HR Strategic Planning Develop the organizational human resources strategy in compliance with corporate group strategy Design the group human resources department structure, positions and process system in compliance to its strategic mandate Review, amend and draft job description and qualifications required for the staff of the group human resources department Formulate HR Plans, Policies and procedures according to organizational objectives.Man Power Planning Set up the working methodology for succession planning analysis, implementation and monitoringRecruitment management Develop the recruitment and selection process to include: Appointment /Confirmation / Termination / Resignation /Procedures/Processes Decide recruitment channels.Compensations Schemes and Benefits Management Review and analyze the group subsidiaries; Jobs / roles Salaries, Ranking and benefit system.Performance Appraisals and Management Formulate effective Performance Appraisal Policy, Procedures and ensure its compliance. Review and analyze the performance appraisal managing processHR Administration Prepare HR budget and ensure the activities within budget. Provide technical and Professional Advice to Legal Representative for legal proceedings related to HR.  Prepare Monthly reports and share with MD  Identify the areas for development Explore the new skills to enhance productivityEmployees Relations Management Set up policies and procedures for the treatment of employees horizontal and vertical inter-organizational conflicts Encourage and develop employee communications Ensure proper management of Staff amenities and occupational and health safetyHuman Resources Management Information Systems Work as HR domain expert for ERP.

 Maintains management guidelines by preparing, updating, and recommending human resource policies, procedures, programs and participate fully in formulation of HR strategies in line with the Sub - Sahara Organization strategy.  Prepare, Examine and analyze HR and Operational records, HR statements and other HR reports to assess accuracy, completeness, and conformance to reporting and procedural operating standards in line with the annual HR budgets and Plans for Sub-Sahara Unit.  Maintains a pay plan by conducting periodic pay surveys; scheduling and conducting job evaluations; preparing pay budgets; monitoring and scheduling individual pay actions; recommending, planning, and implementing pay structure revisions in line with performance outcomes.  Ensure planning, monitoring, and appraisal of employee work results by training managers to coach and discipline employees; scheduling management conferences with employees; hearing and resolving employee grievances; counseling employees and supervisors. Ensures legal compliance by monitoring and implementing applicable human resource county and state requirements; conducting investigations; maintaining records; representing the organization at court hearings and other labour conciliatory meetings.  Manage the monthly payroll processing and administration of other benefits (insurance, medical, and pension) by ensuring accurate and timely processing of both the payroll and staff medical reimbursement claims and remittance of all statutory deductions.

 In liaison with the line managers prepare an annual training calendar and ensure that trainings are done as per their schedules and its effectiveness measured promptly. Participate fully in Recruitment and Selection by developing innovative strategies that will ensure timely talent acquisition.  Assist in performance management and reviews ensuring the company core values are adhered to at all times and the company culture instilled.  Source for suppliers of HR services and in liaison with procurement department review and prequalify relevant vendor contractors.  Ensure employee swift and smooth on boarding in collaboration with line managers, administrative support, motivation, retention and separation management.  Participate fully in succession management and employee relations by guiding line managers on effective ways of handling talent identification, disputes and grievances.  Manage HR Information systems and ensure that they are updated always.  Maintaining good Union-Organization relations and development of programs which support quality work-life balance

 Assist in the implementation and update of human resource policies and procedures. Assist in establishing HR strategy and drive some key HR initiatives to attract, retain and developing staff. Assist in establishing learning and development plan as well as talent management towards achievement of the organization’s business objectives. Conduct regular salary survey and compensation and benefits to ensure competitiveness. Participate and drive continuous improvement initiatives and staff welfare activities.  Adopt proactive approach and recruitment strategy meeting the business manpower needs. Conduct regular review on workplace safety procedure and active involvement to ensure the workplace is safe and healthy.  Identify the irregularities and recommend improved initiatives in line with best practices. Participate in cross-functional projects and other ad-hoc projects.