Tous les infos sur l'emploi et stages au Cameroun - Douala, Yaounde, Buea, Bafoussam, Bamenda, Kribi etc. ------ Join Akwajo ... Read more
Mission/ Core purpose of the Job:
To lead and manage the Human Resource management agenda in the designated business units through building
capabilities, undertake talent management planning, and driving implementation of HR programs, processes
and systems to achieve shared company objectives and goals.
Strategy Implementation:
- Enable the business function to achieve business objectives.
- Facilitate the People Agenda and drive an increase in employee engagement.
- Assist in the creation of sub-divisional strategy in line with overarching divisional goals
- Ensure effective implementation of sub-divisional strategy by means of providing
direction, structure, business plans and support
Governance:
Adhoc and Operational Meeting
- Set up / participate in adhoc and operational meetings
- Report at process and functional level
Escalations:
- Manage and resolve escalations that have impact on critical path of service delivery
- Escalate issues that will result in significant time, scope, employee / client or cost impact if not resolved
- Manage and provide solutions to issues that require formal resolution
Opco Operational:
- Set up and manage project status meetings
- Review and identify key risks, issues and dependencies and set mitigation actions
- Manage budgets
- Sign-off / make decisions regarding operational changes
Performance:
- Provide input to the performance review against agreed KPIs
- Create and monitor plan for continuous improvement
Reporting:
- Provide input into the review of monthly reports relating to progress made within the sub-
division and in accordance with the measurement metrics set by the organisation
- Review reports on specific projects as per the defined timelines as and when necessary
Budgets:
- Assist in managing the sub-divisional budgets in line with business objectives
- Assist in managing project initiative budgets in line with business objectives
Operational Delivery:
- Attend strategy sessions and operational business meetings within assigned function to
identify the correlating HR Actions – proactively develop a People Agenda to ensure that
the business meets its objectives. At the minimum, the People Agenda should speak to
improving employee engagement, resourcing and developmental needs as well as include
a plan that assures the retention of top talents in the function.
- Know the business of the assigned function(s), strengths, weaknesses and dependencies
and support the execution of business objectives.
- Drive the employee engagement plan and conduct pulse check with staff to ensure that
the plan is yielding the desired results. Use feedback to improve the organisation.
- Facilitate the implementation of HR processes in assigned business function specifically
Recruitment, Performance Management, Learning Delivery, etc.:
- Support the recruitment processes through driving the on boarding and induction of new staff
for the assigned department(s) in to the organization.
- Facilitate the implementation of employee performance management process and provide
consultative guidance and coaching to managers on developing and communicating business goals
and objectives to employees.
- Provide guidance in the implementation of all OD processes and designs for the assigned
departments. This includes input to workforce plan/staffing model based on approved budget.
- Understand the generic developmental needs of employees within the function(s) and
provide input into solution development.
- Support the grievance/disciplinary process by working with line managers to ensure resolution.
- Provide advisory and coaching support to line managers in the implementation of HR best practices
for all people related issues in the assigned department.
- Interpret HR Policies and Processes and continuously provide feedback to the Centre of Excellence
(Process Owners) to improve HR processes.
- Drive participation in employees’ surveys knowing the impact on level of participation to
addressing business issues.
- Facilitate the implementation of Change Management plans to drive the integration of structural
or process reviews.
- Any other work assigned.
Key Performance Indicators - Indicators of success (Strategic)
1. Financial – Value created by optimising business projects and reducing spend on Unit budget.
- Enterprise Financial Health (Revenues, EBITDA, ARPU & other financial health ratios) - translating revenue growth formula & objectives into results.
- Business growth, value created & cost-effectiveness achieved by process optimization, new initiatives and improved operations etc.
2. Internal - Value created from executing Unit operations:
- Value created by increase in customer base, product sales, contracts signed etc. for
products and services.
- New business opportunities from products launched, sector/market growth, product/process
Apply for this job
cancel Send application
Enter your email address
