The Chief People and Culture Office will effectively communicate with all staff and enable the company to create a very engage and high-performance culture.

Role and Responsibilities

• Partners with the Managing Director to develop the organization’s business and the human resources strategy to ensure the business remains competitive.
• Develop and implement agile talent management strategy particularly as it relates to current and future talent needs, recruiting, retention, and succession planning.
• Provide people and business guidance to the senior management team to ensure the team is a high-performance team.
• Design cultural operating systems and ensure implementation of culture initiatives to improve employee engagement and high performance. Facilitates a continuous learning and innovation culture that is based on organization’s vision, mission and values.
• Develop and implement a comprehensive performance management system, processes and policies across individuals, teams, and the entire organization.
• Provide human capital and administration support to management
• Analyses trends in compensation and benefits; conduct salary survey and proposes competitive base and incentive pay programs to ensure the organization attracts and retains top talent.
• Design and implement employee engagement pathways to ensure that employees engaged and productive.
• Create learning and development programs and initiatives that provide internal development opportunities for employees.
• Manage the talent acquisition process, which may include recruitment, interviewing, and hiring of qualified job applicants, particularly for managerial, and professional roles, collaborating with departmental managers to understand skills and competencies required for openings.
• Manage the staff code of conduct, disciplinary management, investigations, and employee exit.
• Maintains compliance with labor laws and other local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance.
• Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.

Required Skills/Abilities:

• Ability to manage end to end HR and leadership support.
• Excellent verbal and written communication skills.
• Excellent interpersonal, negotiation, and conflict resolution skills.
• Excellent organizational skills and attention to detail.
• Ability to thrive in ambiguity scenarios.
• Multi-tasking and ability to thrive in new cultures and work environments.
• Strong analytical and problem-solving skills.
• Ability to prioritize tasks and to delegate them when appropriate.
• Ability to act with integrity, professionalism, and confidentiality.
• Thorough knowledge of employment-related laws and regulations.
• Proficiency with or the ability to quickly learn the organizations HRIS and talent management systems.

QUALIFICATIONS:

• Minimum Education and Certification: 

• Bachelor’s degree in human resources, Business Administration, or related field required.
• Post Graduate qualification in human Resources and Business administration will be an added advantage.
• Being a member of a professional Human Resources Association will be an advantage.
• A minimum of five (5) years of human resource management experience

• Partners with the Managing Director to develop the organization’s business and the human resources strategy to ensure the business remains competitive.
• Develop and implement agile talent management strategy particularly as it relates to current and future talent needs, recruiting, retention, and succession planning.
• Provide people and business guidance to the senior management team to ensure the team is a high-performance team.
• Design cultural operating systems and ensure implementation of culture initiatives to improve employee engagement and high performance. Facilitates a continuous learning and innovation culture that is based on organization’s vision, mission and values.
• Develop and implement a comprehensive performance management system, processes and policies across individuals, teams, and the entire organization.
• Provide human capital and administration support to management
• Analyses trends in compensation and benefits; conduct salary survey and proposes competitive base and incentive pay programs to ensure the organization attracts and retains top talent.
• Design and implement employee engagement pathways to ensure that employees engaged and productive.
• Create learning and development programs and initiatives that provide internal development opportunities for employees.
• Manage the talent acquisition process, which may include recruitment, interviewing, and hiring of qualified job applicants, particularly for managerial, and professional roles, collaborating with departmental managers to understand skills and competencies required for openings.
• Manage the staff code of conduct, disciplinary management, investigations, and employee exit.
• Maintains compliance with labor laws and other local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance.
• Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.

• Ability to manage end to end HR and leadership support.
• Excellent verbal and written communication skills.
• Excellent interpersonal, negotiation, and conflict resolution skills.
• Excellent organizational skills and attention to detail.
• Ability to thrive in ambiguity scenarios.
• Multi-tasking and ability to thrive in new cultures and work environments.
• Strong analytical and problem-solving skills.
• Ability to prioritize tasks and to delegate them when appropriate.
• Ability to act with integrity, professionalism, and confidentiality.
• Thorough knowledge of employment-related laws and regulations.
• Proficiency with or the ability to quickly learn the organizations HRIS and talent management systems.

• Bachelor’s degree in human resources, Business Administration, or related field required.
• Post Graduate qualification in Human Resources and Business administration will be an added advantage.
• Being a member of a professional Human Resources Association will be an advantage.