SENIOR BUSINESS PARTNER

Transcription

1 SENIOR BUSINESS PARTNER Location: [Africa] [Malawi] Town/City: Lilongwe Category: Human Resources Job Type: Fixed term, Full-time % Time Major Activities End Results Expected 10% Partners with NO managers and employees in the implementation of P&C strategies and policies Providing assistance and guidance to managers and staff through elaboration, interpretation and application of human resource policies, programs, and practices. Coach Managers on P&C and people management practices. Maintain current understanding of the NO strategy and people related issues by highlighting people implications as it pertains to various processes in the NO. Participate in the development of the annual P&C strategic plans. Support in the process of reviewing policies on an annual basis and advice managers and staff of any revisions.

2 Strong partnership with managers in all P&C related issues knowledge on best practices provided to improve people related priorities Proper procedures and policies are met and adhered to. Strategic support, reports and information provided as needed so that managers can make informed decisions. 30% Partner with managers in the implementation of strategic approach to human resources administration. Provide full life-cycle support to hiring managers regarding recruiting needs, including reviewing job profiles, posting, sourcing, interviewing, and facilitating the selection of candidates in alignment with P&C guidelines and internal processes; Maintain a data bank of potential candidates for future recruitment needs including proper filing of all recruitment documents Facilitate on-boarding processes in the NO including enrolment of new staff into benefits programs as appropriate. This includes coaching managers to effectively give comprehensive induction to new/promoted staff; lead in the implementation of the zonal orientation program and present the P&C portion. Monitor and track Our People transactions pertaining to position changes, cost centres, hiring and separation processes, employee data, contracts, leave management, LDR ensuring accuracy of data and managing errors. Oversee the maintenance of the all P&C documentation and filing system Page 2/6

3 A strong end-to-end service delivery model will exist within People & Culture creating a smooth process for clients Drive Accountability and ability to measure the work completed. Utilize tools and systems to influence decision-making 20% Promote performance management approach to supervision and career development in the NO. Elaborate and implement the protocol for performance agreements and appraisal process this includes: facilitating the process, elaborating performance evaluation indicators in consultation with zonal management and facilitate the performance moderation sessions in the NO. Support to effective management of staff development this includes; establish and monitor implementation of NO development plan and individual development plans that are in line with the NO capacity development strategies in collaboration with the NO management; Provide effective counseling to staff on career advancement, development needs, learning possibilities. Support zone management in the implementation of strategic staffing policies in line with career development and succession plans. Ensures consistency in the implementation of P&C -related programs within the NO, such as rewards and recognition and employee development initiatives.

4 Scan the broader business environment on an ongoing basis for trends and issues that may affect talent management in the NO by analyzing exit interview documents. Effective processes in place to successfully manage talent and drive a high performing culture Drive Accountability and ability to measure the work completed 20% Partners with NO managers in ensuring effective employee relations and engagement Provide guidance, counseling, and training to managers and employees on procedures to handle grievance and discipline issues. Actively investigate and recommend solutions to grievance and discipline issues including disciplinary and grievance hearings in a quick and efficient manner. Advise line managers on ER matters that may arise- making reference to Malawi Labour Laws, WVI and WVM policies Drive employee engagement processes for the NO by encouraging participation in Our Voice annual surveys and facilitate action planning. Drive Staff Care initiatives in the NO including staff welfare recommendations and offering Peer Support to the staff who are in need of Peer Support in cases of critical incidents. Report incidences involving staff to the P&C Director and report on the Integrated Incident Management System including conducting investigations as requested Effective processes in place to successfully resolve employee grievance, conflicts and manage

5 discipline. A strong end-to-end service delivery model will exist within People & Culture creating a smooth process for clients 5% Act as a Change Agent for the NO business Units Provide expert P&C support to managers and staff going through organizational restructures. Evaluate the impact of proposed changes on employees, and in collaboration with the P&C Director, manage change to minimize disruption to the business. Actively partner with NO leadership and work with them to collaboratively identify practice improvement. Strong linkage between business units and P&C will create more sound and fair business practices. Strategies for people programs and processes will be put into place that positively impact the employee life cycle 15% Be the focal point for NO P&C Reporting: Support the P&C Director with compiling P&C reports liaising with the Business Partners on P&C Scorecard, MMR, monthly returns and annual reporting ensuring quality of the reports.

6 Powered by TCPDF ( Update the cases on the Integrated Incident Management System on a monthly basis. Be the NO focal point for the Our People System and liaise with Global Centre team and the National Office Analyze a broad range of P&C data to identify valid insights, and convert these insights into recommendations the business can use to make decisions Drive Accountability and ability to measure the work completed. Utilize reporting tools and systems to influence decision-making Page 6/6