Senior HR Manager – Middle East & Africa

About the position

This role is pivotal in shaping the company’s human resources strategy and ensuring effective people management, playing a critical role in shaping the organisation’s culture, talent pool, and overall success. As a Senior HR Manager, you will play a critical role in providing guidance to senior executive in shaping the organisation’s human resources strategies, policies, and practices. Your expertise will contribute to the success of our business by ensuring, through effective management of your team, effective talent management, employee engagement, and compliance with relevant legislation. This position requires a blend of strategic thinking, operational execution, and strong interpersonal skills.
REQUIREMENTS:

• Bachelor’s degree in Human Resources Management or related field (Honours degree an advantage).
• Minimum of 8 years of experience in HR management roles with direct liaison at executive management level.
• Strong knowledge of employment laws and regulations.
• Excellent communication, leadership, and decision-making skills.
• Proficiency in HRIS software and Microsoft Office Suite.
• Business and Financial Acumen

DUTIES:
Strategic HR Planning:

• Develop and implement HR policies and procedures aligned with company objectives and legal requirements.
• Ensure effective stakeholder management and engagement
• Drive workforce planning, talent acquisition, and retention strategies.
• Implement relevant HR Metrics and Analytics in support of the Strategic HR Plan
• Stay informed about industry trends and best practices.

Talent Acquisition:
Through close liaison with Recruitment Team, achieve:

• The sourcing and recruitment of skilled candidates to fill job openings.
• Ensure effective interview process and new hire orientations.
• Ensure a smooth onboarding process for new employees.
• Develop and drive business Talent Pipeline in line with business objectives
• Drives Talent Acquisition performance measurements

3. Managing Employee Relations and Climate:

• Manage employee relations, including conflict resolution and disciplinary actions.
• Provide business with sound guidance on dispute resolution and workplace conflict
• Ensure successful implementation of corporate transactions including transfers in terms of Sections 189 and 197 of the LRA.
• Promote a healthy working environment for staff and management.
• Handle labour disputes effectively, including liaison with representative trade unions where necessary.
• Supports the business in building a workplace culture that drives company values and objectives
• Uses relevant analytics to proactively

Training and Development:
Through close liaison with Training Department:

• Develop a training plan in support of the business objectives
• Coordinate training and development initiatives.
• Enhance employee skills and knowledge through targeted programs.
• Foster continuous learning and growth.
• Measure training actions and spend against plan
• Support Group Reporting structures with relevant reporting requirements – e.g. WSP

Benefits Administration and Compliance:

• Drive an efficient and effective HR Administrative Life-cycle programme
• Ensure that employee and line management related HR and Benefits Administration processes are embedded within area of responsibility
• Ensure that employee experience is aligned to the business processes
• Ensure compliance with relevant labour laws and regulations.
• Ensure maintenance of accurate HR records and preparation of reports in line with compliance requirements.

Leadership and Communication:

• To provide HR leadership to the business unit and relevant HR Team
• Provide guidance and support to managers and employees on HR-related matters.
• Foster trust and positive relationships within the organisation.
• Communicate effectively at all levels of management.

Risk Management and Cost Control:

• Manage risk by complying with labour laws and recommendations.
• Monitor HR costs and future recruitment needs.
• Optimise HR processes within budgetary constraints.
• Able to support business in financial risk management in relation to Remuneration Guidelines and processes

Desired Skills:

• HR lead
• Human resources
• IR management
• HR Management
• HR Manager