- Plan, develop and
implement strategy for HR management and development, including recruitment and
selection policy/practices, discipline, grievance, counseling, pay and
conditions, contracts, training
and development, succession planning, morale
and motivation, culture and attitudinal development, performance appraisals and
quality management issues
- Oversee management and employee relations (including coaching/counseling, influencing, performance management, and change management) to ensure a highly effective workforce capable of achieving business goals and objectives while maintaining high ethical standards and legal compliance.
- Partner with the management team to evaluate organizational development needs and resolve gaps to develop an effective, capable workforce through organizational design, communications, training, development and coaching.
- Partner with line management to design, implement and administer compensation and benefit programs to drive performance and ensure fair, equitable, competitive, and cost effective programs.
- Establish and maintain appropriate systems for measuring necessary aspects of HR development.
- Monitor, measure and report on HR issues, opportunities and development plans and achievements within agreed formats and timescales.
- Manage and develop all direct reporting staff.
- Supervise the payroll process.
- Manage and control departmental expenditure within agreed budgets.
- Liaise with other management so as to understand all necessary aspects and needs of HR development, and to ensure they are fully informed of HR objectives, purposes and achievements.
- Maintain awareness and knowledge of contemporary HR developments and methods and provide suitable interpretation to directors, managers and staff within the organization.
- Contribute to the evaluation and development of HR strategy and performance in co-operation with the executive team.
- Oversee management and employee relations (including coaching/counseling, influencing, performance management, and change management) to ensure a highly effective workforce capable of achieving business goals and objectives while maintaining high ethical standards and legal compliance.
- Partner with the management team to evaluate organizational development needs and resolve gaps to develop an effective, capable workforce through organizational design, communications, training, development and coaching.
- Partner with line management to design, implement and administer compensation and benefit programs to drive performance and ensure fair, equitable, competitive, and cost effective programs.
- Establish and maintain appropriate systems for measuring necessary aspects of HR development.
- Monitor, measure and report on HR issues, opportunities and development plans and achievements within agreed formats and timescales.
- Manage and develop all direct reporting staff.
- Supervise the payroll process.
- Manage and control departmental expenditure within agreed budgets.
- Liaise with other management so as to understand all necessary aspects and needs of HR development, and to ensure they are fully informed of HR objectives, purposes and achievements.
- Maintain awareness and knowledge of contemporary HR developments and methods and provide suitable interpretation to directors, managers and staff within the organization.
- Contribute to the evaluation and development of HR strategy and performance in co-operation with the executive team.
