Lead the end to end HR management, development and implementation of HR strategies, advance an innovative, learning and competent human capital in the value chain in order to meet MBNL goals efficiently and cost effectively.
**PRINCIPAL ACCOUNTABILITIES
Area**
HR Strategy
Accountability (Responsibility)
• Developing and driving the implementation of overall Human Capital strategy for MBNL
• Act as a change agent in the organisation and champion for the desired organisational culture to support improvement initiatives
• Guiding management actions through development and maintenance of policies, procedures and effecting changes promptly where necessary
Area
Learning, Development and succession planning
Accountability (Responsibility)
• Develop and maintain an innovative, learning, technologically savvy and high performance culture in the organization through:
? Implementation of various policies that support learning and development culture within the organisation
? Identify organisation-wide current and future capability requirements and put in place to ensure continuous supply of competent manpower through the value chain
? Enhance dynamic capability of the organisation by inspiring and facilitating change initiatives
? Develop programs to promote creativity and innovation
? Guide the organisation through the entire implementation of the Learning & Development cycle from needs analysis through to implementation and evaluation of effectiveness of programmes
? Oversee appropriate staff placement to jobs by implementing various competency based placement techniques
Area
Performance, Reward, Recognition and Employee wellness
Accountability (Responsibility)
• Review and help management to establish a pay and reward structure that reflects fairness and equity across the organisation and positions MBNL as an attractive employer
• Maintain a conducive working and living environment for all staff through implementation of various programmes with demonstrable benefits to the business
• Maintain a high performing workforce through entrenchment of a performance culture in the organisation;
Area
Labour relations and HR Administration
Accountability (Responsibility)
• Put in place mechanisms to continuously monitor employee moods/feelings and perceptions in a timely manner and implement timely corrective measures
• Timely implementation of initiatives and management of emerging labour relations issues
• Maintain a harmonious working relationship with the staff population in general
• Ensure compliance with all relevant legislation requirements in executing all employee actions from hire to retire by continuously studying existing and new legislation; anticipating legislation; enforcing adherence to requirements; advising management on needed actions from time to time
• Coordinates and drives the CBA negotiation process
• Supports management by providing human resources advice, counsel and guiding management decisions in line with best practices and requirements of the labour laws
Area
Human Resources planning, Forecasting and labour productivity
Accountability (Responsibility)
• Development of human resources operations financial strategies by estimating, forecasting, and anticipating manning requirements, trends, and variances; aligning monetary resources; developing action plans; measuring and analysing results; initiating corrective actions; minimizing the impact of manning level variances
• Management of human resources operations by timely recruiting, selecting, orienting, training, coaching, counselling, and disciplining staff;
• Planning, monitoring, appraising, and reviewing staff utilization and labour productivity; maintaining compensation; determining production, productivity, quality, and customer-service strategies; designing systems; resolving problems; implementing change.
Area
Budgetary Control & Cost leadership
Accountability (Responsibility)
• Oversee the preparation of the HR functions annual operating and capital budgets ensuring that the budget conforms to the overall business strategy and remaining accountable for its implementation;
• Analyse and control expenditures of the department to conform to budgetary requirements
• Manage staff costs and other operating expenditure on an on-going basis to significantly reduce the cost of doing business
• Continuously develop and implement strategies that result in cost savings and at the same time conforms to customer, legal and regulatory requirements
• Ensure optimum utilisation of staff, equipment and all resources within the department
**KNOWLEDGE AND EXPERIENCE
Minimum Qualifications**
• Bachelor’s degree in Social Sciences
Additional Qualifications
• Higher Diploma in Human Resources management/CHRPK
• Knowledge of HRIS is an added advantage
Minimum years of Experience
• 8 years’ Experience 5 of which must be in management capacity
• Experience in any large manufacturing industry is desired
Professional Memberships
• Institute of Human Resources Management (K)
PERSON SPECIFICATIONS
• Excellent Communication skills
• Excellent presentation skills
• Strong business acumen
• Strong negotiation and persuasion skills
• Critical and Analytical thinking
• Holistic approach to issues
• Problem solving skills (conflict resolution/crisis mitigation management)
• Ability to create strong relationships.
Deliverables:
1. Managing the implementation of HR policies for talent planning, recruitment, onboarding and employee engagement
2. Developing and driving the implementation of overall Human Resources strategy for MBNL
3. Set up and keep track of the MBNL’s reward and recognition program.
4. Develop the learning and development framework to create a culture of high performers.
5. Develop the Performance Management process for continuous evaluation of every employee.
6. Streamline the employee relations practices that include disciplinary process, gross misconduct, PIP, termination and resignation processes
