Human Resources Manager - Tsinga-Village

Main duty The Human Resources & Legal Manager will be responsible for defining, managing and implementing the company’s human resources management policy, in line with its strategic orientations and development objectives. He/she supervises all HR processes, advises management and managers on personnel issues and ensures that company practices comply with applicable social legislation and regulations. He/she also contributes to the anticipation and control of social and legal risks related to human resources management.

Main duties

• 1. Management of the Human Resources function

Responsibilities

The incumbent of the position will be responsible for: Define and deploy the company’s HR policy and procedures; Manage all processes related to human resources management; Advise the Directorate on HR, social and organizational issues; Support operational managers in the management of their teams; Supervise personnel administration; Ensure the proper maintenance and updating of individual employee files;

Other information

Supervise the management of employment contracts, endorsements, agreements and other contractual documents; Oversee the monitoring of leave, absences, delays and other administrative situations; Ensure the reliability and confidentiality of personnel data; Implement and monitor HR dashboards and indicators; Produce HR reports for the Management; Identify the needs for improvement of HR processes and tools.

• 2. Recruitment, integration and talent management The HR Manager will, in particular: Identification of recruitment needs with operational managers;

Candidate profile

Validation and dissemination of job profiles; Supervision of the recruitment and selection process; Implementation and monitoring of the integration process for new employees; Follow-up of the trial period and confirmation decisions; Identification and monitoring of talents and potential collaborators; Predictive management of jobs and skills (GPEC); Anticipating future skills and staffing needs; The implementation of actions to promote employee loyalty and development.

Education / Qualifications

• 3. Performance, training and skills development As such, he/she will be responsible for: Lead the annual evaluation process and performance monitoring; Ensure the definition and monitoring of individual and collective objectives; Accompany managers in the evaluation and development of their employees; Identify training needs; Develop and follow the skills development plan; Evaluate the effectiveness of training actions; Propose mechanisms to strengthen the skills and performance of teams; Implement tools to monitor career paths and employee development.
• 4. Social relations and management of individual situations The HR Manager will also ensure: Management and monitoring of relations with employees; Supporting managers in managing individual and collective situations; Prevention and management of conflicts within the company; Supervision of disciplinary procedures; Management of resignation, termination, dismissal and end of contract files; Monitoring of sensitive situations presenting a social or legal risk; Participation in maintaining a constructive social climate; Representation of the company, when necessary, with the relevant social partners and administrations.
• 5. Legal advice and security of HR practices As part of his/her responsibilities, the HR Manager: Ensure permanent monitoring of labour legislation and regulations applicable to the company; Ensure compliance of HR practices with current legal and regulatory provisions; Advise the Directorate and operational managers on labour law issues; Analyze HR situations presenting a legal or social issue; Secure employment contracts, endorsements, agreements and other acts related to the employment relationship; Oversee the compliance of disciplinary procedures; Securing the procedures for termination of the employment contract; Identify, assess and prevent legal and social risks related to personnel management; Supervise the preparation of letters, notifications and social documents; Ensure relations with social and labour administrations and bodies; Supervise the handling of pre-litigation and litigation cases related to labour relations, in coordination with external advice of the company when necessary; Monitor legislative and regulatory developments and propose necessary adaptations to internal policies and procedures.
• 6. HR Policy, Organization and Continuous Improvement The HR Manager will actively contribute to the evolution of the organization by: Participating in the definition of the company’s HR strategic orientations; Analyzing organizational needs and workforce changes; Proposing improvements to the organization and internal processes; Developing and updating HR policies, procedures and tools; Ensuring the harmonization of HR practices within the company; Contributing to the development of a managerial and professional culture adapted to the objectives of the company; Identifying HR risks and proposing preventive and corrective measures; Accompanying organizational evolutions and transformation projects of the company.
• 7. Management and supervision of the HR team The HR Manager may be required to supervise and supervise the team in charge of human resources. As such, he/she must in particular: Organize and distribute HR team activities; Set priorities and monitor the achievement of objectives; Control the quality and conformity of the work carried out; Accompany and develop the skills of HR employees; Ensure coordination between the HR function and the different departments of the company; Ensure compliance with procedures and deadlines.

Experience

We are looking for an experienced professional, with a solid experience in Human Resources, complemented by a good command of labor law and social relations. The candidate must be able to work both on the operational issues of the HR function and on issues requiring a strategic, organizational and legal vision.

Education / Qualifications

Bac+4/5 in Human Resources Management, Human Resources Management, Social Law or related field; Further training in Labour Law, Social Law or Business Law is a major asset;

Candidate profile

Profiles with a dual competence Human Resources + Law will be particularly appreciated. Written and spoken English is a major asset. Experience

Responsibilities

A minimum of 3 to 5 years experience in an HR function, including significant experience in a position of responsibility; Experience as HR Manager, HR Business Partner, Personnel Administration Manager or in a similar function would be highly appreciated; Experience in transportation, logistics or an environment with significant operational issues is an asset; Experience in social relations management and labour law is desired; Experience in the management or supervision of an HR team would be an advantage. Technical skills The candidate must have a solid command of the following areas: Labour law and social regulation; Administrative management of staff; Management of individual contracts and files; Recruitment and integration; Performance and talent management; Training and skills development; Predictive management of jobs and skills (GPEC); Social relations and conflict management; Disciplinary procedures and management of breach of contract; Prevention and management of social and legal risks; Development and monitoring of HR indicators and dashboards; Development and implementation of HR policies and procedures; Office tools, including Word and Excel; Professional analysis, reporting and writing skills.

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