Job Description

Follow-up on employee documentation; review and filing the documents
Sends mails to guarantors and previous references for validation
Files acceptable responses and flags risk cases
Represents the company alongside the company legal representative in cases of employee litigation
Follows up on employee claims with insurance houses
Mobilises staff for various corporate or welfare activities
Proposes employee engagement and end of year activities
Liaises with Admin Department to organise logistics for events
Keeps a tracker for employees due for confirmation, leave, resumption, birthday, disciplinary issues etc.
Ensures all employees have their HMO and the HMO plan is active
Conducts job evaluation surveys
Liaises with managers and interviews employees at all levels to identify and assess training and development needs
Sources vendors to help execute training plans
Designs and assesses training programmes.
Ensures proper communication, setup and administration for training courses
Designs and assesses training programmes
Delivers and oversees the training of individuals or groups of employees
Compiles and presents information
Implements, advises on and monitors appraisal schemes
Supervises and monitors progress made via training programmes or schemes
Ensures employees receive statutory required training
Develops Job Descriptions and Person Specifications alongside the business line leaders
Partners with business lines stakeholders to develop KPIs for each role in line with business strategy, budget etc.
Ensures targeted communication and capacity building programs in the performance management process to enable managers to effectively evaluate and measure individual and team performance and to optimize
performance and productivity
Collects daily, weekly or monthly timesheets for overtime or contract staff where applicable
Calculates bonuses and allowances
Prepares employees’ compensation by the end of each month using payroll software
Reports on payroll expenses
Ensures wages and tax withholdings comply with regulations
Answers questions about compensation, benefits, taxes and insurance deductions

Requirements

3-5 years of experience as a Human Resource Business Partner
BSC / HND degree in any relevant discipline
Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, diversity, performance management
CIPM Certification and/or any other HR certification is an added advantage
In-depth knowledge of labor law
Proficient in Microsoft Office Application
Experience with HRIS (Human Resources Information System) software.​
Excellent organizational skills and attention to details