Human Capital Manager, Operations

• Minimum of a Bachelor's Degree in Social Sciences, Humanities or related field.
• An Advanced Degree (Maters or equivalent) would be an added advantage.
• Minimum of five (5) years cognate work experience with at least two (2) years within a reputable and structured business environment, or multinational corporation.
• Experience in two pillars of HCM – Training and Development and Talent Acquisition.
• Membership with the Chartered Institute of Personnel Management (CIPM) or any international HR Professional body (such as CIPD, SHRM).
• Knowledge of Human Resources Laws and regulations as well as Global Best Practices Working experience with the Balance Score Card Performance Management Tool.

• Minimum of a Bachelor's Degree in Social Sciences, Humanities or related field.
• An Advanced Degree (Maters or equivalent) would be an added advantage.
• Minimum of five (5) years cognate work experience with at least two (2) years within a reputable and structured business environment, or multinational corporation.
• Experience in two pillars of HCM – Training and Development and Talent Acquisition.
• Membership with the Chartered Institute of Personnel Management (CIPM) or any international HR Professional body (such as CIPD, SHRM).
• Knowledge of Human Resources Laws and regulations as well as Global Best Practices Working experience with the Balance Score Card Performance Management Tool.

Job Summary

• Responsible for aligning business objectives with employees and management. The role holder serves as a consultant to management on human resource related issues and acts as an employee champion and change agent by developing integrated solutions and communicating such.
• The objective is to tailor value added services to management and employees that reflect the objectives of the organization.

Duties

• Carry out all activities (talent planning, acquisition, development and Management) in line with the agreed organizational structure.
• Provide guidance and input on business unit restructures, workforce planning and succession planning.
• Ensure all employees have a good understanding of the performance management system.
• Provide day-to-day performance management guidance to line management (e.g. coaching, counseling, career development)
• Carry out half year and year end performance appraisals companywide
• Work with other stakeholders to complete the onboarding process for all new employees
• Staff confirmation
• Exit interviews
• Conduct weekly meetings with respective business units.
• Consult with line management, providing HR guidance when appropriate.
• Analyze trends and metrics and develop policies and processes to aid continuous improving in the organization to enable it meet the set targets and objectives.
• Work closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
• Run payroll and pay employees on agreed date as per policy accurately and in a compliant and timely manner.
• Remittance of NHF, Payee Tax, Pension contributions etc. to the relevant authorities within the stipulated time.
• Provide payroll information by answering questions and requests from staff
• Manage and resolve issues relating to payroll production
• Maintain employee confidence and protect payroll operations by keeping information confidential.
• Manage the contract staff Payroll
• Attend to disciplinary and grievance issues for complete resolution
• Effectively identify and manage conflict to maintain a healthy work environment
• Maintain professional and technical knowledge by attending educational workshops; reviewing professional publications; establishing personal networks; participating in professional societies.