Senior Manager Human Resources


Job Summary

Senior Management roles where the SM HR will report to the Director of Human Resources.

  • Minimum Qualification: Degree
  • Experience Level: Management level
  • Experience Length: 7 years

Job Description


  • Responsible for planning, implementing and coordinating effective and efficient HRM
  • Responsible for all HR Administration group-wide.
  • Responsible for identifying employment gaps and filling those gaps with the right resource.
  • Responsible for facilitating high performance workforce by deploying quantitative performance management systems.

Job description:

  • Working closely with various departments, increasingly in a support role; assisting line managers to understand and implement policies and procedures.
  • liaising with Heads of departments involved in policy areas such as staff performance and health and safety.
  • Ensuring appropriate communication at all staff levels and cadres on the Management’s strategic direction.
  • Timely recruiting staff by employing proven steps of developing job descriptions and person specifications, preparing job adverts, checking application forms, shortlisting, interviewing and selecting candidates.
  • Developing and implementing policies on issues like working conditions, performance management, equal opportunities, disciplinary procedures and absence management.
  • Preparing and updating staff handbook, company policies and strategies.
  • Advising on pay and other remuneration issues, including promotion and benefits.
  • Undertaking regular salary reviews by engaging Management when due.
  • Negotiating with staff on issues relating to pay and conditions of employment.
  • Administering payroll and adequately maintaining employee records.
  • Interpreting and advising on employment law.
  • Dealing with grievances and implementing disciplinary procedures.
  • Developing HR planning strategies, which consider immediate and long-term staff requirements.
  • Planning and sometimes delivering training - including inductions for new staff;
  • Analyzing training needs in conjunction with departmental managers.
  • Drive and manage change when required given the changing nature of business or economy.

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