HR Manager

Build HR team to support dynamic and innovative business growth/change

• Actively and proactively work to build a strong team to support the business in achieving its objectives;
• Lead the HR team including Talent, Learning & Development, Employee Engagement, Reward and Transactional HR to provide fit for purpose, dynamic and innovative people support to the business;
• Develop and implement HR initiatives and policies/procedures in line with organisational objectives;
• Contribute to long term goals around business and people development including succession planning and talent acquisition;
• Financial planning for the HR department including creating and managing the HR annual budget.

Strategic Thinking

• Deep understanding of key business drivers, goals, vision and values and how the people influence these;
• Liaise directly with CEO/CFO and be accountable for the performance of the HR function as well as providing strategic counsel on all people matters;
• Work closely and in partnership with the CEO/CFO and senior management team to set direction and challenge the norm;
• Act as a trusted advisor who is comfortable giving opinion and expertise.

Talent Management

• Develop a vision and mission for SPCI-HELM’s learning and organisational effectiveness principles and programme;
• Evolve leadership at SPCI-HELM and employee potential models/succession plans to ensure the Company can support the needs of current and future leaders at all levels;
• Enhance soft skills training and development portfolio, leveraging internal and external content and resources;
• Identify opportunities to enhance talent and succession processes;
• Implement coaching and mentoring programme leading by example;
• Serve as the internal consultant for designing and driving talent transformation and change. (Provide insight, education and perspective to discussions and decisions relating to talent, organisational change management and people development).

Employee Engagement

• Design and develop employee feedback programmes/schedules;
• Lead the analysis of employee feedback and data with the aim of creating a better working environment and engaged culture;
• Taking oversight of the company’s culture;
• Deploy effective communication strategies and success metrics;
• Develop company wellbeing, health and counselling policies/programmes.

Reward

• To ensure that pay structures and benefits plans are competitive and designed/managed to attract and retain talent;
• Define a fair, equitable and competitive total compensation and benefits package that fits and is aligned to SPCI-HELM strategy and business goals;
• Make data-based decisions on direct/indirect financial and non-financial compensation;
• Participate in salary and labour market surveys to determine prevailing pay rates and benefits.

Change Management

• Drive and manage change to promote growth and development for the business and its people;
• Ensure full compliance with any regulatory requirements as such changes are built and implemented into policies and procedures.