47 views

Staffing, recruitment and selection 

• perform the efficient and timely hiring and placement of employees; provides guidance to hiring managers on job reviews and development of job descriptions.
• Prepares and circulates vacancy announcements, develops assessment tools, evaluates applications, arranges and participates in interviews and makes recommendations to the DGMs; prepares job offers for successful candidates.
• Collects references, conduct reference checks and notifies candidates about the results of the selection process.
• Reviews and recommends level of remuneration for new hiring.
• Prepares job offers and related documentation.
• Facilitates and participates in employee orientation; schedules Meet and Greet with key employees; facilitates office arrangements and supports supervisors in the orienting of new employees into the organization and role.
• Coordinates the placement of interns and volunteers and administers their related issues.
• Provides relevant statistical information and data on country recruitment activities, gender analysis and provides information to interested groups regarding employment opportunities.
• Communicates with other staff, and of any new hires or position changes.

Compensation and total rewards

• Administers and provides advice to staff and management on salary and related benefits, health insurance, life insurance, employee’s P&C age benefits and other entitlements.
• Keeps abreast with the latest development in employment related laws in the country; ensures that Segon-Marill complies with all Government statutory regulations and recommends changes to benefits and entitlements on the basis of local labour laws.
• Conducts job analysis exercises and develops job description; makes recommendations in respect of organization structures and ensures that organization structures are up to date and communicates any changes
• Supports salary and entitlement surveys.
• Liaises with People and Culture service suppliers and insurance company regarding employees’ benefits.

Payroll and People and Culture information management 

• Completes payroll related information and ensures all information are accurate and communicated on time to Finance’s payroll team.
• Manages HR database to ensure up-to-date and accurate information is reflected.
• Maintains HR Metrics compilation and reporting such as headcount, turnover and vacation.
• Ensures strict confidentiality with respect to all HR file management and correspondences.
• Prepares special reports and participates and/or leads HR projects.

Employee relation and employee services

• Monitors and manages employee relations issues, maintains confidential records related to grievances and complaints and coordinates their resolution; conducts investigations and liaises with legal consultants to resolve cases when needed.
• promoting equality and diversity as part of the culture of the organization
• Ensures transparent, fair and consistent application of disciplinary measures.
• Reviews and provides advice on policies that would prevent recurring conflicting situations.
• Provides information, interpretation and advice on Segon-Marill’s HR policy, local employment law to staff and management.
• Oversees administration of all employee status changes such as promotion, transfers or terminations.
• Reviews and provides advice on interpretation of HR policies, regulations and rules; informs staff of their rights, responsibilities, code of conduct, sexual exploitation and harassment policies and difficulties associated with work and entitlements.
• Provides advice on safety and security issues to employees

Performance appraisals, training and development 

• Facilitates the implementation of Segon-marill’s performance Development system; ensures that managers are doing with the necessary skills to conduct probationary evaluations and annual appraisals.
• Help managers/supervisors in performance planning and objective setting.
• Supports the supervisors in determining training needs of their team, discuss those needs with the DGMs and assists him/her in determining appropriate staff development plans.
• Coordinates with the Line Managers regarding employee training and oversees the delivery of training and development programs and employee mobility programs to build the capacity of the company’s team.
• Evaluates effectiveness and impact of staff development and career support programs and recommends ways to enhance effectiveness and impact.

People and Culture planning, policies implementation 

• Provides strategic advice and supports, participates in the preparation and development of a yearly HR plan and oversees its implementation.
• developing and implementing policies on issues like working conditions, performance management, equal opportunities, disciplinary procedures and absence management; preparing staff handbooks;
• Participates in the budget process, monitors HR financial performance and coordinates with DGM for Finance and Business control to ensure alignment with the approved budget.
• Provides support for project team in preparing project budget related to HR, if any.
• Participates in the implementation of the HR strategy to ensure alignment with Segon-Marill’s strategy and recommends adjustments to HR policies, procedures and processes based on the requirements of local labour laws ensuring that legislative requirements are fulfilled.
• Stays abreast of developments in various areas of HR and shares information with the DGMs and GM.
• working closely with various departments, increasingly in a consultancy role, assisting line managers to understand and implement policies and procedures;