Head, Human Resources

  • HealthPlus Limited
  • Jul 16, 2019
Full time Human Resource Management

Job Description

  • HR Manager, Human Resources, Management, Management Consulting, Recruitment


  • Distribution, Warehousing & Freight, FMCG (Fast Moving Consumer Goods Sector), Healthcare, Human Resources, ICT - Information & Communications Technology, Manufacturing, Pharmaceutical / Medical / Healthcare / Hygiene, Retail.


Strategic Direction:

  • Define the strategic direction for the Human Resources function and develop HR strategies aligned to the overall strategic direction of the Company
  • Lead the implementation of best practice Human Resources policies and procedures in the Organization
  • Drive manpower planning processes to ensure all resource requirements are based on periodic business plans and are justified vis-à-vis
  • revenues and growth estimates
  • Develop processes, procedures and systems for the department in order to deliver the Department’s strategy and action plans
  • Determine, measure, benchmark and interpret departmental and organisational KPIs and implement corrective measures where applicable
  • Manage the Human Resources departmental budget.

Human Resources Planning:

  • Support Executive Management to develop and implement an effective succession plan within the Company
  • Manage overall culture of the organization, initiate programs to ensure alignment of culture to Company Vision, Mission and core values
  • Raise proactive issues with managers, identify practical solutions to complex and diverse HR issues and recommend appropriate action plans
  • Develop policies, procedures and codes of conduct in the Organization
  • Interpret, explain, implement and ensure adherence to the policy and procedures in the Company
  • Establish and implement a robust Human Resource process, policies and practices to facilitate effective service delivery to the Company stakeholders
  • Manage the administration of the human resources policies, procedures and programs
  • Support executive management to manage all change initiatives impacting staff within the Company
  • Ensure availability of comprehensive, accurate and adequate personnel information and recommend the deployment of technology for the enhancement of HR activities
  • Interpret and advise on employment legislation
  • Maintain industrial peace and harmony by effectively managing relationship between management and the employees of the Company
  • Utilise outside resources in order to monitor issues and concerns in employment law, communicating potential changes to senior management
  • Manage the disciplinary and grievance processes within the Company

Recruitment & Selection:

  • Implement the strategic direction for the Recruitment & Selection function of HealthPlus & CasaBella
  • Manage Human Resource matters related to Manpower Planning, Recruitment, Selection and Placement
  • Manage the entire staff recruitment process
  • Promote equality and diversity as part of the culture of the organization;
  • Propose innovative and creative measures to address pressing staffing issues in the Organization at every point in time.
  • Provide advice and assistance with writing job descriptions
  • Prepare, develop and implement procedures and policies on staff recruitment
  • Manage all staff induction programs and activities
  • Organize and conduct employee testing and recruitment programs

Learning & Development:

  • Manage HealthPlus and CasaBella Academy
  • Develop and implement the Company’s Annual Training Plan according to the Company’s strategy
  • Identify training and development needs/ opportunities within the Organization through job analysis, appraisals and regular consultation with line managers
  • Track corporate, departmental and employee competency levels against requirements; work with functional managers to determine gaps and ensure adequate and effective training and competence development programs are in place to provide staff with the competencies required for success in their current and future planned roles
  • Design and develop training and development programs based on both the Organization’s and the individual's needs
  • Manage the delivery of training and development programs.
  • Evaluate training and development programs
  • Manage the e-learning programme
  • Ensure the accurate maintenance of training matrix showing holistic training position of each staff department, compliance with training calendar and performance reports
  • Ensure the proper management of the Industrial Training Fund (ITF) remittance and claims process
  • Manage the Archiving Learning Structure.

Performance Management

  • Implement and manage the process flow of the Company’s Performance Management System for foster good manager/employee relations and to enhance growth
  • Lead performance management activities (i.e. performance planning/target setting, performance monitoring and periodic performance appraisals); ensure employee performance results adequately reflect corporate and departmental performance levels
  • Design and implement all matters relating to career development, talent management, employee development of the staff
  • Provide assistance as needed to line managers to improve performance and effectiveness.
  • Facilitate performance calibration sessions
  • Perform analysis on key metrics/processes and recommend process improvements that maximize efficiencies
  • Communicate measurement standards and key performance indicators to all members of the organization
  • Prepare and report all performance measures (i.e. monitoring tool) and results to corporate and local management
  • Create career-pathing for employees and succession planning for key leadership roles
  • Review and update Performance appraisal tools
  • Develop and manage recognition and reward programs

Compensation & Benefits:

  • Develop and implement compensation strategies and processes that will attract, motivate and retain the right talent required
  • Develop incentive frameworks, providing education and guidance
  • Contribute to the development of terms and conditions of employment/working practices that support the enhancement of performance across the business
  • Make proposals on levels of pay and benefits to support the Annual Pay review process
  • Deliver and report on appropriate, meaningful and visible Compensation & Benefits metrics/ KPIs
  • Manage all activities related to payroll including tax clearance etc.
  • Ensure accurate and timely monthly remittances to all related regulatory bodies such as PAYE, Pension etc.
  • Administer new reward components in compensation package
  • Ensure the maintenance of all payroll data by Human Resources Officer (Compensation & Benefits)
  • Oversee the career development, capacity development and progression of all employees
  • Brief new managers on the policies and procedures of an organisation in conjunction with development and learning team. Provide coaching to managers on difficult and complex issues.

Employee Relations:

  • Create and maintain a Corporate Employee Services Program that is consistent with the strategic vision for the organisation of employee engagement
  • Ensure all recognition programs help foster teamwork, performance excellence, recognition, mutual respect and employee satisfaction
  • Conceive and develop corporate programs for employee recognition, holiday celebrations, volunteerism and other corporate-wide and corporate employee specific initiatives
  • Build strong relationships with departments to facilitate participation and engagement in corporate employee programs and events
  • Provide oversight of company-wide communication
  • Develop and implement proactive Human Resource initiatives to build a strong local talent at various levels for the Business growth needs
  • Develop and maintain an effective Management Information System for timely and accurate management decision process
  • Ensure the maintenance and updating of information in staff files
  • Ensure the proper management of Employee attendance, Absenteeism and Leave

HR Business Partnering:

  • Acts as a single point of contact for the employees and managers in the designated business unit
  • Proactively support the delivery of HR Processes at BU level
  • Work closely with management and employees to improve work relationships, build morale, and increase productivity and retention
  • Manage and resolve complex employee relations issues. S/he conducts effective, thorough and objective investigations.
  • Analyse trends and metrics in partnership with the HR group to develop solutions, programs and policies.
  • Maintain in-depth knowledge of legal requirements related to day to day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required
  • Discharge all duties according to laid down Standard Operating Procedures (SOPs) to ensure smooth running of the Business


 5 years senior manager role


  • Bachelor's Degree in Personnel Management, Social Sciences, Humanities or a related field with 15 years minimum experience in a structured organisation, 5 years of which must be in a senior managerial role
  • Experience in a fast growing company or in the retail or fast food industry is an advantage
  • Professional membership of CIPMN, SHRM or CIPD is an added advantage

Knowledge, Skills & Attribute

  • Excellent interpersonal and people skills
  • Strong Leadership Skills
  • Excellent organisational development skills
  • High standard of attention to detail
  • Good problem solving and decision making skills
  • Good Negotiation and persuasion skills
  • Excellent verbal and written communication skills
  • Experience with HR software packages
  • A good working Knowledge of Microsoft Office Suite like Word, Outlook, and Excel.


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