Background:
Purpose of the Job:
As a strategic people's operations architect, the holder plays a pivotal role in shaping the future of KMRC. The incumbent will support our HR team in re-imagining traditional HR practices and creating a workplace culture that attracts, retains and develop top talent. The objective is to build and execute innovative people strategies that align with KMRC goals and values.
Duties and Responsibilities:
The duties and responsibilities are as follows:
Strategic HR Planning
Develop and implement a comprehensive and dynamic HR strategy aligned with the company's overall business strategy, long-term vision, goals and growth objectives.
Provide strategic HR guidance and collaborate with senior leadership and line managers to drive organisational effectiveness, performance, and employee engagement.
Ensure HR initiatives are in line with industry best practices and legal requirements.
Talent Acquisition and Management:
Drive the development of creative ways in the talent acquisition process to attract, hire and retain top talent.
Implement cutting-edge recruitment and on-boarding processes to enhance candidate and employer experience as well as optimise new hire assimilation.
Develop and execute talent management and succession planning initiatives to identify high-potential employees and cultivate leadership pipelines.
Employee development:
Design and implement a comprehensive learning and development program to enhance employee skills, knowledge, and continuous career growth opportunities.
Explore emerging technologies like AI driven learning platforms and immersive training experience.
Diversity, Equity and Inclusion:
Champion diversity, equity and inclusion initiatives throughout the Company.
Develop innovative programs and metrics to ensure a diverse and inclusive workplace.
Employee wellness:
Promote a culture of wellbeing by introducing innovative wellness programs, mental health support services and flexible work arrangements.
Focus on holistic health of our employees.
Performance Management:
Design and implement performance management systems that foster a culture of continuous improvement, feedback, and accountability.
Establish a performance-driven culture that recognises and rewards high performers.
Develop creative approaches to measure and improve employee engagement including employee feedback mechanisms, recognition programs and team building activities.
Change Management:
Drive organizational change by facilitating smooth transitions during periods of growth, restructuring and natural changes using innovative change management strategies.
Legal compliance:
Stay updated on labor laws and regulations and ensure the Companys HR practices remain compliant while seeking innovative ways to balance legal requirements with employee needs.
Manage disciplinary issues in line with the provisions of the Employment Act and company policy and ensure fairness and transparency, thus minimizing instances of litigation.
Employee Relations and Engagement:
Promote a positive and inclusive work environment where employees feel valued, respected, and empowered.
Handle employee relations matters effectively and proactively to resolve conflicts and maintain a harmonious workplace.
Design and execute employee engagement initiatives to foster a strong sense of belonging and loyalty among the workforce.
Compensation and Benefits:
Oversee the design and administration of competitive compensation and benefits programs that attract and retain top talent.
Ensure equity and fairness in the distribution of rewards across the organisation.
HR Analytics and Metrics:
Establish and track HR metrics to measure the effectiveness of HR programs and initiatives.
Utilise data-driven insights to identify areas for improvement and optimise HR practices.
Compliance and Ethics:
Ensure HR policies, practices, and procedures comply with local labor laws and regulations.
Promote a culture of ethics and integrity throughout the organisation.
Perform any other duties as may be assigned from time to time.
Knowledge and Skills Required:
The job holder must possess:
Bachelors degree in human resource management or related fields.
Be a holder of a diploma or post graduate qualification in Human Resource Management or equivalent qualification from a recognized institution.
Be a member in good standing of the IHRM or its equivalent with a valid practicing license from IHRM.
Certified Human Resource professional (CHRP-K) will be an added advantage.
At least four (4) years progressive working experience in a HR and Administration function in a busy organization.
Proven experience in HR management role with a track record of innovative HR initiatives.
Exceptional communication and interpersonal skills.
Strategic thinker with ability to turn ideas into actionable plans.
Demonstrated ability to develop high performing HR teams.
Passion for promoting diversity, equity, and inclusion.
Ability to work under pressure and meet deadlines.
Must be a flexible person, who is willing to learn and able to work flexible hours to achieve goals.
Notes:
Key Result Areas:
The job holder's accountability areas are outlined as follows:
Improved customer satisfaction indices.
Proper records and documentation concerning personnel related data.
Submission of accurate, timely and relevant reports.
Continuous process improvement of services through efficient working.
Enforcement of relevant guidelines, rules and regulations.
Ensure customer satisfaction for the consumers of the services offered by the department.
Efficient execution of work processes as assigned.