Operational

A. Strategy 

• In liaison with the Business MD, GM HR and Group HR Director create a HR strategy for the Store and the annual HR Plan.
• Communicate plans and progress against the plan to the HR Function and the Business Units. 
• Create and support a continuous improvement environment for HR Activities within the Business Units.

1. Capability

• Ensure new employees are properly inducted into the business and given support to become productive as quickly as possible.
• Develop succession plans and retention strategies for key talent and positions.
• Develop and execute a learning and development plan that equips individuals with necessary skills. 
• Formulate and implement performance management plans to improve performance or assist with exit from the organisation.
• As part of the HR Plan specify training initiatives required to support the business, liaise with Group Training Department to ensure appropriate initiatives are delivered. 
• Ensure training needs of key and high potential staff are identified and delivered. 
• Ensure all key positions have identified successors.
• To ensure compliance to HR policy is maintained.
• Review and strengthen business internal controls and procedures.
• Ensure compliance of DOA and provide leadership on process and governance.
• Ensure compliance with laws, regulations and other requirements. 
• To ensure that Emiritization focus is maintained and diversification goals are reinforced and achieved. 

Commercial

• Act as a trusted business partner and coach to senior line management. 
• Consult and support line managers across the business units. 
• Focus on measuring the employee engagement of the business units and take actions necessary to improve it. 
• Advise, coach and mentor management and HR team on people related issues.
• Act as change agent and facilitate transition. 

Workforce Optimisation

• Play an advisory role in creating and managing a lean and multi-skilled workforce. 
• Support and facilitate the implementation of business structure reorganisation and consolidation to deliver efficiencies. 
• Play a key role in communicating organisational messages and monitoring feedback within the business units. 
• Ensure compliance with localisation policy and targets. 
• Look at business unit productivity and take necessary actions to improve it.

Financial

• Provide line management with regular and financial reporting of employee costs.
• Ensure annual manpower budgeting exercise is conducted accurately and efficiently. 
• Create, obtain approval for and manage HR Department budget.
• Ensure HR Team adherence to the business financial systems and processes.
• Manpower planning on an annual basis.

People Management and Development

• Prepares action plans by individuals as well as by team for effective search of sales leads and prospects.
• Provides timely feedback to senior management regarding performance.
• Provide effective leadership to a culturally diverse team of sales staff.
• Be responsible for selection of competent staff and their on-going motivation, training and development.

Required Skills To Be Successful:

• Change Management
• Organisational Development
• Management Development
• Performance/Compensation Management
• Recruitment & Selection, Employee Relations, Mentoring/Coaching
• Human Capital Metrics
• Analytical skills, financial modeling skills, good communication skills and problem solving skills.

What Qualifies You For The Role:

• Five years HR Generalist Experience.
• Previous experience as a HR Business Partner.
• Human Resource , Psychology or Business Management Degree
• CIPD qualification desirable
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