Newly created position
Strengthen and build the corporate identity and culture that is consistent with that of the company’s Vision, Mission and Core Values.
Drive the development and oversee the implementation of a culture of continuous learning and development aligned with the requirements of the company’s current and future strategies.
Develop an integrated system to support learning needs analysis, objective setting and development planning. Drive the development of effective learning for the enabling of objectives, building capabilities and driving performance.
Design and lead Succession Planning and Talent management across the organization. Identify and strengthen bench strength for the critical positions. Identify and develop talent as well as build accelerated pipeline pathways including managed moves and targeted assignments.
Support the development of a highly engaged workforce through holistic engagement strategies and an effective leadership culture.
Support the overall workforce planning and budgeting to ensure maximum workforce efficiency
Consult with HODs/ line management on HR-related matters and needs and where appropriate, provide HR guidance.
Provide day-to-day performance management guidance to staff and HODs/ line management. These may relate to coaching, counselling, career development, and/ or disciplinary actions.
Work closely with HODs/ line management and employees to improve work relationships, build morale, and increase productivity and retention.
Provide HR policy guidance and interpretation to HODs/ line management and employees.
Oversee the HR processes in close consultation with HODs/ line management and develop contract terms for new hires, promotions and transfers, and manage staff resignation/ clearance.
Provide guidance and inputs to HODs on department restructures, workforce planning and succession planning.
Degree in organizational development/organizational behaviour or related field.
Minimum 5 years of experience working with organizational development and change management in a large organizational and/or functional business unit.
Working knowledge of multiple human resource disciplines, including compensation practices, employee and union relations, diversity, performance management, and employment laws is strongly preferred.
A strong people developer and culture catalyst
A team player with good communication and analytical skills
Good business acumen and excellent interpersonal skills
Strong organisational sensing and apt at systemic problem solving