Key Responsibilities: Recruitment & Onboarding: Conduct interviews for business unit positions, make referrals to hiring managers, and ensure efficient turnaround time. Guide hiring managers on writing job profiles and developing job descriptions. Coordinate the onboarding process and ensure all new hires in our client have a good understanding of the company vision, mission, and values, including its approaches, policies, procedures, strategies, and operations. Inform employees of their rights, responsibilities, and code of conduct. Performance Improvement: Ensure job descriptions are reviewed and updated regularly. Identify trends and recommend solutions to improve employee performance, retention, and development. Assist in the implementation of the feedback process (Connect for Growth). Provide ongoing support and coaching to line managers in implementing the performance appraisal system. Learning & Development: Conduct onboarding training and orientation sessions for new employees. Maintain documentation of learning activities and ensure accessibility of the knowledge base. Coordinate and oversee learning and development programs. Assist in implementing the people development strategy. Evaluate and monitor training programs to ensure objectives are met. Maintain employee training records. Employee Relations: Consult with employees and management on employee relations issues. Improve work relationships, build morale, and increase productivity and retention. Communicate the disciplinary process effectively (warnings, appeals, etc.). Handle staff grievances and disciplinary processes in accordance with our client’s policies and procedures, ensuring compliance with employment law and full confidentiality. Maintain confidential records related to grievances and complaints and coordinate investigations where necessary. Culture: Champion our client’s behaviours and support initiatives that drive a positive work environment. Promote team innovation and engagement. Coach leaders in promoting open communication and teamwork. Celebrate and affirm culture role models. Stakeholder Management: Maintain strong working relationships with line managers and Senior Management. Stay abreast of HR trends and share insights as needed. Drive staff culture initiatives to enhance collaboration across the organization. Lead HR-related training initiatives across various levels. Project Management: Participate in company projects. Create tools and templates to enhance departmental effectiveness. Reporting: Submit weekly and monthly performance reports as directed by the HR Manager. Prepare monthly absenteeism reports for the specific business unit. Analyze HR trends and metrics in partnership with HR peers to develop programs and policies. Requirements: Professional / Academic Background: Bachelor’s degree in Human Resource Management, Social Sciences, Business Administration, or equivalent. 5–8 years’ experience in Human Resource Management/Administration within a recognized organization, preferably in the Fashion & Apparel, Retail, or Manufacturing industry. Sound knowledge of Labour Laws and Employment Act, 2007. Active membership in a relevant professional body with good standing. Tech savvy.
