Policy, Remuneration and Benefits Manager

Job Details:

Position: Policy, Remuneration and Benefits Manager
Total Vacancy: 1 Male/Female

Job Purposes:

To develop, administer and periodically review Progresif’s HR Policy and Employee Relations program for all levels of employees (Local and Expatriate employees). This is done by advising Line Clients on the management of HR Policy in line with societal and market trends both from local and global perspectives on one hand, and by advising the Line Departments/Divisions on interpretation and application on the other.

Job Accountabilities:

1) Policy Development ·

Identify and develop key policy areas ·
Monitor and maintain organizational health based on Employee Engagement Survey outcomes and recommends policy changes to the CHRO
Monitor and maintain organizational health based on Employee Engagement Survey outcomes and recommends policy changes to the CHRO ·
Provide advice and counsel to Line Clients regarding perso
el practices, policy and employment laws
Provide advice and counsel to Line Clients regarding perso
el practices, policy and employment laws ·
Administer and interpret various labour agreements, administers grievance procedures, and provides labour relations support during contract negotiations
Administer and interpret various labour agreements, administers grievance procedures, and provides labour relations support during contract negotiations ·
Manage relocation, immigration and other responsibilities related to staffing administration
Manage relocation, immigration and other responsibilities related to staffing administration
Ensure compliance with all labour and employment regulations


2) Remuneration and Benefits ·

Attract, retain and motivate high quality employees while reducing turnover by enhancing the company’s profile through a consistent compensation philosophy in line with work culture and organizational objectives. ·
Develop a fair, equitable and competitive total compensation and benefits package that fits and is aligned to our company’s strategy and business goals.
Develop a fair, equitable and competitive total compensation and benefits package that fits and is aligned to our company’s strategy and business goals. ·
Ensure remuneration practices are in compliance with legislation (e. g. Labour and Employment Acts)
Ensure remuneration practices are in compliance with legislation (e. g. Labour and Employment Acts) ·
Use various methods and techniques and make data based decisions on direct financial, indirect financial and non financial remuneration and benefits.
Use various methods and techniques and make data based decisions on direct financial, indirect financial and non financial remuneration and benefits. ·
Conduct Job Analysis and Job Evaluation.
Conduct Job Analysis and Job Evaluation.


3) Employee Relations ·

Advise and support Line Managers in handling of all ER matters, including disciplinary, grievance and performance management. ·
Support the organization in resolving matters of conflict at the earliest opportunity and lead any formal processes within these areas
Support the organization in resolving matters of conflict at the earliest opportunity and lead any formal processes within these areas ·
Act as a liaison between department managers and staff representative body (where applicable)
Act as a liaison between department managers and staff representative body (where applicable) ·
Sound judgement and decision-making are important qualities of an Employee Relations perso
el in that a poor decision could have a serious impact on the Company’s reputation in a legal context e. g. wrongful disciplinary outcome or dismissal.
Sound judgement and decision-making are important qualities of an Employee Relations perso
el in that a poor decision could have a serious impact on the Company’s reputation in a legal context e. g. wrongful disciplinary outcome or dismissal.


4) Administrative ·
Ensure all work related to Labour and Immigration (e. g. work permit, professional visit visa) are managed and processes in accordance to regulatory requirements in a timely ma
er

5) Other Accountabilitites ·

Coach and mentor subordinates and contributes to their personal and professional development ·
Actively involved in various HR projects, mainly as the lead
Actively involved in various HR projects, mainly as the lead ·
Has acting capacity - with full authorities – to CHRO position
Has acting capacity - with full authorities – to CHRO position


Qualification Required Required
Bachelor Degree Graduate with 10 – 18 years of working experience. Preferred HR Management, Business Administration or Social Sciences Graduate with relevant work experience

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