• Bachelor’s Degree in Human Resources / Psychology / Business Administration / Social Sciences, or a related field
• Minimum of 6 - 8 years work experience in Generalist Human Resource Management, Talent Management, or related experience.
• Professional Membership: CIPM/SHRM/PHRi

Experience & Competency:

• Good knowledge of labour laws, employment legislation, HR systems, processes, and procedure
• Experience in HR planning, implementation, and Organizational development.
• Good knowledge of HR verticals, and HR policy implementation scenarios.
• Good knowledge of HR data gathering, analytics, and reporting.
• Experience in employee program design, implementation, and engagement.
• Excellent written and oral communication / presentation skills
• Proven negotiation, consultation, and facilitation skills.
• Proficiency in the use of the Microsoft office suite
• Passion, drive, and resilience.
• Professional. confident, respect for self and others
• Accountable, responsible, and responsive

• Bachelor’s Degree in Human Resources / Psychology / Business Administration / Social Sciences, or a related field
• Minimum of 6 - 8 years work experience in Generalist Human Resource Management, Talent Management, or related experience.
• Professional Membership: CIPM/SHRM/PHRi

Experience & Competency:

• Good knowledge of labour laws, employment legislation, HR systems, processes, and procedure
• Experience in HR planning, implementation, and Organizational development.
• Good knowledge of HR verticals, and HR policy implementation scenarios.
• Good knowledge of HR data gathering, analytics, and reporting.
• Experience in employee program design, implementation, and engagement.
• Excellent written and oral communication / presentation skills
• Proven negotiation, consultation, and facilitation skills.
• Proficiency in the use of the Microsoft office suite
• Passion, drive, and resilience.
• Professional. confident, respect for self and others
• Accountable, responsible, and responsive

Manpower Planning, Talent Acquisition & Onboarding:

• Ensure organization-wide workforce planning at the beginning of every calendar or financial year, following the organization’s strategy for the year.
• Ensure the utilization of job descriptions to aid effective sourcing, recruitment, and selection processes and continually finetune recruitment and selection processes to fit best practices.
• Manage the recruitment, selection, onboarding, and orientation processes of the organization.
• Ensure recruitment strategies are consistent and cost-effective while leading to effective time-to-fill results.
• Review and update onboarding processes to ensure improved employee experience fornew employees.

HR Regulatory Compliance:

• Monitor and control adherence to internal policies, legal standards, and international best standards
• Monitor and ensure that HR complies with all related HR statutory regulatory requirements such as employee taxes, levies, pensions, etc.

Employee Engagement:

• Drive initiatives that ensure a healthy working atmosphere across the organization and in all its locations.
• Develop, implement, and monitor programs that ensure a disciplined, civil, engaged, and productive workforce.
• Create and implement initiatives that promote a balanced interest of the employee and employer.

Learning and Development:

• Create learning and development programs and initiatives that provide internal development opportunities for employees.
• Ensure training needs assessments are conducted accurately and supervise the development of in-house training solutions where necessary.
• Draw up an annual training plan in line with identified training needs, performance reports, organizational development plans, and approved budget.
• Plan, organize, source, select contract training vendors, and coordinate training activities.
• Supervise & coordinate the delivery and facilitation of all training.

Human Resource Information System (HRIS):

• Maintain employee records in line with HR, corporate, and regulatory requirements, as well as provide required information when required.
• Drive HR surveys and provide periodic HR data reports to assess and improve HR service delivery.

Stakeholder Management:

• Partners with the leadership team to understand and execute the organization's human resource and talent strategy, particularly as it relates to current and future talent needs, recruiting, retention, and succession planning.
• Develop, implement and regularly audit corporate plans for a variety of HR matters such as compensation, benefits, health and safety, succession, retention, etc.
• Report to senior management by analyzing data and using HR metrics.