REPORTS TO: Executive Director,
Legal and Corporate Services
KEY INTERACTIONS Departmental Heads,
Business Heads,
Unit Heads, Vendors,
Agent & All staff
OVERVIEW
To drive the HR strategy to support the business divisions and deliver comprehensive, proactive, customer focused HR service, advice and guidance to all business entities in the Mixta Africa Group including managers, employees.
MAIN RESPONSIBILITIES
Strategic Implementation
1. Implement human resources strategic activities as communicated by Executive Management
2. Oversee implementation oftalent pipelines required for the Business Entities
3. Supports organization staff by establishing a recruiting, testing, and interviewing program; counseling managers on candidate selection.
4. Managing pay budgets and payroll; monitoring and scheduling individual pay actions; and recommending, planning, and implementing pay structure revisions
5. Ensures planning, monitoring, and appraisal of employee work results by training managers to coach and discipline employees. Scheduling hearing and resolving employee grievances; and counseling employees and supervisors.
6. Enforces management guidelines by updating and recommending human resource policies and procedures
Recruitment and Resource Planning
1. Co-ordinates the requirement and availability of talent for the business division
2. Provides people for all vacancies that existin the division and ensures only credible employees are recruited at any given time
3. Ensures staff onboarding and make available for all staff all work tools or conditions that contributes to or enhances the delivery of excellent performances from employees
Performance Appraisal
1. Conducts periodic Performance Appraisal across the operating teamm the entire division
2. Advises management on the implication of the Appraisals outcome; promotions, merit pay, transfers, probations, exits etc.
3. Recommends approaches and initiatives to manage and improve performance of employees to Line Managers
Payroll Administration
1. Prepares and deploys payroll activities evewmonth and ensure all employees are paid promptly and accurately
2. Ensures preparation of payroll scheduling i.e. payroll report, Variance, statutory/voluntary deduction report etc.
3. Advises management on total staff costs monthly, quarterly and annual for strategic decisions as they relate to revenue, operating costs by location and brands.
Training & Development (In conjunction with ARM Academy)
1. Identifies aspects of the business operations that requires adequate skills improvements through trainings
2. Liaises with the ARM Academy to provide and facilitate the needed training required for the business to enhance the productivity of staff
3. Provides feedback through nominated employees on all trainings scheduled for improved efficiency of the ARM Academy
4. Deliver international HR services in line with global best practices, including policy, process review and employee relations management.
5. Oversee HCM related duties and ensure compliance with existing legal and governmental reporting requirements. Ensure all legal obligations are fulfilled,
6. Lead all employee relations with professional grace with the aim of empowering employees and supervisors to have the tools and resources necessary to resolve conflicts with mutual respect. Escalate code ofconduct issues, lead or co-lead investigations and ensure issues are resolved and appropriate follow-up is carried out
7. Advise supervisors in determining appropriate disciplinmy plans of action in a judicious manner.
8. Follow-up disciplinary measures and related employment law matters
9. Lead exit management procedure to ensure seamless and positive transition for departing employees
10. Review and approve job position requests, job descriptions and make recommendations, ensuring accuracy, consistency.
Staff Performance Management and Development
1. Devise and deliver a planned HR approach to attracting, developing, inspiring and retaining the light people with the light skills to achieve strategic, high-quality programmatic outcomes. Serve as a model of supervisory excellence; supervise and mentor direct-report staff, including communicating clear expectations, setting performance objectives, providing regular and timely performance feedback, and leading documented semi-annual performance reviews.
2. Provide constructive feedback and counsel on career paths and professional development for HCM team and establish a culture of continuous learning opportunities.
3. Support the management, coaching and development ofnational and international staff to build a cadre of skilled, committed and motivated staff.
4. Promote and monitor staff care and well-being. Model healthy work-life balance practices.
Communications
1. Maintain a healthy and empowering office environment that encourages open, honest and productive communication among staff by delivering an employee engagement and communication strategy.
2. Maintain and leverage open communications and paltnership on projects and shared goals with other HR Leads and HR levels.
3. Provide direct support and advise Executive Management on staff communications to ensure clear, consistent and transparency in communications
Competencies
1. Strategic experience with managing staff, global workforce planning, and development of HR processes during a start-up phase is a plus.
2. Top-tier written, presentation and verbal communication skills; ability to convey information effectively and solid experience providing training and staff development in English.
3. Proven sense of professional discretion, integrity, and ability to manage complex HR situations diplomatically and to effective resolution.
4. Excellent management, intelpersonal and negotiation skills and a demonstrated ability to promote hatmonious/cohesive teamwork, in a cross cultural context.
5. Proven ability to plan long-term, organize priorities and work under administrative and programmatic pressures with detail orientation and professional grace.
6. Highly collaborative and resourceful; ability to establish positive working relationships with senior level management and all other stakeholders to maximize cooperation and productivity.
7. Very strong proficiency in MS Word, Excel, Outlook and PowerPoint is required.
8. Curiosity, a desire to continually learn and develop and a sense of humor is a must.
9. Analytical ability in creating effective HR solutions while adhering to labor laws;
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English 
FRENCH
