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APPLY NOW: Axis Pension Trust Ltd. Job Recruitment 2020

March 6th, 2020 at 05:34 am

Job Summary

The ideal candidate will provide overall leadership and direction to the Human Resources Management functions and activities and ensure that these are effectively and efficiently managed and deliver high quality service to support business plan and priorities.

Job Description

A Pan-African organization that specializes in private pensions management and administration, with a core business mandate to assist workers plan and invest for a better future through supplementary retirement savings, seeks to hire a dynamic and results oriented person to fill the role of Head of HR.

The ideal candidate will provide overall leadership and direction to the Human Resources Management functions and activities and ensure that these are effectively and efficiently managed and deliver high quality service to support business plan and priorities.

He/She will report directly to the Chief Executive Officer (CEO).

Key Responsibilities

Management and Supervision of HR Management Functions and Services 

  • Develops and implements HR business plan, goals, and budget for HR functions and activities that considers the overall corporate objectives, business plan and operational priorities.
  • Manages the day- to-day HR functions and activities and resolves any arising conflicts.
  • Establishes and develops the overall HR function team with the skills, attitudes, and experience necessary to provide effective services to the business.
  • Implements clear HR organization structure and job descriptions including roles, responsibilities, competency profiles, accountabilities and authorities that effectively support business operation.
  • Recruits, inducts, trains and develops, coaches and encourages staff to ensure high staff morale and motivation

HR Policies, Procedures, and Practices 

  • Provides expertise and professional advice to all on best practice policies and procedures for recruitment, new staff induction and confirmation, staff development, performance appraisal and management, retention, and motivation of staff at all levels.
  • Designs and oversees the application of sound up to date and best practice HR management policies, procedures, and practices, and ensures compliance with the organization policy, employment and labour law.
  • Develops and implements an equitable reward system, policy, and procedures including regular salary reviews, compensation, benefits and grading structure.
  • Reviews, develops, and implements appropriate terms and conditions of service for all staff and management.
  • Champions, supports, and facilitates the implementation of equal opportunity, diversity, and internal equity policy through consistent, transparent, objective, fair and equitable HR systems, policies, procedures, and practices.
  • Advises, educates, guides, and supports line management on best practice HR policies and procedures including recruitment, selection, induction, training and development, appraisal and other HR practice.
  • Leads and advises management on policy issues on employee relations and staff morale.
  • Monitors HR processes and administration activities in the organization to ensure that they adhere to existing HR policy guidelines, and takes corrective action. Performance Management and Evaluation
  • Supports managers in the department to deliver the strategic plan and annual performance objectives.
  • Develops an appropriate performance evaluation form and system.
  • Supports, monitor and ensures that regular and annual performance review of all staff is carried out.
  • Consolidates and communicates the annual performance evaluation results for the whole organization to management.
  • Ensures performance corrective actions are undertaken including probation confirmations and re-training.
  • Ensures effective management of poor performance and ensures disciplinary actions, where necessary.
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Training and Development

  • Facilitates line managers to identify and consolidate training and development needs for all staff based on job descriptions and role competency profiles.
  • Develops and implements an overall training and development programme for company including budget and an implementation plan to address performance gaps. Evaluation of the effectiveness of training initiatives recorded and maintain training records for all staff.
  • Ensures implementation of self-development training and development strategy, policy, and procedures to improve qualifications and professional skills of all staff.
  • Monitors, supervises and evaluates the delivery of training programs and takes corrective action on negative feedback.

HR Operations, Salary and Benefits, Statutory Reporting, and Administration

  • Supervises the HR operations and administration functions including salary and benefit administration, annual salary reviews, monthly salary and benefit payments.
  • Ensure that compensation policies are equitable and fair across all employees in various job categories.
  • Maintains networks of external contacts that enable company to benchmark its salary and benefits and other HR policies and practices against relevant comparable organizations and migrate best practice from them where appropriate.
  • Monitors overall headcount budget and staff related indirect and direct costs and takes corrective action on negative variance including payroll, overtime, leave, pension and medical.
  • Monitors annual leave and ensure that staff take leave (and are able to take) the leave that is due to them.
  • Leads and advises management on issues of salary and benefits, employee relations and industrial relations.
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Employee Relations

  • Provide coaching and advice to managers on all HR issues, promote fairness and transparency in the handling of people management practices, including whistleblowing, disciplinary, and grievances to maintain consistency and fairness within the organization.
  • Manage employee communications and feedback through such channels as team meetings, suggestions, and one-on-one meetings.

Qualification and Requirements

  • A Bachelor’s degree in Human Resource Management or its equivalent. A Master’s degree will be an added advantage.
  • Minimum of 6 years’ of experience working in an HR generalist management role.
  • Must be a professional member of IHRMP, HRCI, SHRM, etc.
  • Knowledge of and ability to design, implement and educate staff on organizational HR policies and practices.
  • Experience in an HR specialist function, organizational design, performance management, reward management, recruitment and selection, training and development.
  • Knowledge of an HRIS tool is an advantage.
  • Must be open to feedback and willing to try new approaches and processes
  • Leads by example. Coaches and actively develops others.
  • Ability to involve and listen to others to ensure good understanding and implementation of human resources activities
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Interested and Qualified person’s should send CV’s to


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