Summary
Date Posted: Saturday, February 04, 2023 , Base Salary: Not Disclosed

JOB DETAILS:
Key responsibilities and duties
Define & Execute HR and People Strategies:
• Designs and implements the HR strategy that is aligned to the overall Group business Strategy.
• Sets strategic direction for related group of practices.
• Develops a clear roadmap with specific deliverables supporting HR, Administration and corporate services success.

Management Effectiveness:
• Upskills management in HR for non-HR line management duties.
• Guides management in developing clear departmental objectives and KPIs.
• Oversees the process of performance management and supports all staff in ensuring the corporate goals are met.
• Takes charge of performance management/improvement plans and delivers real time feedback to the CEO.
• Leads discipline management by enforcing, coaching and consequence management.
• Supports leadership in embedding the desired culture and behaviors supporting key competencies.
• Holds first line managers accountable for managerial work involving selection, performance management and talent management.
• Partners with the other business leaders to ensure standard HR systems, processes, policies, procedures, plans, and programs are in place and effectively utilized (compensation, employee relations, staffing, performance management, etc.).
• Establishes timely and appropriate Operating Agreements/SLAs with service providers.
• Applies and tracks key performance metrics through an established scorecard to ensure the effectiveness of service delivery and alignment to achieve business strategy and goals.
• Compliance with all labour law, Occupational Safety and Health and other statutory requirements.

Training & Development:
• Actively identifies critical skills and competencies while updating the organization’s competency library.
• Develops a simple framework to help employees identify their competency gaps and a plan to close the gaps.
• Innovate ways to build a learning organization with minimal resources.
• Put in place initiatives that make Pacis a learning organization.
• Develop Training plans in line with the skill gaps identified and/or the skills staff needs to acquire to meet changing business needs.

Performance, Talent Management and Succession Planning:
• Partners with other senior management team members to drive integrated talent management, development, compensation, and performance management strategies to build internal and external talent pipelines, ensuring a sustainable bench of growing and ready now talent for key positions for the organization.
• Ensure Performance and Talent Management drive the achievement of business goals through objective and development plan setting, performance appraisals and talent development.
• Implement business functions succession planning / talent management plans that support business goals.
• Drive strategies and programs that allow the organization to attract and retain the best-in-class talent and differentiate reward the high performers. Leads the execution of talent retention programmes in the organization.
• Ensure People Managers use tools effectively to assist individual and team performance improvement at all levels.
• Conduct investigations and maintain records; represent the organization at hearings and advise management/Board in appropriate resolution of employee relations issues.
• Maintain the work structure by updating job requirements, job descriptions and maintaining organisation staff establishment. Conducting and analyzing exit interviews and recommending changes.

Employee Engagement and culture:
• Define a style of work for PACIS and together with management, develop a reward mechanism to reinforce positive behaviour.
• Open feedback channels so that all employees actively participate in sharing their ‘ideal’ workspace and success stories.
• Establish and maintain effective win – win working relationships with employees and their representatives through an environment that fosters communication and cooperation.
• Promote and foster a culture and environment that is productive, open, empowering, safe, and equitable and coach others to behave and make decisions in line with Pacis’s core values.
• Initiates and sustains continuous dialogue with leaders on change issues, and partners in exploring options for resolving the issues.
• Develops and implements change plans, managing the business readiness to change and the existing and new strategic and cultural issues. Monitors the execution of the business case for change against agreed metrics. Proactively “feels the pulse” of the organization and actively engages the leadership into action.

Corporate services (Company secretarial, Procurement & Administration:
• Ensure that personnel records are up to date.
• Develop, review, and implement strong administrative and purchasing systems.
• Develop and maintain a robust suppliers (pre)qualification system.
• Design, review and oversee the implementation of procurement policies and procedures.
• Establish a clear inventory management system and maintain optimal inventory levels.
• Review and develop contracting strategies through analysis of the value chain and identifying new opportunities for procurement efficiencies.
• Conduct market surveys and analysis to assist in procurement monitoring and forward planning.
• Deliver efficient and effective front office and administrative services to both internal and external customers.
• Sources affordable but effective e-board management solutions
• Maintain statutory books, including registers of shareholders and directors.
• Scribes all committee and board minutes as guided by the board charter and other legislative documents.
• Prepare agendas and Compiles board and committee packs for circulation to the directors at least Seven days to the meetings.
• Circulates annual board calendar of events/meetings including workshops and retreats.
• Plans annual board reviews/Evaluation and trainings.
• Consults and sets calendar invites for committee and board meetings.
• Liaising with shareholders to organise shareholder meetings and the company's Annual General Meeting (AGM)
• Take an active role and provide valuable input to the management and boards decisions related to share issues, company valuations and mergers.

Minimum Requirements
Education, Experience & Knowledge
• MBA and bachelor’s degree level education or equivalent.
• Advanced Diploma in HR.
• Certified Public Secretary (CPS K).
• At least 8 years’ experience in Generalist HR or as a Specialist in any of the key HR functional areas with at least 4 years in a management role.
• Accreditation with relevant Professional body.
• Proficiency in Core HR Skill Areas: HR Planning & forecasting, Talent acquisition and development, OD & Change, Reward Management, Employee Relations,
• Sound understanding of Local labour/employment laws,
• Proficiency in Organization Effectiveness Practice Areas: Integrated Talent Strategies Development/Implementation, Change Planning/Management, Capability Development, Human Capital Management, Organization Design, Performance Management/Culture Change, and Team Effectiveness
• Proficiency in consulting, coaching, strategic solution development, facilitation, and design, influencing skills.
• Excellent communication skills
• Business Acumen (understanding of the business, performance drivers and long-term direction)
• Understanding Financial & Non-Financial Business results, & the HR / People impact.
• Ability to maintain links with external networks (E.g. IHRM, FKE, DIT ICPSK LSK ICPAK etc.)



Work Hours: 8

Experience in Months: 96

Level of Education: Bachelor Degree

Job application procedure
Send your application to careers@flexi-personnel.com 

All Jobs

QUICK ALERT SUBSCRIPTION