Human Resources/Administrative Manager

Main Responsibilities
Talent Acquisition and Recruitment:

·       Develop and implement effective talent acquisition strategies to meet current and future staffing needs.

·       Create an onboarding and orientation program for new hires.

·       Develop and manage the full recruitment lifecycle, ensuring a smooth candidate experience and prompt fulfilment of staffing requirements.

·       Define and implement an inspiring and comprehensive talent development program

·       Design and deliver core training programs, partnering with specialist vendors where appropriate

Workforce Planning:

·       Assess and manage workforce requirements in line with the organization's budget and strategic objectives.

·       Collaborate with department heads to anticipate and meet resource demands proactively.

Performance and Talent Management:

·       Train and/or upskill Line Managers and Employees on the management of performance in order to build organizational capacity to perform and deliver the firm's strategy.

·       Ensure adherence to Performance Management cycles in order to drive a high-performance organization.

·       Partner with business to develop and manage succession.

·       Intervene between line managers and employees on performance-related disputes.

Employee Engagement & Change Management:

·       Proactively developing and promoting feedback mechanisms for employees to influence the continuous improvement of HR services and processes.

·       Act as the lead Change Champion for any business transformation activities

·       Lead employee engagement diagnostic processes

Compensation, Benefits, and Payroll Management:

·       Manage the payroll function, ensuring accurate and timely processing of payroll in compliance with company policies and applicable regulations.

·       Collaborate with finance to ensure proper payroll reconciliation and reporting, maintaining payroll records and ensuring compliance with tax requirements.

·       Conduct regular market analysis to ensure that salary structures, benefit packages, and payroll practices remain competitive within the industry.

·       Ensure that payroll, compensation, and benefits programs comply with relevant legal standards and company policies.

Strategic HR Development and Management:

·       Champion the articulation and development of the Human Resources (HR) strategy and ensuring alignment with the Line of Service’s overall strategy and business objectives.

·       Participate in strategy sessions in order to identify the emerging Human Resources requirements.

·       Plan, manage and execute HR activities in line with the HR Calendar

·       Provide day-to-day performance management guidance to the business through coaching, career development, counseling, and disciplinary actions.

Employee Relations and Conflict Resolution:

·       Foster a positive, inclusive work environment by addressing and resolving employee relations issues, grievances, and conflicts in a fair and timely manner.

·       Provide guidance to management and employees on HR policies, best practices, and labor law compliance.

·       Serve as a mediator to bridge management-employee relations, ensuring open communication and transparency.

Legal Compliance and HR Policy Management:

·       Handling of disciplinary and grievances matters in areas of responsibility

·       Collaborate with the legal team to interpret human resources administrative policies, advising employees and management on complaint investigation, progressive discipline, and employee grievances

HR Data Analysis and Reporting:

·       Generate and deliver accurate and meaningful people reports monthly to the CEO

·       Generate insights that drive the effective management of employees in order to ensure productivity and attainment of business goals.

·       Introduce and Connect HR data with business data to demonstrate an aspect of the firm that business leaders should be informed about to help them make decisions.

Stakeholder Management:

·       Build and manage objective working relationships with various stakeholders with the aim of being recognized as a trusted advisor within the food service industry.

·       Communicate effectively and ensure closed-loop feedback to stakeholders, to maintain and enhance the HR team brand of client-centricity.

Requirements

·       A First Degree or equivalent in Social Science, Human Resources Management, Business Administration, Industrial Psychology, or any related field is required.

·       Minimum of 7(seven) years’ work experience (with at least 5 years in a supervisory/managerial role with a demonstrable working knowledge of end-to-end employee lifecycle management in multiple human resource disciplines.

·       Excellent communication and coordination skills, strong resilience and problem-solving abilities.

·       Strong compliance and risk awareness, with the ability to ensure HR policies and practices adhere to local labor law and corporate standards.

·       Excellent communication in English language (spoken and written) is required.

·       An active membership of HR Professional Bodies is a strong advantage.