Job Description

A reputable Manufacturing Company in Accra is searching for an experienced, Honest, Energetic Human resource Manager. 

The Human Resources Manager will guide and manage the overall provision of Human Resources services, policies, and programs for the company. The major areas the Human Resources Manager manages will include:

• Recruiting and staffing;
• Organizational departmental planning;
• Performance management and improvement systems;
• Organization development
• Employment and compliance to regulatory concerns regarding employees;
• Employee onboarding, development, needs assessment, and training;
• Policy development and documentation;
• Employee relations;
• Compensation and benefits administration;
• Employee safety, welfare, wellness and health;
• Employee services and counseling.

The Human Resources Manager originates and leads Human Resources practices and objectives that will provide an employee-oriented; high-performance culture that emphasizes empowerment, quality, productivity, and standards; goal attainment, and the recruitment and ongoing development of a superior workforce.

The Human Resources Manager is responsible for the development of processes and metrics that support the achievement of the organization's business goals.

The Human Resources Manager coordinates the implementation of people-related services, policies, and programs through Human Resources staff; reports to the CEO; and assists and advises company managers about Human Resources issues.

Primary Objectives

1. Health and safety of the workforce.
2. Development of a superior workforce.
3. Development of an employee-oriented company culture that emphasizes quality, continuous improvement, key employee retention and development, and high performance.
4. Personal ongoing development.

Responsibilities of the Human Resources Manager

The responsibilities of the Human Resources manager may include the following:

Employment

• Establishes and leads the standard recruiting and hiring practices and procedures necessary to recruit and hire a superior workforce.
• Interviews management and executive position candidates; serves as part of the interview team for position finalists.
• Chairs any employee selection committees or meetings.

Employee Relations

• Formulates and recommends Human Resources policies and objectives for the company on any topic associated with employee relations and employee rights.
• Partners with Management to communicate Human Resources policies, procedures, programs, and laws.
• Determines and Recommends employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation. Conducts periodic surveys to measure employee satisfaction and employee engagement.
• Coaches and trains managers in their communication, feedback, recognition, and interaction responsibilities with the employees who report to them.
• Conducts investigations when employee complaints or concerns are brought forth.
• Monitors and advises managers and supervisors in the progressive discipline system of the company. Monitors the implementation of a performance improvement process with non-performing employees.
• Reviews, guides, and approves management recommendations for employment terminations.
• Leads the implementation of company safety and health programs
• Reviews employee appeals through the company complaint procedure.

Compensation

• Establishes the company wage and salary structure, pay policies, and oversees the variable pay systems within the company including bonuses and raises.
• Leads competitive market research to establish pay practices and pay bands that help to recruit and retain superior staff.
• Monitors all pay practices and systems for effectiveness and cost containment.
• Monitors best practices in compensation and benefits through research and up-to-date information on available products.

Benefits

• Leads the development of benefit orientations and other benefits training for employees and their families.
• Recommends changes in benefits offered, especially new benefits aimed at employee satisfaction and retention.

Law

• Leads company compliance with all existing governmental and labour legal and government reporting requirements including any related
• Maintains minimal company exposure to lawsuits.
• Directs the preparation of information requested or required for compliance with laws. Approves all information submitted. Serves as the primary contact with the company employment law attorney.
• Protects the interests of employees and the company in accordance with company Human Resources policies and governmental laws and regulations. Minimizes risk.

Organization Development

• Designs, directs and manages a company-wide process of organization development that addresses issues such as succession planning, superior workforce development, key employee retention, organization design, and change management.
• Manages employee communication and feedback through such avenues as company meetings, suggestion programs, employee satisfaction surveys, newsletters, employee focus groups, one-on-one meetings, and Intranet use.
• Manages a process of organizational planning that evaluates company structure, job design, and personnel forecasting throughout the company. Evaluates plans and changes to plans. Makes recommendations to executive management.
• Identifies and monitors the organization's culture so that it supports the attainment of the company's goals and promotes employee satisfaction.
• Participates in a process of organization development to plan, communicate, and integrate the results of strategic planning throughout the organization.
• Manages the company-wide committees including the wellness, training, environmental health and safety, activity, and culture and communications committees.
• Keeps the CEO and the executive team informed of significant problems that jeopardize the achievement of company goals, and those that are not being addressed adequately at the line management level.

The Human Resources Manager will assume other responsibilities as assigned by the CEO.

Required Skills or Experience

• Knowledge and experience in employment law, compensation, organizational planning, recruitment, organization development, employee relations, safety, employee engagement, and employee development.
• Better than average written and spoken communication skills.
• Outstanding interpersonal relationship building and employee coaching skills.
• Demonstrated ability to serve as a knowledgeable resource to the executive management team that provides overall company leadership and direction.
• Excellent computer skills in a Microsoft Windows environment. Must include knowledge of Excel.
• General knowledge of various employment laws and practices and experience working with a corporate employment law attorney.
• Experience in the administration of benefits and compensation programs and other Human Resources recognition and engagement programs and processes.
• Evidence of the ability to practice and coach organization managers in the practice of a high level of confidentiality.
• Excellent organizational management skills.

Education and Experience Required :

• Minimum of a Bachelor's degree or equivalent in Human Resources, Business, or Organization Development.
• A minimum of five years of progressive leadership experience in Human Resources positions.
• Specialized training in employment law, compensation, organizational planning, organization development, employee relations, safety, training, and preventive labor relations, preferred.
• Active affiliation with appropriate Human Resources networks and Labour organizations.
• Possess ongoing affiliations with leaders in successful companies and organizations that practice effective Human Resources Management.
• Fluency in Chinese language is an added advantage.