Qualifications

• A bachelor’s degree in human resource, Business Administration, or related field
  
• Relevant Post-Graduate and/or Professional Body Qualifications
  
• Relevant HR qualifications / certifications
  
• 7 YEARS HR generalist experience
  
• Exposure across different HR functions
  
• Experience dealing with senior and sometimes challenging individuals.
  
• Experience driving and successfully implementing change.
  

• Talent Management – Talent attraction and acquisition, planning and guiding of talent needs and goals for the functions, take full responsibility of pre-boarding ad and have oversight of onboarding for new joiners.
  
• Coordinate the talent and succession management process to ensure availability of talent to meet current and future business needs.
  
• Performance management - Drive both people and business strategy while supporting their performance and growth, through Goal setting, continuous monitoring and evaluation, performance reviews and ensure follow up action plans are implemented as planned.
  
• Work closely with senior and line managers, providing them with expert guidance, coaching and support on the full range of HR activities (including policies and procedures, terms and conditions of employment, absence management, restructuring of services, performance management, etc.), in order to ensure a consistent and fair approach to people.
  
• Culture: Responsible for leading the functions HR strategy, development and execution of organisational effectiveness and culture management programmes, drive a culture of an inclusive values driven workplace. Drive engagement through clear action plans resulting from annual engagement surveys.
  
• Learning and Development: Ensure appropriate training and development programmes are available to meet the needs of the business and employees.
  
• Provision of proactive advise and support to function management activities as per performance management cycle (Performance Development Plans, Talent profiles, Training needs, capacity building programmes).
  
• Employee Relations: Responsible for the employee relations in the function, ensure they are aware and abreast of all relevant polices, carry out investigations and manage end to end disciplinary processes and all forms of separation.
  
• Compensation: Benefits management in collaboration with the relevant policy guidelines in place (Sales Incentive plans and /or Annual Incentive plans) Ensure fair logical remuneration is applied during promotions and appointments.
  
• Engage, enable, and challenge line managers to manage their people effectively. Develop and support line managers to develop and implement activities to enhance employee engagement and create a positive work environment and build an engaged workforce.
  
• Reports: Develop, prepare, and furnish the leadership team with reports for all the above, including relevant metrics as required (Headcount, Diversity and Inclusion, Gender, PWD, Leave Liability etc
  
• Human Resource Information’s System: Ensure accuracy of the HRIS system functions the HRBP is responsible for, timely update of employee’s information and status changes on the system.