§ Serve as the primary interface between TDL and the assigned Clients.
§ Identify client’s recruitment needs, strategic competences and forecast the critical skills requirements.
§ Implement recruitment plans to hire/fill vacant positions in area of coverage.
§ Identify training needs using combination of indicators to enable Learning & Development plan and organize for such trainings.
§ Attend people meetings with the various departments for the review of the training plan/curriculum
§ Provide support and professional advice to line managers in the implementation of people processes (appraisals, coaching, training, disciplinary etc)
§ Monitor the grievance/disciplinary issues/process within areas of coverage and provide necessary support
§ Embark on periodic visits to Clients offices/branches for on-the-spot assessment of business situations and HR issues
§ Ensure new hires meet specific target performance level and proper documentation prior to confirmation
§ Generate monthly/quarterly/annual performance, activity and HR analysis reports
§ Maintain the security of all information entrusted to you and all members of staff
§ Comply with the principles and policies in the handbook, policy manuals and SOPs
§ Other official tasks assigned by the HR Manager
§ Ensure prompt payment from clients to reduce cost of funds.
§ Act as a champion for employee engagement initiatives, working closely with managers and teams to foster a positive work environment and enhance employee morale.
KEY PERFORMANCE INDICATORS
§ Revenue Growth
§ Cost Reduction
§ Audit Defect Rate Compliance
§ Ensure prompt reimbursement from assigned client
§ Employee Satisfaction & Turn-over rate
§ Training
§ Turn-around time, Issue Resolution & Quality Rate
§ Implementation of Efficient & Effective Policies, Procedures & Processes
§ Strategic initiatives
§ Completeness in Employee Documentation
§ Confirmations on Due Date/ Staff Documentation
§ Customer satisfaction levels
Requirements
Education
§ Minimum Education: First Degree is mandatory.
§ Higher degrees/Professional certifications
Experience
Minimum experience – 5 years’ experience (with at least 3 years in HR generalist function)
KEY COMPETENCY REQUIREMENTS
Knowledge
§ Industry knowledge
§ HR policies and procedures
§ Labor laws
§ Industrial relations
§ Business performance
§ HR data base systems
§ HR analysis/analytics
Skill/Competencies
§ Collaborative and supportive style of working
§ Resourcefulness & Resilience
§ Empathy
§ Accuracy and attention to detail
§ Excellent time management and organisation skills
§ Interpersonal skills
§ IT Literacy
§ Excellent Communications skills (written and oral) with strong business and customer focus
