Human Resource Specialist
Our client is looking for a highly driven and motivated individual to join their organization as a Human Resources Specialist. The purpose of the position is to ensure the efficient preparation of detailed HR and talent management strategies, plans, policies and procedures that support the organisations strategic intent including recruitment, on-boarding, performance management, training and development, reward and remuneration, employee relations and wellness. PRINCIPAL ACCOUNTABILITIESAssists in the formulation of clear Strategic Plans for the organisation.Prepares detailed HR and talent management strategies, plans and forecasts related to corporate strategic development plans and organisational growth and service delivery targets;Ensures that the organisation adopts appropriate pay, benefits and welfare policies and general conditions of service; Develops and manages the implementation of a range of employee benefit and welfare schemes and services; Manages and develops organisations human capital, instilling a high-performance culture in order to achieve the strategic objectives;Develops, champions and coordinates the performance management system in order to ensure optimal performance of staff.Ensures that positions are filled with personnel of a calibre appropriate to the needs of the organisation.Coordinates and promotes the training and development of staff in line with the organisation's HR plans and performance requirements. ;Identifies appropriate administrative systems and ensures rigorous implementation and review, to facilitate the delivery of the organisations mandateDevelops and implements strategies, policies, programmes and procedures for effective administration and record management servicesManages and develops the departments human capital, instilling a high-performance culture in order to achieve the strategic objectivesManages the seamless provision of cleaning, transport and reception services;Undertake other such duties as directed by the Chief Executive Officer.
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