Employer: G4S
Location: Ghana
Closing Date: March 19, 2014
Package Description: Remuneration and benefits will be commensurate with the seniority of the role and in compliance with company remuneration policy and practice
Job Introduction:
The Human Resources Director will be part of the executive management team and will be involved in the development and implementation of the business strategy for Ghana. The successful candidate will have to create and deliver a HR strategy that is aligned with the strategic priorities and is consistent with the Regional and Group HR strategy and standards.
Role Responsibility:
Team Work and Collaboration
Encourage the business to optimise operational efficiency and cost effectiveness through ensuring the key operational HR related processes e.g. labour cost control, pay design, recruitment, payroll, screening, time and attendance controls are continually reviewed and improved.
Ensure the business complies with the HR minimum standards and report monthly HR KPI’s. Monitor performance and use the KPI’s to identify issues and to benchmark internally/externally.
Best People
Ensure processes are in place to systematically identify, develop and maintain a pipeline of high potential managers.
Ensure appointments to key roles are filled by people with the right level of capability to perform effectively.
Customer Focus
Providing HR input to tenders and customer contracts.
Raising management performance through coaching senior managers to be effective people managers.
Ensure the business is aware of the commercial and business benefits of a well implemented diversity & inclusion strategy and strive to move beyond mere compliance with legal requirements in line with Group requirements.
Performance
Translates the business strategy into a HR Strategy that details the strategic priorities in a plan with milestones and deliverables.
Ensure the necessary capabilities are developed or acquired to deliver the business strategy and align leadership and management development to the competency frameworks and technical capability needs.
Ensure HR capability is appropriate for business needs.
Help drive business performance by ensuring appropriate schemes are in place to cascade objectives and incentives aligned to the business plan.
Ensure employees have appraisals with constructive dialogue on performance, development needs and career aspirations and that this information is used in development, talent and succession processes.
Expertise
Influence strategic thinking on organisational issues through understanding the implications of planned changes e.g. acquisitions, new sectors, services etc and how these will translate into necessary changes to organisational design, roles, people, capability building, cultural alignment etc.
Influence how organisational changes are planned communicated and implemented using the values as a framework.
Ensure management roles are graded using the Group’s broad band grading structure and that local pay research is used to align with market rates and in line with Group guidelines.
Responsible for compliance with local labour laws.
Integrity
Communicating and negotiating with employees and unions as appropriate.
Promote effectively the G4S brand and EVP’s through appropriate media channels used for recruitment. Ensure efficient and effective recruitment, selection and screening methodologies are used and that the company’s interactions with candidates enhance the group’s reputation and brand.
Ensure the business deploys appropriate strategies for managing works councils and trade union relationships constructively both inside and outside of the Ethical Employment Partnership.
Minimise the opportunity for potential disruption and maximise the ability to introduce change quickly and improve industry standards where appropriate.
Actively participate in appropriate external professional, government, employment and industry bodies to influence situations to the businesses advantage where possible.
Take opportunities to raise the profile of the organisation and to promote our brand as a good and progressive employer.
Input or advise on the organisational and people aspects of major bids to ensure the company uses this to differentiate wherever possible.
Take part in presentations to customers and customer interactions as appropriate.
The Ideal Candidate:
Significant general HR experience at a senior management level
Graduate calibre
Chartered or Fellow membership of locally recognised HR Professional membership organisation
Level A and B qualified in the use of psychometric assessments for development purposes
Apply
Location: Ghana
Closing Date: March 19, 2014
Package Description: Remuneration and benefits will be commensurate with the seniority of the role and in compliance with company remuneration policy and practice
Job Introduction:
The Human Resources Director will be part of the executive management team and will be involved in the development and implementation of the business strategy for Ghana. The successful candidate will have to create and deliver a HR strategy that is aligned with the strategic priorities and is consistent with the Regional and Group HR strategy and standards.
Role Responsibility:
Team Work and Collaboration
Encourage the business to optimise operational efficiency and cost effectiveness through ensuring the key operational HR related processes e.g. labour cost control, pay design, recruitment, payroll, screening, time and attendance controls are continually reviewed and improved.
Ensure the business complies with the HR minimum standards and report monthly HR KPI’s. Monitor performance and use the KPI’s to identify issues and to benchmark internally/externally.
Best People
Ensure processes are in place to systematically identify, develop and maintain a pipeline of high potential managers.
Ensure appointments to key roles are filled by people with the right level of capability to perform effectively.
Customer Focus
Providing HR input to tenders and customer contracts.
Raising management performance through coaching senior managers to be effective people managers.
Ensure the business is aware of the commercial and business benefits of a well implemented diversity & inclusion strategy and strive to move beyond mere compliance with legal requirements in line with Group requirements.
Performance
Translates the business strategy into a HR Strategy that details the strategic priorities in a plan with milestones and deliverables.
Ensure the necessary capabilities are developed or acquired to deliver the business strategy and align leadership and management development to the competency frameworks and technical capability needs.
Ensure HR capability is appropriate for business needs.
Help drive business performance by ensuring appropriate schemes are in place to cascade objectives and incentives aligned to the business plan.
Ensure employees have appraisals with constructive dialogue on performance, development needs and career aspirations and that this information is used in development, talent and succession processes.
Expertise
Influence strategic thinking on organisational issues through understanding the implications of planned changes e.g. acquisitions, new sectors, services etc and how these will translate into necessary changes to organisational design, roles, people, capability building, cultural alignment etc.
Influence how organisational changes are planned communicated and implemented using the values as a framework.
Ensure management roles are graded using the Group’s broad band grading structure and that local pay research is used to align with market rates and in line with Group guidelines.
Responsible for compliance with local labour laws.
Integrity
Communicating and negotiating with employees and unions as appropriate.
Promote effectively the G4S brand and EVP’s through appropriate media channels used for recruitment. Ensure efficient and effective recruitment, selection and screening methodologies are used and that the company’s interactions with candidates enhance the group’s reputation and brand.
Ensure the business deploys appropriate strategies for managing works councils and trade union relationships constructively both inside and outside of the Ethical Employment Partnership.
Minimise the opportunity for potential disruption and maximise the ability to introduce change quickly and improve industry standards where appropriate.
Actively participate in appropriate external professional, government, employment and industry bodies to influence situations to the businesses advantage where possible.
Take opportunities to raise the profile of the organisation and to promote our brand as a good and progressive employer.
Input or advise on the organisational and people aspects of major bids to ensure the company uses this to differentiate wherever possible.
Take part in presentations to customers and customer interactions as appropriate.
The Ideal Candidate:
Significant general HR experience at a senior management level
Graduate calibre
Chartered or Fellow membership of locally recognised HR Professional membership organisation
Level A and B qualified in the use of psychometric assessments for development purposes
Apply