Job Description
Key Skills: Communication skills
Category: Middle Management
Number of Position:1
Qualification :
Bachelor of Human Resource Management, Certified Human Resource Professional (CHRP),Higher Diploma in Human Resource Management
Job Description:
1.Performance Management- Enable the realization of both short term and long term benefits for the organization by working in collaboration with the other heads of departments to develop and successfully implement the performance management, succession planning, and rewards and benefits systems.
2.Talent Management- Assess the need for talent in relation to the current and future business, including the need for specific competencies, knowledge and skills and experience to enable the business to achieve its strategic objectives. Develop, promote and implement the full range of workforce, succession planning and talent management strategies that will support the delivery of business requirements.
3.Business Strategy- Contribute to the development and review of Business Plans/Strategies for the BU. Support and guide the SBU in the proactive implementation of corporate HR policies and procedures.
4.Business Process Improvement- Work with the management team to identify opportunities for productivity improvements, via review of organisational structures, streamlining of business processes, and continuous improvement.
5.Change Management- Act as a catalyst for change and innovation driving cultural change to transform service delivery and improve organizational effectiveness, and embed corporate values; facilitate organisational/cultural change by engaging people in the identification / understanding of the need for change.
6.Workforce Planning- Monitor and review workforce data in order to spot staffing risks and issues as well as opportunities for future improvement.
7.HR & Organization Development Strategies- Work closely with the senior team to identify the current and future needs of the clinical Business and design HR & OD strategies, plans, and interventions to ensure the departments are equipped to achieve them.
8.Engage with and develop proactive relationships with the Shared Services Centre, particularly in relation to the transactional HR and payroll teams and ensure that the transactional HR staff in the Shared Services are updated of developments in pay, conditions of employment, training courses, leave and other aspects of HR administration
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