QSST- Human Capital Business Partner job at Q-Sourcing

Share and send to your friends !

Vacancy title:
QSST- Human Capital Business Partner

[ Type: FULL TIME , Industry: Nonprofit, and NGO , Category: Management ]

Jobs at:

Q-Sourcing

Deadline of this Job:
15 August 2022  

Duty Station:
Within Tanzania , Dar es Salaam , East Africa

Summary
Date Posted: Tuesday, July 26, 2022 , Base Salary: Not Disclosed





JOB DETAILS:
About this Job:
Q-Sourcing Limited, trading as Q-Sourcing Servtec, is a manpower management solutions firm operating in the East African Region in the countries of Tanzania, Uganda, Kenya, Rwanda, and South Sudan.
On behalf of one of our Tanzania based client, we are looking for a competent and experienced Human Capital Business Partner.

Job Summary:
The Human Capital Business Partner will Implement human capital management policies, systems, and processes and carry out HC administration in line with MPL HC framework and statutory requirements.

Duties and Responsibilities:
Talent Acquisition
• Manage the talent processes to support the current and future development and deployment needs of the support functions in line with its strategies and plans
• Support the recruitment process in the support functions including certifying effective on boarding and off boarding
• Work with Specialists (in Talent Acquisition, in L&D and in Compensation and Benefits) to develop and implement talent management solutions that will underpin business priorities
• Consolidate and analyse talent data and work with line leaders to ensure that this data is used to inform talent planning as part of the business planning process
• Guarantee that all relevant legislative diversity requirements are met, and support is provided to line managers around the diversity agenda.
Performance Management
• Educate and support functional leaders and managers to implement and anchor performance management in a way that shapes the desired culture
• Support the annual goal setting processes, guaranteeing an aligned collective effort focused on strategic priorities
• Coach managers and employees on effective 1:1’s, ensuring that these are used as the primary opportunity for ensuring alignment, building superior performance and increasing engagement
• Certify a common understanding and consistent application of the performance review rating scale within Success Factors.
• Coach managers to resolve specific team or individual performance gaps and capability issues swiftly, using appropriate tools or procedures
• Coach Managers to clearly communicate the link between the organisation, team and individual performance and related outcomes (performance ratings, compensation decisions, development decisions as captured in development plans)
Organizational Development
• Lead, manage and deliver the HR aspects of all change programmes in country the support functions, while securing appropriate support from Organizational Development (OD) Specialists as needed
• Design, implement and monitor communication and stakeholder engagement plans, to guarantee understanding of the change agenda for the support functions.
• Analyse and understand the people impact of all changes and work with leaders and OD Specialists to plan appropriate mitigating actions and certify readiness for specific changes
• Track progress on implementation plans and measure the delivery of the business case
• Work with leaders and OD Specialists to certify entrenchment of specific changes and delivery of business cases, using appropriate processes and tools, e.g., adjusting goals, using new measures.
• Drive a diversity agenda using our core HR processes to deliver shifts that will enable business performance.
• Support the Head of Human Capital in the transformational initiatives to drive cultural change and greater engagement.
• Continue to look for simplification and standardisation opportunities in order to deliver the agility required for future business performance.
Employee Relations
• Build relationships with external counterparts and join communities of practice on emerging issues locally and nationally – work with Specialists to guarantee that this knowledge is reflected in the employee relations plan
• Manage the resolution of employee relations issues in the different functions, with support from Head of Human Capital, Specialists and guided by group/local policies
Employee Engagement
• Review feedback from local Organisation Effectiveness (or equivalent) surveys as well as other people data [e.g., exit interviews, KPI scorecards) to understand issues associated with engagement
• Develop and implement appropriate plans to focus on building engagement where needed
• Coach Managers to use all opportunities (1:1’s, career discussions, informal discussions) to shape strong engagement.
Administrative Support
• Developing a thorough understanding of the business’s operations, its performance drivers and metrics, in order to develop and deliver cost effective and value-added HC programs and solutions that will enhance business performance:
• Process Human Capital related invoices in SAP and follow up with procurement for LPOs and Finance-Payables for timely supplier payments
• Ensure proper custody of Learning & Development equipment, maintenance control of the Learning facilities
• Support the Head of Human Capital in following-up and ensuring implementation of Group HC programs and any other Strategic initiatives etc.
Financial Management
• Support the preparation of the in-country HC budget as per the set guidelines
• Ensure adherence to approved budget
Risk Management
• Identify the learning and development risks and develop probable actions for risk mitigation.
Compliance
• Prepare and submit HC reports

Minimum Qualification Requirements:
• Bachelor’s Degree in Human Resource Management.
• Post-SGraduate training in Human Resources Management/Development is mandatory.
• 4 to 6 years relevant working experience as a Human Resource Professional with prior experience in a manufacturing set up.

Competencies Required:
Behavioural
• Must be of unquestionable integrity, Honesty, Trustworthiness and Professionalism
Leadership
• Must be a team player
• Must be a self-starter and have an appreciation of business growth and priorities.
• Strong Leadership potential to effectively drive a learning and development agenda and operational coordination of activities.
Knowledge.
• Solid experience in SAP Success Factors, employee relations
• Advanced experience with MS Office.
• Knowledge of change management.

Skills
• Communication Skills
• Planning and Coordination Skills
• Interpersonal Skills
• Decision Making
• Managing Work (includes Time Management)

Attributes include:
• Drive for Results
• Ability to harness peer Relationships
• Creativity
• Problem Solving
• Planning

Work Hours: 8


Experience in Months: 48

Level of Education:
Bachelor Degree

Job application procedure
All candidates who meet the criteria outlined as above are encouraged to send their CVs/Resumes to: [email protected] not later than 08th August 2022
Only shortlisted applicants will be contacted.
This position is open for Local only.
For any further clarifications call 0692961040