Organisational structure showing the position with two positions above and two positions below. Commissioner General

Transcription

1 JOB PROFILE 1. POSITION DETAILS JOB TITLE : Chief Human Resources GRADE : 8 Officer DIVISION : Human Resources REVIEW DATE : April 2018 LOCALITY : LRA Head Quarters POSITIONS NUMBER : JOB HOLDER : MANAGER : NO OF JOB HOLDERS: One 2. APPROVALS APPROVED NAME SIGNATURE DATE Supervisor Manager 3. ORGANISATIONAL STRUCTURE Organisational structure showing the position with two positions above and two positions below. SUPERVISORS DESIGNATION (2 nd Level Above) LRA Board SUPERVISORS DESIGNATION (1 st Level Above) Commissioner General INCUMBENT Head HR Subordinates Designation (1 st Level Below) Senior Manager -Training and Development Subordinates Designation (2 nd Level Below) Manager- Training & Development Manager- Organizational Development Manager- HR Operations

2 JOB PROFILE PAGE 2 4. POSITION SPECIFICATIONS 1. EDUCATIONAL (Minimum level necessary to perform the job). Qualifications Postgraduate Degree in Human Resources Management/Labour Relations/Business Administration/Organizational Development or related discipline OR First degree in the above mentioned qualifications 2. EXPERIENCE (Minimum necessary before being considered for the Job) 8 years relevant work experience, 3 of which must be at Management level OR 10 years relevant work experience, 5 of which must be at Management level 3. TRAINING (Essential training received in addition to the above experience to perform the job). LRA and HR Strategy, policies and Procedures Strategic HR Management Relevant legislation 4. PERIOD OF ON-THE-JOB TRAINING 6-12 months 5. CORE COMPETENCIES Interpersonal (relationship) skills Advanced communication (written and verbal) Problem solving Strategic Management Behaviour change and Influence Analytical ability Critical judgement Persuasion Decision making

3 JOB PROFILE PAGE 3 6. Executive Committee Competencies Collaborative: active willingness to work in cooperation with others to achieve a common goal Accountable: taking ownership, holding oneself and others accountable for delivery, leading in action to resolve issues, open to feedback and critique Change Leader: proactively identifying and driving change in their area, strong change manager Capability Builder: driving talent development, proactively identifying capability gaps and develop strategies to address, a good coach for their team Responsiveness: flexible and readily responds positively to the changing environment Strategic Leadership: able to express a strategic vision and motivate others to acquire the vision Business Acumen: takes a holistic view of the business; thinks business-first, function second; able to contribute and challenge beyond their functional expertise Client Centric/Service Oriented: able to anticipate and accommodate customers needs and design interventions towards service excellence. 7. PURPOSE: Provide guidance and support in the management of the LRA Human Capital through development and implementation of effective HR Strategies and Programs. Key Performance Areas 1. STRATEGIC PLANNING Key tasks Participate and contribute in the development of the LRA s long term and short term strategic direction Develop divisional contributions to the LRA 3 year Strategic Plan and the Annual Business Plan to ensure alignment Develop and review operational plans for the division and ensure alignment and coordination with direction taken by the entire organization to facilitate implementation of the business plan Align divisional strategic initiatives with best program and project management practices to ensure they achieve their intended outcomes Identify and evaluate strategic risks that impact on LRA and the division and ensure successful implementation of mitigating initiatives Organize and restructure the division in line with internal processes and best practice for effectiveness and efficiency Communicate divisional strategies with other divisions and liaise with external stakeholders for exchange of information and soliciting support for implementation of initiatives Ensure that the core values of the LRA are upheld by staff in order to create a value driven culture

4 JOB PROFILE PAGE 4 2. POLICIES,SYSTEM S AND CONTROLS 3. LEADERSHIP AND MANAGEMENT Develop systems, policies and procedures to enhance management and delivery of work in the division and LRA to provide high level service to clients Develop standards of performance and monitor their implementation for all areas of work. Set performance indicators and measures in all areas and ensure compliance to those Develop and review the process manuals and standard operating procedures for alignment with best practice Develop appropriate HR policies and procedures to provide high quality human resources Ensure that the core values of the Authority concerning people are upheld through development, implementation and monitoring of policies relating to fairness, equal opportunities and the management of diversity Oversee the consistent implementation of Human Resources Policies and review HR policies to ensure relevance to the internal and external environment Set and clarify goals for the achievement of strategic and operational objectives and ensure accountability for agreed results Plan, manage and control resources within the division for efficient and effective acquisition and utilization Plan and direct employee development, performance management processes and programmes to enhance staff capability and capacity Monitor and coach divisional team through setting performance targets, giving feedback and confronting limitations in performance and supporting staff to improve Drive development of talent in the division by proactively identifying performance and capability gaps and putting in place measures to close these Contribute towards the executive leadership team goals for management of LRA business, subordinating own divisional goals to organizational goals and contributing and challenging beyond own division Proactively identify, plan for and drive change in the division and assist with managing change in the organization Proactively design and implement interventions that ensure a responsive and efficient service to clients by taking initiative to understand clients needs 4. LEARNING & DEVELOPMENT Oversee the design, development and monitoring of the implementation of the Learning and Development Strategy that support individual and business needs Ensure alignment of learning and development interventions with performance management and talent and career management plans

5 JOB PROFILE PAGE 5 Key Performance Areas 5. ORGANISATIONAL CHANGE AND DEVELOPMENT 6. CAREER AND TALENT MANAGEMENT Key tasks Advise Management on the development and implementation of OD and change management interventions (incl. org design review) to ensure that the LRA meets its mandate and improves cost effectiveness of services rendered Ensure that organisation change is designed to improve individual and organisational effectiveness Advise Management on trends relating to HR data such as employee exits, absenteeism etc. with a view to introduce/improve the necessarily corrective interventions Oversee effective implementation and ongoing improvement of the performance management system Work closely with Planning and Modernisation to ensure integration of individual and organisational performance Advise Management on the most effective utilisation and development of human resources Put in place a Talent Management, recruitment and selection of the right people to ensure that the right numbers with the right skills are available Oversee the development of manpower and succession plans and ensure their implementation 7. COMPENSATION AND BENEFITS 8. EMPLOYEE RELATIONS AND WELLNESS Ensure that reward practices are equitable, competitive and sustainable and will attract, retain and motivate employees. Keep abreast with the latest developments in good HR reward practices and trends and maintain best practice approach Benchmark reward practices with peer organisations, and relevant Government institutions. Ensure the fair application of business and market driven reward systems which are supportive to a strong performance culture Advise Management in respect of Industrial and Labour Relations. Ensure the implementation of staff wellness, health and safety practices in order to ensure the health and wellbeing of LRA s workforce. 9. PREPARATION OF REPORTS Produce monthly and quarterly reports on implementation of divisional initiatives for accountability and performance monitoring Consult all internal stakeholders to compile other reports as may be necessary Develop standards of performance and ensure reporting against such standards to ensure effectiveness