Job Summary
We are looking for a top-career professional to step into a Chief Human Resources Officer role who will be responsible for developing and executing human resources and workforce strategies to support the company’s Mission, business plans, and strategic goals. The role reports to the CEO.
Minimum Qualification:
Degree
Experience Level:
Management level
Experience Length:
10 years
Job Description
Are you an exceptional performer who wants to be part of an organization that can match your ambition? This is an exciting opportunity to make a significant impact in a high performing pharmaceutical manufacturing and distribution company.
Main Responsibilities include but are not limited to:
Develop and implement Human resource strategies and plans to support the achievement of business objectives.
Demonstrate a commitment to equity, excellence and high expectations for all employees by developing and deploying organizational policies and structures that remove barriers and foster inclusion for all.
Oversee/lead talent acquisition, career development, succession planning, and retention, training and development, compensation and benefits programs across the business.
Ensure that the organization develops a high-performing, results focused, mission-driven culture.
Develop and implement compensation and benefits programs, including job descriptions, job classification, grading and salary structure which are competitive and cost effective.
Maintain an effective program of compliance with human resource related laws and regulations and manage relationships with compliance agencies.
To be considered for this role you must among others, have/be:
Bachelor’s Degree in Human Resource Management, Psychology, Social Sciences or any other relevant discipline from a recognised & accredited University.
Postgraduate Degree in business management, human resources or related field (Considered a plus)
Professional Certification like CIPD, PHR and SPHR (Considered a plus).
At least 10 years of professional Human Resource Management experience in all aspects of Human Resource Management and Employee development in an industrial environment, including experience in a multinational environment.
Human Resource Management Experience in a manufacturing environment with 300+ employees
At least 3 – 5 years of Human Resource Management Experience at a senior Level
Demonstrated expertise in strategic Human Resource Management (HR planning and policy, talent management, employee selection, compensation, benefits, training and employee development, employee relations, and performance management.)
Demonstrated knowledge and expertise in change management and driving cultural change
Demonstrated knowledge and expertise in conducting and leading successful negotiations with Unions
Thorough knowledge and understanding of regulations, industry trends, current practices, new developments, and applicable laws regarding human resources.
Demonstrated experience in company restructuring
Demonstrated experience in Corporate Affairs and Public Relations (Considered a plus
Demonstrated experience in working effectively with C-suite leaders, Board of Directors, Board Sub-committees and external stakeholders including regulatory bodies
Proficient in Microsoft Office Suite /Related software business and human resources related computer applications/software, which may include talent management systems, time and attendance systems, etc.
A self-starter
Entrepreneurial
Results Focused
Excellent supervisory skills and leadership capability – able to engage others around the business agenda, in strong and authentic business partnerships
Excellent analytical and problem solving skills
Excellent verbal and written communication
Excellent interpersonal and conflict resolution skills
All applications should be forwarded by email with a covering letter together with a full CV detailing experience and qualifications, current salary and benefits to **********
The subject of the email should refer to the position being applied for.
Only shortlisted candidates will be contacted.
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