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5 years ago
Job Expired
Primary Purpose of the Job
Develops and implements HR strategies and initiatives aligning them with overall business strategy. Bridging management and employee relations by addressing demands, grievances or other issues. Managing the recruitment and selection process
Key Performance Areas
Recruitment and Selection
• Receiving requests from other department for new job availability and replacements.
• Prepare job descriptions for all posts.
• Advertising job availability through online channels and other media
• Browsing social networking sites like LinkedIn for suitable job profiles with required skills
• Attending job fairs and other events and searching for talent
• Interviewing potential job candidates
• Performing other assessments of job candidates’ skills, such as by giving a written test or hiring for a trial period, etc.
• Shortlist applicants based on knowledge, skills, abilities, and other characteristics
• Recruiting candidates that mesh with the existing company culture
• Networking with industry professionals and employment agencies who may know suitable candidates
• Writing offer letters and participating in negotiation over salary and job duties
Human Resources Information Systems (HRIS)
• Manages the development and maintenance of the Human Resources information
• Utilizes the HRIS system to eliminate administrative tasks, empower employees, and meet the other needs of the organization.
Training and Development
• Coordinates all Human Resources training programs, and assigns the authority/responsibility of Human Resources and managers within those programs. Provides necessary education and materials to managers and employees including workshops, manuals, employee handbooks, and standardized reports.
• Leads the implementation of the performance management system that includes performance development plans (PDPs) and employee development programs.
• Establishes an in-house employee training system that addresses company training needs including training needs assessment, new employee onboarding or orientation, management development, production cross-training, the measurement of training impact, and training transfers.
• Assists managers with the selection and contracting of external training programs and consultants.
• Assists with the development of and monitors the spending of the corporate training budget. Maintains employee training records.
Employment
• Establishes and leads the standard recruiting and hiring practices and procedures necessary to recruit and hire a superior workforce.
• Interviews management and executive position candidates; serves as part of the interview team for position finalists.
• Chairs any employee selection committees or meetings.
Employee Relations
• Formulates and recommends Human Resources policies and objectives for the company on any topic associated with employee relations and employee rights.
• Partners with management to communicate Human Resources policies, procedures, programs, and laws.
• Determines and recommends employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation. Conducts periodic surveys to measure employee satisfaction and employee engagement.
• Coaches and trains managers in their communication, feedback, recognition, and interaction responsibilities with the employees who report to them. Makes certain that the managers know how to successfully, ethically, honestly, and legally communicate with employees.
• Conducts investigations when employee complaints or concerns are brought forth.
• Monitors and advises managers and supervisors in the progressive discipline system of the company. Monitors the implementation of a performance improvement process with non-performing employees.
• Reviews, guides, and approves management recommendations for employment terminations.
• Leads the implementation of company safety and health programs. Monitors the tracking of OSHA.
• Reviews employee appeals through the company complaint procedure.
Compensation
• Establishes the company wage and salary structure, pay policies, and oversees the variable pay systems within the company including bonuses and raises.
• Leads competitive market research to establish pay practices and pay bands that help to recruit and retain superior staff.
• Monitors all pay practices and systems for effectiveness and cost containment.
• Leads participation in at least one salary survey per year. Monitors best practices in compensation and benefits through research and up-to-date information on available products.
Benefits
• With the assistance of the Chief Finance Controller, obtains cost-effective, employee-serving benefits; monitors national benefits environment for options and cost savings.
• Leads the development of benefit orientations and other benefits training for employees and their families.
• Recommends changes in benefits offered, especially new benefits aimed at employee satisfaction and retention.
Labour Law
• Leads company compliance with all existing governmental and labour legal and government reporting requirements including employment laws.
• Directs the preparation of information requested or required for compliance with laws. Approves all information submitted. Serves as the primary contact with the company employment law attorney and outside government authorities including labour office and industrial court.
• Protects the interests of employees and the company in accordance with company Human Resources policies and governmental laws and regulations. Minimizes risk.
Organization Development
• Designs, directs and manages a company-wide process of organization development that addresses issues such as succession planning, superior workforce development, key employee retention, organization design, and change management.
• Manages employee communication and feedback through such avenues as company meetings, suggestion programs, employee satisfaction surveys, newsletters, employee focus groups, one-on-one meetings, and Intranet use.
• Manages a process of organizational planning that evaluates company structure, job design, and personnel forecasting throughout the company. Evaluates plans and changes to plans. Makes recommendations to executive management.
• Identifies and monitors the organization’s culture so that it supports the attainment of the company’s goals and promotes employee satisfaction.
• Participates in a process of organization development to plan, communicate, and integrate the results of strategic planning throughout the organization.
• Manages the company-wide committees including the wellness, training, environmental health and safety, activity, and culture and communications committees.
• Keeps the CEO and the executive team informed of significant problems that jeopardize the achievement of company goals, and those that are not being addressed adequately at the line management level.
Competencies Needed:
• Degree in Human Resources or related field
• Proven working experience of atleast three years in the HR field in a supervisory level
• People oriented and results driven
• Demonstrable experience with human resources metrics
• Knowledge of HR systems and databases
• Ability to architect strategy along with leadership skills
• Excellent active listening, negotiation and presentation skills
• Competence to build and effectively manage interpersonal relationships at all levels of the company
• In-depth knowledge of labour law and HR best practices
• Membership with a professional body is an added advantage
More Information
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JOB APPLICATION DETAILS
Send your application documents, including cover letter, CV, certified certificates, names of two referees, certified ID copy to: [email protected] before 31st August 2019.
- This job has expired!
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