GENERAL PURPOSE OF THE JOB To manage the overall human resource functions including recruitment, selection, performance management, Training and Development, and succession planning to help achieve the mission and objectives of RSDSC through maintaining committed, motivated and skilled work force.
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HR strategy, policies and procedures
· Designs and develops HR strategy consistent with RSDSC strategies and objectives.
· Carries out manpower planning that can help to have required quality and quantity of staff based on Company strategic and operational plans.
· Designs and develops HR policy and procedure in order to have performance standards, consistency, transparency, clear demarcation of duties and responsibilities, in people’s management process.
· Initiates, develops, and proposes improved organization structure that facilitates better performance and efficiency.
b) Recruitment and selection
· Establishes close relationship with employment agencies, Universities, professional societies and other pertinent bodies to recruit managers and professionals; maintain a pool of potential candidates for future vacant posts.
· Manages the recruitment and selection process effectively in such a way that the right people with the right attitude, qualification, and skill are employed.
· Institutionalizes induction and orientation programs for new recruited staff.
c) Training and development
· In consultation with Executive Team members/line managers, assesses relevant training needs for staff in respective work units.
· In consultation with Executive Team members/line managers, designs and develops training programs to meet training needs, or manage this activity via external provider(s).
· Establish career development structure for professionals at all levels.
· Design and develop management succession planning scheme and closely monitor its implementation.
· Provide direction and resources, removing barriers and helping develop HR staff (HR Team) under skills; articulating expectations and clarifying roles and relationships.
d) Performance management and learning process
· Encourages and assists to make all performance planning processes participatory and learning process.
· Design and develop employee performance appraisal in such a way that performance appraisals are a form of self-evaluation and self-development processes, target based, mutual planning and problem solving processes.
· Closely follow up and ensure that performance appraisal of staff at all levels are conducted per Company HR policies and procedures
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e) Motivation and reward
· Initiates, develops, and proposes competitive remuneration system (basic pay, benefits & incentives) that motivates and attract managers, professionals &other skilled staff.
· Manages the various employee benefits and services properly &ensure that employees are satisfied with these benefits and services.
· Initiates, develops, and proposes merit and performance based pay; introduce other non-financial awards and recognition system.
WORKING RELATIONSHIPS | |
Internal Contacts · The HR Manager makes regular contacts and coordinates with all Executive Team members and work units to consult, advice, and seek information with regard to HR functions.
External Contacts · Makes regular/occasional contacts with employment agencies, training institutions, universities, and professional associations, Ministry of Social and Labor Affairs to seek information, seek advice, negotiate, and provide explanation in matters related to staff recruitment, staff training, and labor issues. | |
FREEDOM TO MAKE DECISIONS | |
Devises work methods according to general directives, polices and specialized professional standards; accomplishments are subject to general review by the GM. |
| WORKING CONDITION |
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| · Working place is normal office with adequate light, ventilation, and normal room temperature. · May work extra hours to meet deadlines and perform other urgent tasks. |
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| REQUIRED COMPETENCIES |
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f) Monitoring and evaluation
· Institutes periodic personnel audit in RSDSC to ensure that that HRM policies and procedures are observed; continuously monitor their effectiveness and up-date depending on changing circumstances.
g) Maintaining healthy employee -management relations
· Pro-actively act to avoid employee grievances and complaints by
ü Ensuring that all personnel actions (promotion, remuneration, and transfer, disciplinary action, training opportunities) are conducted based on established policies and procedures, in a transparent, consistent, and fair manner.
ü Advising line/operational managers to adhere to the above conditions when taking any personnel action.
ü Closely follow up and ensure that the provisions in the labor law as well as collective agreement are adhered to; advise/assist line/operational manager in the interpretation and implementation of the law.
ü Maintaining healthy relationship with labor union leaders and resolve labor issues amicably.
· Closely follows up and ensure that health and safety requirements are followed.
· Institutionalizes exit management in such a way that staff who leave voluntarily part with the Company in good terms.
h) Facility management
Oversees the management of general services including security, cleaning, gardening, utility, general maintenance to ensure smooth running of facility.