To support the HR Manager in providing a comprehensive HR service which will include, but is not restricted to, an internal consultancy service on such matters as company policies, job evaluation, staff development, pay/remuneration and performance matters to the respective line departments. To partner with the business, providing focused advice based on supporting the needs of the line departments, and influencing them to ensure consistency in the implementation of HR policies.

Job Accountabilities

1. To Provide a comprehensive and timely advisory service to the Line department. Respond to employee queries and provide accurate and timeply advice on HR policies and procedures, ad — hoc queries, people and team development activities, employee relations, remuneration, operational requests, organisational change, Job descriptions. Share knowledge and information on HR best practice policy and procedural changes as appropriate, thus ensuring consistency in implementation is maintained throughout the company. Host HR 'clinics' and attend departmental meetings, to make services more effective and accessible to the business. Draft amendments to policies, highlighting discrepancies, identifying loopholes and ambiguities, and critique drafts raised by the Remuneration and Planning team.
2. Advise and assist Line managers and the HR Manager on manpower planning issues and drafting job descriptions. To provide an analytical and qualitative job evaluation service to the respective HR section and Line Managers, taking into account the job’s impact, and benchmarking for consistency with existing jobs in the department and wider Company.and based on benchmarks provide reccomendations and a CAJe Score / Grade.
3. Provide an effective employee relations service to line managers and staff, ensuring that advice and/or counselling is given as appropriate. This will include advising and participating in disciplinary and grievance interviews to ensure equitable treatment of staff, within policy, and that such matters are properly documented. Support and coach line managers to develop their people management capabilities in dealing with employee relations issues on a formal and informal basis. As part of the Employee relations case work, maintain relations with any relevant external parties (e.g. staff family members in case of deaths, banks, hospitals and other government bodies).
4. Provide continuous support to the corporate performance review process and line departments by advising on setting objectives, identifying competencies, identifying training needs, handling disciplinary and capability issues, assisting managers with designing development plans and conducting Prrformance management workshops Recommend any system enhancements and resolve any employee grievances with regard to the performance management process.
5. Develop and conduct an induction briefings for newly appointed senior managers, to ensure they are aware of key HR policies and procedures, and to communicate the support available from the HR team.
6. Implement people initiatives to enhance employee engagement and provide feedback to the line with suggestions for improvement. Assist the line in implementing employee feedback surveys and creating action plans. Conduct exit interviews with staff who have resigned, monitoring significant trends and highlighting these to the relevant line managers with recommendations for corrective action.
7. Produce trend analysis of statistical information on an ad hoc basis to Senior Managers of the HR Department and Line Department (on matters such as Compensation and Benefits, Job Evaluation, Performance Reviews, Manpower Planning and Control etc.) in order to initiate the decision making process, highlight problematic areas, recommend solutions/alternatives to problems and follow through in their implementation.
8. Participate as a team member in HR based projects and contribute towards developing new HR products, improved processes and systems that will enable HR be more customer service orientated and progressive.