HR Officer

• Interpret, assist and advise staff on Human Resource Management Policies and Regulations
• Participate in all levels of the employee life cycle – recruitment, onboarding, performance management, discipline, coaching, termination etc.
• Participates in the full cycle recruitment process.
• Conduct training analysis and utilize data gleaned to assist with the creation of the annual training plan.
• Assist with creating learning and development programs and initiatives that provide development opportunities for employees.
• Conduct disciplinary hearings and investigations, coordinate with department management and advise on the process for employee coaching and corrective actions.
• Assist with writing and updating policies, procedures, methods and guidelines while communicating and enforcing organizational values.
• Assist with the planning and coordination of wellness and staff engagement programs.
• Coordinate the performance review process and assist with the implementation of appropriate performance improvement measures to improve talent.
• Provide guidance to supervisors/managers on performance evaluations and effective coaching methods for employees.
• Safeguard the integrity of the employee files and database- HRM
• Coordinating the preparation and distribution of letters to employees (Promotion, NHT, Confirmation, Acting etc.)
• Computing salary increases and updating/preparing payroll information to reflect changes in employee status, earnings and deduction for submission to payroll
• Keep Human Resource Manager apprised of relevant employee communications/morale issues, trends, needs and/or developments.
• Visit locations and departments on a regular basis to stay current on employee issues, success of initiatives, and to keep familiar with operational processes and procedures.
• Performs other related duties that may from time to time be assigned

KEY PERFORMANCE INDICATORS (KPI):

1. Employee records are up to date and properly filed
2. Performance management programs are completed as per agreed standard and schedule.
3. Disciplinary matters are managed in accordance with the relevant IR laws and good HR practice thereby limiting exposure to the business
4. Design and implement at least two engagement programs per year resulting in year over year improvement in engagement levels and employee morale.
5. Design and implement at least two (2) training programs per year​​​​​​​