Vacancy title:
Human Resource Manager

Jobs at:
Elite Career Choices

Deadline of this Job:
3rd November 2018

Duty Station:
Tanzania

Summary
Date Posted: 4th October 2018 , Base Salary: Not Disclosed , Employment Type: Full-Time

JOB DETAILS:

Reporting directly to the HRBP, the role requires a versatile, diverse and experienced HR generalist who has a proven successful record of leading and delivering all aspects of HR and Training and Development programmes with dedication and passion, whilst keeping abreast with changes in employment legislation.

The HR Manager will be a highly confidential individual who will be loyal to the Directors and be able to give a clear picture with full understanding of how each division is running and what is happening at all levels. The HR Manager will use effective people skills to ensure good relationships with all employees and external contacts at all times.

The HR Manager will be responsible for developing and implementing the HR planning of the division and will produce accurate HR reports on a monthly basis in order to provide accurate information to the Group Director.

Working both in and out of the office, the HR Manager will be expected to keep up with paperwork and meticulous diary-keeping to manage all workloads associated with the HR department, and live the organisation’s values at all times.

As a representative of Keds, the HR Manager must be smart, positive, personable and well-presented. Will bring expertise in talent management, be passionate and driven to deliver exceptional results, demonstrate learning agility, whilst being skilled at communicating with and influencing employees and business leaders at all levels in the organisation.

The HR Manager will need to be:
• Energetic/driven
• Tenacious
• Versatile
• Confidential
• Hard working
• Loyal
• Trustworthy
• Strategically Aware

HR duties:

• Develop and implement the HR /TM and People strategies aligned to the business objectives.
  
• Support and coach the management team on all people leadership matters, including business change and transformation.
  Forming strong relationships with the management team to be able to challenge and coach in a high performance environment.
  
• Be responsible for all HR management and development (including recruitment and selection policy/practices, discipline, grievance, mentoring, salary and conditions, contracts, training and development, talent management, succession planning, driving performance appraisals and any other HR related issues).
  
• Lead the work to regularly review the company’s talent management processes within the business areas, including performance/potential management, resource planning and succession planning.
  
• Provide insight and recommendations on HR initiatives that can
  be leveraged to strengthen business results e.g. leadership/development programmes.
  
• Working with senior managers to uncover the talent implications e.g. any significant gaps to meet long-term objectives and create a long-term workforce plan that prioritises people-related initiatives.
  
• Monitor, measure and report on HR issues, opportunities and development plans and achievements within agreed formats and timescales
  
• Liaise with Directors and Managers to understand their HR requirements and ensure they are fully informed of the corporate HR strategy.
  
• Keep up to date with HR legislation by researching and attending necessary events, before providing suitable interpretation to Directors and Managers
  
• Update the company server with timely, relevant forms, policies
  and procedures to ensure accessibility for employees at all times.
  • To facilitate as a mediator when required to try and resolve employee
  

Recruitment duties:

• Manage all recruitment needs for the company, including implementing and continually developing a robust recruitment process.
  
• Overseeing the day to day management of the recruitment process, including reviewing job descriptions, website advertising, updating of the company resource plan, sifting and selection of CV’s, attending interviews and selecting candidates
  
• Creating and continually improving offer letters and contracts of employment, whilst managing the timely distribution of such documents.
  
• Managing the collation of references, DBS and security clearance as relevant to each role.
  
• Ensuring all relevant ID, certificates and employee documents are received on or before 1st day of employment.
  Training duties
  
• Establish and maintain appropriate systems for identifying, planning, delivering and measuring learning and development.
  
• Manage a training plan that details required training that is delivered within the agreed/specific timescales and ensure outcomes are appropriately measured and reported on.
  • Manage and develop direct reports.
  • Liaise with the finance department to ensure control of training and development expenditure within agreed budgets.
  • Liaise with other managers to understand all necessary aspects of their learning and development needs, and to ensure they are fully informed of corporate learning and development objectives.
  
• Succession plan and ensure training is aligned to support the plan.
  
• Develop training and communications materials to support learning and development needs.
  
• Ensure training activities meet and integrate with company strategies and policies.
  

Experience/ Knowledge:
Essentials:

• Prioritisation and time management
  
• Proven track record as a HR generalist, preferably in a senior role.
  
• CIPD qualified or equivalent experience
  
• Experience of designing and delivering coaching/mentoring, learning and development and talent management programmes
  
• Interpersonal relationships, discretion and confidentiality
  
• Knowledge of employment law
  
• Experience of report writing utilising excel, word and power point
  
• Ability to communicate at all levels
  
• Experience of using HR Information Systems
  
• Problem solving skills
  

Desirable:

• Knowledge of work based and commercial learning.
  
• Experience of working with colleges or other third party organisations.
  

Competencies:

• Compliance- Ability to audit and monitor quality of outputs; demonstrable experience of delivery against specified protocols/procedures ensuring the highest level of performance.
  
• Teamwork- Ability to build and develop relationships with internal employee, strategic partners and other external parties/organisations; able to resolve conflict.
  
• Personal Drive- Will be able to demonstrate being self-directed, resourceful and creative; Able to manage own time and work autonomously; Able to work on own initiative with drive and enthusiasm.
  
• Communication- Excellent written, verbal and presentation skills.
  
• Commercial Awareness- Able to demonstrate contribution to maximizing commercial performance through controlling costs, and ensuring efficiencies where possible
  
• Customer Focus- Works to understand customer needs; Strives to exceed expectations;