Exciting Career Opportunity at Deloitte

Deloitte is the world’s largest private professional services network. Every day, almost 457,000 professionals in more than 150 countries demonstrate their dedication to making a meaningful contribution.

Deloitte West Africa is a network of Deloitte offices that have joined forces to provide seamless cross-border services to our clients in the region while also passing on the benefits of scale and access to resources that this organization can provide.

Deloitte is one of Ghana’s largest professional services firms, offering Financial Advisory Services, Risk Advisory, Audit, Tax & Regulatory, Business Process Solutions, and Consulting. We serve clients in a wide range of industries, including financial services, consumer business and industrial products, telecommunications, energy and resources, manufacturing, and the public sector.

Our experts are united by a collaborative culture that promotes integrity, exceptional value to markets and clients, commitment to one another, and strength from ethnic variety. They are committed to enhancing corporate responsibility, fostering public trust, and having a good impact on their communities. We recognize that our professionals have interests outside of the workplace, and we strive to promote work/life balance by assisting them in all parts of their lives.

Job Description and Role Summary

The Head of Human Resources is responsible for delivering cutting-edge HR core procedures and solutions. The role will be responsible for developing and delivering competitive business advantages through HR innovations in talent management, organizational design and development, performance management, engagement, diversity, inclusion, and change management.

The function includes planning, coordinating, and implementing essential talent initiatives and programs to support company progress and operational growth.

The post will administrate and oversee the HR department in Ghana.

Reports to: Head of People and Purpose, West Africa.

Responsibilities

Organizational Development

Collaborate with HRBPs to develop an annual workforce plan that identifies staffing requirements, important jobs, talent mapping, workforce trends, and analysis
Drive the creation of change management and organizational effectiveness programs as necessary.
Oversee the activities of the Coaching Program Firm-wide.
Monitor the progress of talent programs/initiatives and make proactive recommendations to leadership.

Talent Acquisition

Oversee and drive the whole process of the Talent Acquisition function.
Proactively prepare relevant HR data and KPIs in the field of Talent Acquisition, providing insights into important decision-making.
Analyze personality / psychometric testing responses and create suitable profile reports for candidates, which are then communicated to new hires if necessary.

Talent Management

Manage all incoming and outbound mobility activities, such as Just-in-Time.
Create succession planning programs and methodologies, and collaborate with HRBPs to identify and develop high-potential personnel.

Performance Management

Manage the firm’s career and performance management activities and initiatives, including individual development plans, check-ins, career coaching, talent reviews, pulse surveys, talent standards, mid- and year-end performance reviews, and other related activities.
Collect, monitor, and implement year-end performance management choices in collaboration with the BULs/TP.
Drive and oversee the development and update of employee job descriptions/KPIs for new roles in line with Deloitte performance standards, and communicate them as needed.
Develop, review, and update applicable career and performance management policies, as well as other related efforts.

Employment Engagement

Manage the Firm’s Diversity and Inclusion programs such as IWD, DWIL, Diversity Day celebration, Deloitte Impact, etc. from a P&P perspective.
Drive and implement employee wellbeing and awareness campaigns.
Work closely with BU to design and implement best-fit employee engagement interventions to strengthen work relationships, build morale, increase productivity, and retention.

Collaboration with other businesses

Serve as a strategic partner and trusted advisor to business executives; collaborate with them to design and implement talent strategy; and direct the execution of HR programs, procedures, communications, and strategic initiatives.
Provide advice and counseling to managers and employees on a number of HR concerns, including analysis of organizational structure and evaluations, performance management, salary administration, policy interpretation, management and organization development/training needs, and advancement planning.
Support HR/talent initiatives by finding and managing opportunities inside the business unit to help achieve strategic goals.
Use data to provide insight and assist optimal decision-making for successful business outcomes.

Employee Relations

Facilitate and guide diverse stakeholders on corrective actions, grievances, conflicts, and disciplinary procedures.
Conduct exit interviews to analyze trends or opportunities for feedback or improvement, especially in areas connected to employee engagement.
Design appropriate staff surveys and encourage team involvement; analyze important findings and collaborate with top executives to develop action plans.

HR Core Processes

Effectively supervise the Shared Services team to develop, design, and deliver seamless HR support to the business units.
Support the implementation of a high-performance culture by ensuring that the performance management experience (RPM) is effective and empowering, with a focus on fairness and objectivity.
Proactively identify underperformers and handle them in accordance with the low-performance management process
Create a viable and productive talent pipeline and sustainability structure.
Assess talent readiness and identify the pool of talent inside the business, resulting in talent development and succession/retention plans.
Collaborate with the BU leadership team to create annual training and development programs, as well as corrective interventions to close skill and knowledge gaps.
Proactively engage the leadership team in developing and implementing an annual personnel plan for the BU.
Effectively track and monitor the personnel plan in accordance with the unit’s talent strategy

Change Management

As a change management champion, you will implement talent initiatives like Monthly Wellbeing, Deloitte Impact, Diversity, and Inclusion within the business unit. You will also provide subject matter expertise on risk mitigation and change delivery.

HR Administration

Effectively supervise Employee Records Management and HRIS.
Ensure the timely payment of employee allowances/benefits and the firm’s statutory obligations.
Ensure that compensation and benefits concerns are immediately addressed, processed, and effectively communicated (when applicable). – last entitlement for leaving workers
Ensure that all employee monthly salary inputs are promptly and accurately reported to all parties involved, including workers, contract employees, and interns.
Assess hiring offers in accordance with salary scales and related remuneration policies; create and assess employee promotion/salary review letters.
Supervise all employees’ external financial relationships, including bank loan requests, relations with staff cooperatives, pensions, personal insurance plans, and so on.
Review P&P letters for remuneration accuracy and other relevant details, such as embassy letters, introduction letters, transfer letters, salary upgrading letters, and so on.
Create and update an internal controls framework on a regular basis to ensure compliance with P&P requirements.
Ensure that controls are efficient and effective and that the team fully complies.

Key Performance Indicators

Organizational Development
Talent Management
Performance Management
Collaboration with other businesses
Employee Relations and Engagement
HR Core Processes
HR Administration Change Management Qualifications

Qualifications & Experience

B.Sc./HND Degree in any social science course.
A postgraduate qualification (related to the service area or business management, for example) will be advantageous.
Professional membership in CIPD or other relevant HR professional associations.
Minimum of 10-12 years of work experience in the relevant HR function.
A minimum of six years of managerial experience in the HR function.

Technical

Possesses extensive industrial and business expertise and demonstrates strong leadership abilities.
Experienced in communicating and implementing strategies
Proven ability to organize and execute projects.
Experienced in developing and delivering effective presentations.
Good report writing capabilities.
Possesses extensive industrial and business expertise and demonstrates strong leadership abilities.
Experienced in communicating and implementing strategies
Proven ability to organize and execute projects.
Experienced in developing and delivering effective presentations.

Behavioural

Excellent communication abilities, both written and oral
Effective interpersonal and relationship-building skills.
Good mentorship and coaching skills, with a willingness to grow oneself and others.
Strong client delivery focus.
Adaptable, easily managing change and ambiguity.
Focus on quality and risk.
Effective problem-solving skills.
Excellent business acumen.

Additional Information

What impact will you have?

Every day, your work will have a meaningful impact, and you will thrive in a dynamic culture of inclusiveness, cooperation, and high performance. Deloitte, the global leader in professional services, provides unique possibilities to succeed and reach your full potential.

How Will You Grow?

At Deloitte, our professional development plan focuses on assisting people at all levels of their careers in identifying and utilizing their skills to accomplish their best job every day. We think that everyone, from entry-level employees to senior executives, has something to learn. We provide an opportunity to develop world-class skills as well as hands-on experience in a global, rapidly changing business world. From on-the-job learning experiences to formal development programs at Deloitte University, our professionals have several opportunities to advance throughout their careers. Explore Deloitte University’s Leadership Centre. https://deloitte.zoomforth.com/du

How to Apply for this Exciting Career Opportunity at Deloitte

Click Here to Apply Online

Closing Date: December 17, 2024

NOTE:

It is important to keep in mind that employers receive many applications for each job posting and will only select the most qualified candidates. Furthermore, NewsNowGh does not have any influence over the decisions made by employers/recruiters. As a result, we cannot guarantee that sending applications will lead to candidates being shortlisted or selected for a particular position.

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Exciting Career Opportunity at Deloitte