Chief Human Resources Officer (CHRO)

Main Duties and Responsibilities:

• Define and cascade the HR vision, strategy and priorities aligned with the strategy of the Company.
• Mobilize, assign and reallocate resources to accomplish human resources strategies as required.
• Develop and implement or approve human resources and administration related policies and procedures that ensure consistency, transparency, clear demarcation of duties and responsibilities.
• Articulate and prioritize Company wide and business unit specific HR roadmaps, projects and initiatives.
• Define and implement HR operating model that is most impactful to meet the Companys business goals.
• Conduct forecasting and scenario planning to understand the current and future development requirements of Ahadu and plan human resources programmed accordingly.
• Monitor the alignment of the organizational structure of Ahadu and individual units under Ahadu with the strategic and operational requirements and initiate appropriate organizational development programs to ensure alignment, increased effectiveness and efficiency.
• Support Ahadu with large scale change to assure the strategic integration of new organizational structures (can include acquisitions, mergers or reorganizations) and coordinate organizational change and development programs designed to improve people and organization practices at Ahadu.
• Lead the development and management of an organizational culture conducive to productivity, employee engagement and retention.
• Develop overarching Talent Management Strategy and Framework aligned with business objectives, using all available levers including employee value proposition (EVP) and employer brand.
• Lead the development and implementation of key talent management and development programs including succession planning, career development, learning and development, leadership development, workforce planning, sourcing, performance management, and total rewards.
• Lead the design and implementation of systematic processes to job design, job analysis, preparation of job descriptions and specifications, and to assess job content, evaluate job sizes, and match jobs relative to market benchmarks (job evaluation).
• Establish close relationship with employment agencies, universities, professional societies and other pertinent bodies to recruit managers and professionals and to maintain a pool of potential candidates to fill vacant posts in the future.
• Manage the recruitment and selection process in such a way that the right people with the right attitude, qualification and skill are employed.
• Participate in recruitment and selection decisions in relation to appointment of Directors, Managers and Heads.
• Institutionalize induction and orientation programs for new staff.
• Lead the design and execution of competitive and effective rewards programs covering reward and recognition philosophy, executive reward, employee reward and benefits policies and procedures to encourage employee behavior towards the achievement of organizational goals.
• Develop and implement appropriate plan to enhance the maturity of the employee performance management process through regular review and improvement of the process.
• Monitor that performance planning, review and coaching for staff at all levels are conducted according to Ahmadus employee performance management timelines, policies and guidelines.
• Lead the design and implementation of effective variable pay/incentive programs as well as financial and non-financial recognition programs that are aligned with the business requirements and talent strategy of Ahadu to drive enhanced business performance.
• Define policy, strategy and processes for learning and development of employees and leaders.
• Lead the assessment of learning and development needs of employees and executives, and the design and implementation of appropriate learning and development programs.
• Establish and maintain effective employee relations program and employee grievance handling mechanisms.
• Monitor the proper implementation of the Companys employee welfare programs and ensure their compliance with legal requirements as well as their effectiveness in effecting the required level of employee health and safety.
• Develop and maintain key metrics and success measures, monitor results, identify and mitigate talent and workforce-related risks.
• Advice senior management of the Company on talent, workforce and workplace issues
• Initiate the development and updating of standardized Human Resources Administration formats.
• Participate in the acquisition, maintenance, upgrading and functionality of human resource information system.
• Oversee the utilization of HR information system and ensure that all relevant HR processes are documented and automated while reviewing the data inputted into the HRIS to ensure accuracy and timely input.
• Closely follow up that salaries and benefits are managed in line with Company policies and procedures, and ensure that staff compensation and benefits is accurate and commensurate with government legislation, equitable and competitive relative to external labor market rates.
• Administer employee insurance programs to ensure that staff and their families are compensated in cases of injury or death.
• Oversee the efficient and effective delivery of general services including security, cleaning, utility, general maintenance, flow of postal messages and correspondences to ensure smooth business operations.

Generic Duties of the Position:

• Develop Departmental strategic plan and objectives and lead in their implementation.
• Prepare Departmental work plans and monitor their execution.
• Identify human resources requirements of the Department and develop plan for meeting the requirements and develop future leaders for key future HR positions.
• Develop policies and procedures for the Department and lead in their implementation and continuous review.
• Lead, motivate, inspire, develop and manage the HR organization.
• Develop, approve and monitor HR budgets.
• Review, approve and submit Departmental reports to relevant organs.
• Coach and mentor employees within the Department towards effective career development.
• Evaluate the periodic performance of his/her subordinates.
• Manage disciplinary concerns of the Department staff.
• Represent Ahadu in external relationships related with the Department.
• Take part in the Ahadus decision making process by forming part of different committees.

Qualification and Experience:

• Masters degree in Human Resources Management, Management, Business Administration, Public
• Administration or related field with eight (8) years of experience of which three (3) years should be at managerial level OR
• Bachelors degree in Human Resources Management, Management, Business Administration or
• Related field with ten (10) years of experience of which four (4) should be at managerial level.
• Experience in the consumer business industry is desirable.