Head of Human Resources

 Responsibilities:

• Establish Human Resources objectives in line with organizational objectives
• Implement HR strategies, policies & procedures by establishing department accountabilities, including talent acquisition, staffing, employment processing, compensation, health and welfare benefits, learning and development, records management, succession planning, employee & industrial relations, and retention
• Manage the initiation and coordination of all recruitment, selection, induction, and placement strategies and processes for all categories of new employees to meet and deliver Business objectives;
• Manage the Company Performance Management Cycle, implementation of change, Reward and compensation strategy, and Employee Engagement Strategy
• Advise on Manpower planning and maintain organization staff by establishing a recruiting, testing, and interviewing program; counseling managers on candidate selection; conducting and analyzing exit interviews; recommending changes.
• Comply with country-specific Labor law in all the Company’s locations by studying existing and new legislation; anticipating legislation, enforcing adherence to requirements, and advising Senior Management on needed actions
• Oversee the administration and management of all Facilities, properties, and assets
• Oversee the HR & administration budget and ensure costs are in alignment with the budget
• Ensure attendance of relevant training, networking, and conferences needed to update on relevant legislation and best practices
• Ensure continuous staff professional development
• Drive the implementation of approved policies and programs to actualize the company’s compensation strategy.
• Oversee the management of employee welfare to ensure remunerations are competitive and incorporate best practices to keep employees motivated.
• Promotes the organization’s culture to support the attainment of the company goals and employee satisfaction
• Design and conduct performance appraisal exercises for full-time and fix-timed staff
• Drive the conduct of benchmark surveys to identify new compensation policies, government regulations, and prevailing salary rates to develop a more competitive compensation plan for the company’s employees.
• Oversee execution of monthly payroll and approve periodic reconciliations on total compensation.
• Manage relationships with internal (finance) and external (tax or other) representatives to ensure seamless and timely performance of the department’s activities.
• Provide accurate details of total (or changes to) payroll costs and other compensation-related information, and relevant recommendations to Management for informed decision-making.
• Oversee the activities of junior officers and provide guidance as required 
• Preparation of Management reports weekly, monthly, and quarterly
• Any other directive assigned by the Managing Director, Chief Operation Officer, Executive Management, or Board of Directors
• Staff loan and leave management
• Ensure staff are properly identified and recognized through the provision of identification cards.

Key Performace Indicators:

Employee Sourcing:

• Fill all vacancies promptly to meet set timelines

Employee Onboarding:

• Conclude onboarding timely and professionally (PFA/NHF/TAX/Guarantor) with all documentation within 8 weeks of joining
• Conduct Previous employer checks, Certificate verification, and basic medical checks within 8 weeks of joining
• Conduct Exit interviews with exiting staff on the last date of employment
• Ensure all exit clearance forms and handover notes are completed

Training Strategy:

• Analyze training needs for all departments and execute
• Prepare and submit annual training plans for the following years between October and December of every year
• Implement at least four E-learning courses per staff every quarter
• Implement classroom training for staff at least once a year (in the 1 st & 2 nd quarters)

Performance Management:

• Communicates Annual Staff Appraisal Calendars to the entire employees

Staff Salary Payroll:

• Prepare monthly salaries of all staff on or before the 26th of the month

HMO Management

• Manage the relationship of the company with Health Management Organizations (HMOs) and/or health insurance Providers to ensure all staff are duly registered, staff get prompt and quality health services, and payments to the providers are made as and when due 

ITF Remittances:

• Ensure prompt payment for Industrial Training Funds and ensure the company benefits from the scheme yearly

Pension remittances:

• Ensure all staff are registered for Pension and appropriate deductions and payments made monthly.

Staff/Truck Database:

• Maintain staff records and paperwork: at the point of entry, collect staff information and document it in the staff database immediately

Skills and Competencies:

• Detail-oriented and able to meet deadlines
• Hiring
• Human Resources Management
• Benefits Administration
• Performance Management
• Communication Processes
• Compensation and Wage Structure
• Supports Diversity
• Classifying Employees
• Employment Law, Laws Against Sexual Harassment, Organization
• Recruiting and Staffing;
• Organizational and Space planning;
• Performance Management and Improvement Systems;
• Organization Development;
• Employment and Compliance with regulatory concerns;
• Employee Orientation, Development, and Training;
• Policy Development and Documentation;
• Employee Relations;
• Company-wide committee facilitation;
• Company Employee and Community communication;
• Compensation and Benefits administration;
• Employee safety, welfare, wellness, and health;
• Employee services and counseling.
• Strong leadership and relationship management skills.
• Very good communication and presentation skills.
• Very good business writing skills.
• Evidence of Technical competencies in Microsoft Office suite, strong IT skills, and ability to utilize HR
• Information system and Project Management skills.
• Excellent Managerial and behavioral competencies.

Requirements:

• Minimum academic qualification of a Bachelor's degree in Human resources, Psychology, Business Management, or any related course etc.
• Professional qualification in HR Management e.g. Senior Professional in HR (SPHR), Chartered Institute of Personnel Management (CIPM) will be an added advantage.
• Minimum of 3-5 years relevant working experience in logistics or other industry
• Very good knowledge of the Logistics industry in terms of trends, challenges, opportunities, regulations, legislation, etc.
• Ability to foster a cooperative work environment.
• Minimum Performance rating of 85%
• Broad knowledge and experience in employment law, compensation, organizational planning, organization development, employee relations, safety, and training and development.
• Above-average oral and written communication skills.
• Demonstrated ability to lead and develop Human Resources staff members.
• Demonstrated ability to serve as a successful participant on the executive management team that provides company leadership and direction.
• Demonstrated ability to interact effectively with the company's Board of Directors.
• Excellent computer skills in a Microsoft Windows environment. Must include Excel and skills in database management and record keeping.
• General knowledge of various employment laws and practices.
• Good analytic, report writing, and problem-solving skills
• Evidence of the practice of a high level of confidentiality.
• Good understanding of business processes