HUMAN RESOURCE OFFICER

Performance Management
– Review and continuously improve the performance review template to ensure it effectively captures comprehensive and meaningful performance data.
– Coordinate and schedule performance review meetings between line managers and team members.
– Track completion rates and follow up with line managers to ensure timely completion of performance reviews.
Talent Acquisition
– Receive and review recruitment requisitions to ensure completeness and appropriate approvals.
– Draft and publish job advertisements across appropriate platforms.
– Coordinate shortlisting, interviews, assessments, and selection processes.
– Conduct reference and background checks where necessary.
– Coordinate structured onboarding programs for new hires.
– Conduct exit interviews and document feedback.
– Ensure retrieval of all company assets (laptops, ID cards, documents, etc.).
Employee Relations
– Serve as a first point of contact for employee relations matters.
– Conduct preliminary fact-finding and investigations where required.
– Support disciplinary processes by ensuring procedural fairness and due process.
– Maintain accurate documentation of disciplinary and grievance proceedings.
– Ensure compliance with labour regulations and internal policies.
Policy Development and Governance
– Draft, review, and update HR and sustainability-related policies.
– Develop implementation plans and communication strategies for newly launched policies.
– Conduct sensitization sessions to ensure staff understanding and compliance.
– Monitor policy implementation and recommend updates where necessary.
Learning and Development
– Develop, schedule and facilitate training sessions, workshops and learning programs.
– Coordinate logistics for training programs, including venue arrangement, materials preparation, equipment setup and communication to participants.
– Track training hours, maintain accurate training records and attendance registers.
– Prepare and submit post-training reports and evaluate training effectiveness to ensure learning objectives are achieved.
Organisational Culture
– Support the establishment and management of internal committees.
– Clarify and document committee mandates, scope, and deliverables.
– Support continuous improvement by identifying innovative, bold and practical HR solutions to organisational challenges.

📌 ### 📌 Qualification/Requirements

Bachelor’s degree in Human Resource Management, Management, Organisational Development, Industrial Psychology or a related field.

### 📌 ### 📌 Minimum of three (3) years experience in a similar HR role with exposure to analytics and legal compliance.

Strong knowledge of HR compliance, labour regulations, and HR best practices.

### 📌 ### 📌 Excellent interpersonal skills, with the ability to engage stakeholders at all levels.

Excellent HR data analytics capability, including data interpretation, reporting and insight generation.

### 📌 ### 📌 Strong presentation and facilitation skills, both in-person and virtual.

### 📌 ### 📌 Exceptional writing skills for reports, policies and professional correspondence.

Strong problem-solving ability with a proactive and solution-oriented mindset.

/>High level of confidence, professionalism and emotional maturity.
Innovative, daring and willing to challenge the status quo constructively.
Effectively manage competing priorities and tight deadlines in a fast-paced environment.
Proficiency in using Google Workspace.

📌 ### 📌 Experience in integrating ESG principles into HR or organizational initiatives is a strong plus.