Human Resources /People&Culture Business Manager
Reports; Human Resources Manager
Supervisers; P&C Volunteers
Location ; National Office
Purpose of the position:
To provide effective P&C consultancy, guidance, technical and administrative expertise on all HR business processes to the National Office (NO) to ensure consistency in the application of HR best practices for the attainment of a harmonious organizational climate.
1. Functional Expert
Provide subject matter expertise and guidance to line management on a broad range of people and culture policies, programs and practices.
Provide oversight and leadership on the implementation of P&C projects/programs, policies and procedures and make recommendations to P&C leadership to ensure continued effectiveness.
Provide expertise, coaching and development around the recruitment and selection of staff and work with the hiring manager in the NO throughout the process as needed and required with a goal of ensuring consistency and fairness in the recruiting and selection process.
Partner with client leadership to develop and implement an orientation and on-boarding plan for new staff and stay actively involved with the new hire until the completion of the probationary period review.
Guide and partner with departments and/or leads through the annual performance and market based compensation cycle, ensuring understanding of and adherence to WV protocols as well as resolving of compensation, benefits, HRIS and job evaluation issues.
Analyze trends using statistical and qualitative data to recommend initiatives to maximize employee engagement, productivity and retention.
Administer all staffing requirements for the NO and respond timely to inquiries around compensation, benefits, employee relations.
Ensure knowledge and compliance of employment law and government regulations affecting People and Culture through constant advice and training to Managers/Supervisors and staff in general.
Support the development , and , updating/revision of People & Culture policies and procedures and provide guidance in interpreting and monitoring compliance thereof.
2. Employee Champion
Provide information, support and guidance to staff in response to their respective individual and group needs.
Provide support, training and advice to Managers/d supervisors on effective human resource policies, practices and initiatives and respond to inquiries regarding policies, procedures and programs.
Assist, educate and coach line managers to become skilled at effectively handling and resolving employee issues.
facilitate and guide the investigation of employee relations matters, provide recommendations and ensure timely and effective resolution of workplace issues, including overall staff discipline, discrimination, harassment, and human rights issues.
Work with the Manager People & Culture in implementing proactive employee relations programs and initiatives.
Advice and partner with NO management to implement programs to support and promote health and wellness initiatives.
Monitor employee engagement (and turnover) using tools such as surveys and patterns identified in staff feedback, suggestions for leadership development and other organizational effectiveness initiatives.
3. Performance Management & Capacity Building
Guide & train Managers on their roles n the end-to-end performance management processes/cycle.
Coach and mentor managers and supervisors in measuring performance
Identify staff competencies required to support business plans and the levels of competency required for positions.
Identify and recommend training and coaching needs within the NO work teams through Working with management in the talent management and mapping process, do talent audits and create development plans to address individual professional and career objectives.
Ensure that Performance Agreement are in place for all NO staff and mid-term reviews are done timely and appropriately.
Coordinate and engage in the design and implementation (monitoring) of the NO units’ talent development and succession plans.
Lead the Performance Management processes to ensure staff performance appraisals are carried out in a timely and appropriate manner
Compile a Performance Report of the organization based on performance reviews done for all staff
Provide appropriate support to employees and managers in addressing unsatisfactory performance and ensure that underperforming employees are identified and specific plans created with the full intention of returning them to acceptable performance.
Consolidate training plans for WVL each fiscal year, monitor and ensure implementation.
4. Total Rewards Processes
Support the job evaluation processes for new and changed roles using an appropriate internal/external method/system
Communicate clear and timely results of job evaluations
Conduct structured periodic Job Analysis for all positions
Provide support and guidance in the formulation of job descriptions
Ensure that all job descriptions have been graded and that every employee understands and knows their grade levels
Work in collaboration with the Finance counterpart on all payroll related matters for the NO, including accurate preparation, processing and maintenance of records of payroll for all employees
5. Manpower Planning and Transition
Coordinate and engage in the manpower and transition forecasts and planning for the NO to establish appropriate staffing schedules, parameters, norms and ensure that appropriate positive action is taken timely to manage impact of such changes at all levels of the organisation
Facilitate staff transition as a result of retirement, redundancy or termination of contract.
6. HR Administration
Conduct periodic and emergency staff file audits to ensure that all employment contracts and necessary documentation are in place.
Support the design, facilitation and management of staff orientation programme.
Negotiate and process employment contracts
7. Payroll Preparation:
Accurately prepare, process and maintain records of payroll for all employees.
Organize payroll related schedules.
Work with P&C Manager to make payroll changes.
Respond under guidance of P&C Manager, to employee requests for payroll related information.
Implement and use VIP
Prints and allocates pay slips for WVLesotho staff.
8. Industrial Relations
Provide guidance to management on labour issues and changes in statutory requirements to ensure consistent and enhanced compliance and management of risk.
Guide and provide advice to Management in maintaining a positive and healthy Organizational culture in all different facets including improved relational and behavioral aptitude to promote a conducive and safe work environment..
Provide technical support and guidance in all disciplinary and grievance matters.
Support line managers in ensuring healthy work/home balance, staff well-being, security and appropriate arrangement for stress management.
Ensure all staff are aware of relevant policies and procedures and implications of not adhering to them
Promote a work environment that demonstrates fairness, openness and equity
9. HR Systems and Technology
Track the usage on the HR OurPeople system and reporting on same
Update HR system data and capacitate staff on usage of same
Ensure that OurPeople system is updated at all times
Produce OurPeople monthly update report
Qualifications: Education/Knowledge/Technical Skills and Experience
The following may be acquired through a combination of formal or self-education, prior experience or on-the-job training:
Minimum Qualification required: University Degree in Human Resources Management or Industrial Psychology or any other related field.
Experience: A minimum of 3-4 years in Human Resources Management in Generalist role
Preferred: Experience in NGO added advantage & Post Graduate qualification
Technical Skills & Abilities:
Excellent interpersonal skills
Excellent communication and negotiation skills
Excellent Counselling Skills (Preferred: Trained Peer Counsellor)
Excellent Mediation Skills
Ability to multi-task (Preferred: Project Management skills)
Expert knowledge of local labour legislature
Ability to work under pressure
Team player who is detail-oriented
Ability to function in a cross cultural environment.
Working Environment / Conditions:
Work environment: Cluster-based with frequent travel
Travel: 10 - 20% Domestic travel is required.
On call: 10%