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MSVL Group
Manufacturing
Description
OBJECTIVES
Providing practical, consistent, and proactive support, direction and advice to HR staff and other division managers on HR procedure, policy, best practice, employment rewards, benefits, and legislation to facilitate achieving the objectives and targets of an organization.
EDUCATIONAL QUALIFICATIONS
Bachelor’s degree in Human Resource Management from an accredited institution
Master’s degree in Human Resource Management or Business Administration or a related from an accredited institution.
Knowledge of existing labor laws, workers related insurance policies, NSSF Act, WC Policies is a must.
Minimum five years’ working experience in a similar role in a large manufacturing company.
AUTHORITY AND INDEPENDENCE
The Human Resource Manager has full authority delegated by the General Manager – Management Services as per the requirements, duties and responsibility of the job.
WORK ENVIRONMENT AND CONDITIONS
Work normal working hours but task assignment may require to work off duty hours.
Travel outside the office is required with respect to making site visits and workshops, trainings etc.
The jobholder is not subject to work that is physically demanding and is generally not exposed to any hazards as a direct consequence of the job.
The jobholder is on call and is regularly required to work overtime and weekends in case needed.
PHYSICAL AND MENTAL EFFORT
Reasonable level of fitness
Normal color vision
SKILLS & COMPETENCIES
Expert Microsoft Office skills like word, Outlook, Excel and Power Point plus presentation skills.
Ability to influence and persuade senior management level.
Pragmatic problem-solving skills, customer services
Articulate communicator and ability to interpret and explain written and statistical data to a wide range of audiences.
High standard of attention to detail, honesty, professional commitment and integrity
Ability to convey difficult and challenging information to managers.
Ability to manage time and prioritize work multitasking abilities
DUTIES AND RESPONSIBILITIES
Lead and monitor performance of HR central function to its 100% effectiveness.
Guide, manage, mentor and develop team members, appraise them on their tasks, set KPIs/KRAs, departmental SOPs, compliance and their roles.
Planning, developing and implementing of HR strategy, departmental MBOs, role MBOs against set KPIs and submit monthly comprehensive performance report to GM-MS.
Use ERP systems effectively, ensure all departmental users updated data correctly on time, required analysis reports are generated regularly and disbursed accordingly.
Draw yearly budgets of the department as guided by corporate budget. Policies and action of controlling expenditure.
Liaising with other functional/departmental managers, understand their departmental needs from HR perspective and to ensure they are fully informed of HR objectives, purposes and achievements.
Maintaining awareness and knowledge of contemporary HR development theory and methods and provide suitable interpretation to directors, managers and staff within the organization.
Ensuring all HR activities meet and integrate with organizational requirements for quality management, health and safety, legal stipulations, environmental policies and general duty of care.
Monitor issues and concerns in employment law or statutory obligations, review existing SOPs or other guiding documents/policies, new addendums as applicable etc. communicating potential changes to senior management.
Briefing new managers on the policies and procedures of organization in conjunction with development and learning team, providing coaching to managers on difficult and complex issues related to HR.
Liaising with recruitment team on salary levels for existing and prospective staff consistent with organization market conditions and policies.
Proactively raise issues with managers, identifying practical solutions to complex and diverse HR issues, and recommending appropriate action plans
Develop, implement and monitor progress of Succession planning program
Monitor performance of third-party service providers appraise them 360 degree
Chair disciplinary enquiries and guide hearing committee on SOPs, GRR, CBA and Labor Act Law.
Participate and lead all internal and external process or data audits, attend exit meetings, develop CAR/PAR as per ISO systems in place.
Develop policies and procedures where applicable in line to corporate MBOs, corporate core values, and mission vision.
Conform to environmental management system requirements.
Any other duties assigned by GM-MS.
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