Responsibilities

• Resourcing: Developing workforce plans, implementing innovative recruitment strategies, conducting interviews, managing onboarding, and ensuring compliance with recruitment policies.
• Performance Development: Overseeing job descriptions, goal setting, quarterly performance appraisals, developing performance improvement plans, and managing performance tools and programs.
• Employee Relations: Handling disciplinary and grievance issues, managing employee communication, fostering a conducive work environment, and ensuring HR policy compliance.
• Daily Job Operations: Managing employee records, ensuring confidentiality, addressing occupational health and safety, and managing work-related accidents and insurance claims.

Requirements

• A Bachelor’s degree in Human Resource Management or a related discipline.
• At least 5 years of experience in performance development & industrial relations.
• Exceptional communication and relationship-building skills.
• Exposure to Labor Laws and employment regulations.
• A full understanding of HR functions and best practices.
• IHRM Membership

Beyond the outlined responsibilities, we place a strong emphasis on the following mandatory skills and attributes for our ideal candidate:

• Self-driven: An individual who takes initiative, is proactive, and thrives in an environment that requires independent problem-solving and strategic thinking.
• Compassionate: Someone with a high degree of empathy and understanding, capable of handling sensitive employee matters with care and discretion, and fostering a supportive workplace culture.
• Attention to Detail: Meticulous in their work, ensuring accuracy in record-keeping, policy adherence, and the implementation of HR initiatives. This is crucial for managing complex HR processes and data.
• Tech-savvy: Proficient in using HRIS (Human Resources Information Systems) and other relevant HR technologies. The ability to leverage technology to streamline processes, analyze data, and enhance HR operations is essential