An Excellent Opportunity for ...
Develop and monitor overall HR strategies, systems, tactics and procedures across the organization
• Developing and administering human resources plans and procedures that relate to company personnel
• Planning, organizing, and controlling the activities and actions of the HR department
• Contributing to the development of HR department goals, objectives, and systems
• Conducting annual salary surveys
• Developing, analyzing, and updating the company’s salary budget
• Develop programs to enhance employee relations and offer employee support to each staff member
• Nurture a positive working environment
• manage a performance appraisal system that drives high
• Participating in administrative staff meetings
• Maintaining company directory and other organizational charts
• Recommending new policies, approaches, and procedures
• To design and deliver the workforce engagement strategy in conjunction with the Head of HR monitoring and evaluating as appropriate.
• To ensure that the development and delivery of effective engagement tools are developed, maintained, and evaluated to ensure effectiveness.
• Support organizational change by creating effective internal communications strategies and ensuring best practice across HR services as changes in managed.
• Monitor financial budgets for communication and engagement activity.
• Develop and communicate positive employee relations strategies and retention initiatives that foster and promote culture of excellence.
• Establish and maintain measurement standards to provide meaningful information that will guide continual improvement and further increase employee engagement, satisfaction and retention.
• Responsible for ensuring content consistency of messages and alignment to overall company and HR strategy.
• Analyze information and identify workplace improvement needs.
• Evaluate the effectiveness of employee relations programs through the use of metrics.
• Improve recognition programs based on current business needs.
• Lead and development of all soft skills training, including career development activities to support PME talent management.
• Work across the business to develop and understanding of the professional qualifications/ mandatory qualifications required for all staff.
• Identify management and leadership training requirements to meet business needs. Support leadership development and help to manage succession planning.
• Design and deliver core internal training including the corporate induction, utilizing the support of our HR colleagues or external providers where appropriate.
• Have oversight of the allocated training budgets and carry out appropriate monitoring/reporting on usage and chargeability by departments.
• Communicate a regular internal training to all employees
• Building relationship with 3rd party training providers