Plan, develop and implement strategies for HR management and development, including recruitment and selection policy/practices, discipline, grievance, counseling, pay and conditions, contracts, training and development, succession planning, morale and motivation, culture and attitudinal development, performance appraisal and quality management issues.?
Oversee management and employee relations (including coaching/counseling, influencing, performance management, and change management) to ensure a highly effective workforce capable of achieving business goals and objectives while maintaining high ethical standards and legal compliance.
Partner with the management team to evaluate organizational development needs and resolve gaps to develop an effective, capable workforce through organizational design, communications, training, development and coaching.
Partner with line management to design, implement and administer compensation and benefit programs to drive performance and ensure fair, equitable, competitive, and cost effective programs.
Establish and maintain appropriate systems for measuring necessary aspects of HR development.
Monitor measure and report on HR issues, opportunities and development plans and achievements within agreed formats and timescales.
Manage and develop all direct reporting staff.
Supervise the payroll process.
Manage and control departmental expenditure within agreed budgets.
Liaise with other management so as to understand all necessary aspects and needs of HR development, and to ensure they are fully informed of HR objectives, purposes and achievements.
Maintain awareness and knowledge of contemporary HR developments and methods and provide suitable interpretation to directors, managers and staff within the organization.
Contribute to the evaluation and development of HR strategy and performance in co-operation with the executive team.
