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HR Advisor

Closing: Jun 21, 2024

2 days remaining

Published: May 22, 2024 (29 days ago)

Job Requirements

Education:

Work experience:

Language skills:

Job Summary

Contract Type:

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Required Qualifications

  • Candidates should possess a Degree in Social Sciences
  • CIPM qualified or equivalent experience

Required Experience:

  • 4+ years’ experience as an HR generalist – working within an integrated HR model and a broad generalist background
  • Proven ability to operate collaboratively in a matrix organisation, leveraging relationships and clarity of roles and responsibilities to implement effectively
  •  Working knowledge of Change management
  •  Talent Management – proven ability in developing/utilising talent frameworks and tools (eg. gathering insights on key talent, development, career and succession, retention)
  • Networking/relationship building
  • Working knowledge on Coaching managers

Required Competences:

  • Coordinates and ensures Planning and Organising of activities to achieve goals
  • Shows appreciation/encouragement while Working with People
  • Gives full commitment to the Principles and values of the organisation
  • Has Commercial Orientation and an understanding of business issues
  • Establishes Interacting and Communicating networks links within and outside the organisation
  • Demonstrates Personal Qualities – Drive and Resilience for achieving agreed objectives
  • Focuses on high quality standards when Delivering Results and Customer Expectations
Responsibilities

Required Qualifications

  • Candidates should possess a Degree in Social Sciences
  • CIPM qualified or equivalent experience

Required Experience:

  • 4+ years’ experience as an HR generalist – working within an integrated HR model and a broad generalist background
  • Proven ability to operate collaboratively in a matrix organisation, leveraging relationships and clarity of roles and responsibilities to implement effectively
  •  Working knowledge of Change management
  •  Talent Management – proven ability in developing/utilising talent frameworks and tools (eg. gathering insights on key talent, development, career and succession, retention)
  • Networking/relationship building
  • Working knowledge on Coaching managers

Required Competences:

  • Coordinates and ensures Planning and Organising of activities to achieve goals
  • Shows appreciation/encouragement while Working with People
  • Gives full commitment to the Principles and values of the organisation
  • Has Commercial Orientation and an understanding of business issues
  • Establishes Interacting and Communicating networks links within and outside the organisation
  • Demonstrates Personal Qualities – Drive and Resilience for achieving agreed objectives
  • Focuses on high quality standards when Delivering Results and Customer Expectations

Job Description

  • Partner line managers to ensure smooth implementation of operational HR agenda aligned to agreed HR policies e.g. Recruitment, exits management, Discipline, Engagement, Welfare, transfers, etc
  • Work with line managers to develop talent plans for G5 & G6 and training needs for the team
  • Provide insights and propose solutions on a broad range of topics. Eg. 1) Talent management – using own insights to engage with managers on plans and solutions. 2) Leadership capability/people management skills - providing coaching to managers, giving feedback and support on their own capability and impact, and implementing more formal learning programmes where appropriate.
  • Work collaboratively with our HR colleagues in the centre of expertise to execute agreed talent plan, ensuring appropriate capability and talent plans are devised and brilliantly executed
  • Support supply chain to implement change agendas and other initiatives that would for the realization of the overall business objectives
  • Partner Line Managers to ensure ongoing engagement plans are successfully implemented. Drive employee motivation and engagement, with a tangible impact in creating the desired culture within the function.
  • Ensure line managers create the appropriate performance culture in their teams by ensuring robust and consistent performance management is in place.
  • Utilise employee data (turnover, absence, performance, demographics, talent, and reward) to proactively diagnose potential issues and trends that form future people plans.
  • Coaching of line managers and leaders.
  • Responsible for monthly reporting of key people metrics

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