1. Main function of the role:
The HRM role is to implement and execute the people plan in partnership with the General Manager, Operations Manager, Training, and their team of Area Coaches. The HRM is to also influence, facilitate and perform all Human Resource functions to contribute towards the achievement of the organisations Balance Scorecard objectives through processes and discipline for Building People Capability, Managing Talent, Employee Engagement and Organizational Effectiveness, as per the foundation of the company’s Culture and Organisational specific requirements.
2. Key responsibilities:
Building People Capability
Succession planning - Analyse manpower needs and do bench planning to determine human resources capacity within the organisation and ensure key positions are filled.
Facilitate efficient transfer of knowledge and skills through development, application, and evaluation of appropriate training methods through training team.
Leadership development - Lead soft skill development sessions for RSC, ASL, RGMS with the Ops team
Managing Talent
Recruitment & selection – Ensure recruitment capability and execution of processes; and all key vacancies are filled within 40 days.
Induction and orientation – Ensure Orientations and Inductions are carried out for new recruits at all levels.
Personal Development & Performance Management– Coach and ensure execution of process to enable accountability around execution of IDPs as well as Performance Appraisals to support and promote individual and organisational needs.
To conduct and facilitate quarterly talent conversations with Department Leads - Manage the compensation review process for the business.
Engagement
Culture driver - Champion the bringing to life of Baobab’s culture and values in the business through various company-wide interventions, as well as modelling of the behaviours.
Leverage Culture Champions in restaurants to drive HWWT culture as well as SGTW@KFC plans
Holding quarterly committee meetings with Culture Champions 25% 25% 25%
Effective people reviews - Work with Operations Manager & Area Coach to analyze People Surveys results/feedback and develop action plans, and then embed action plans.
Compliance - Ensures calibration of Baobab HR culture and hygiene practices are in-line with YUM
People Capability Engagement visits – Required to complete engagement visits to assess business opportunities to align business priorities with action plans.
Organisational Effectiveness
Ensure all People Capability (PCS) information is gathered and populated and updated on an ongoing basis and responsible for developing HR reports requested by management.
Audit training files to ensure that Development Records and correct development processes have been followed.
Legislative Compliance - Ensure compliance to relevant legislation by conducting HR audits on the organisation.
Labour and Employee Relations – To facilitate and maintain stable work environments through maintenance of sound labour relations and conflict resolution at the lowest possible level.
HR Information Systems – Implement and maintain HR systems to ensure effective HR functions and effective communication.
HR Policies - Promote the application of policies & procedures to enhance labour peace & ensure equitable treatment of all staff.
Accountable in partnership with for the results of Employee P&L/People Capability Scorecard/Bench plan
Compensation and Benefits - Oversight of compensation and benefits
Strategic advisor - To keep the business informed of all external factors (economic, political, socio-economic) that may have indirect and direct impact on the business and keep all relevant stakeholders informed.
People Partner to GM by driving the PPR in the region.
3. Skills requirements:
3.1 Communication
Providing trusted strategic advice to assist General Manager in carrying out their strategies
Partners with Ops Lead to drive performance culture with team
Drive an engaging culture for all employees, by following up with relevant Departments Heads and ASL.
Drives people development through following up on training execution and bench planning with Area coaches
Internal Consulting with Department heads around People Management
Engages with recruitment agents to hire talent
3.2 Problem solving and analysis
To facilitate and maintain stable work environments through maintenance of sound labour relations and conflict resolution at the lowest possible level.
Develop creative solutions for people development within the region, working closely with the Training department
Support leaders in solving organization, people & change-related issues
3.3 Judgement and decisionmaking
To ensure legislative compliance of relevant market
Review and update policies to follow applicable law and enhance organisational procedures and processes
3.4 Innovation
Able to enhance and adapt existing policies or generate new policies within market when required
Develop, align, and manage the strategy of the People Plan Review process for the business
Enhance processes to engage effectively with people and share best practice
3.5 Language:
Ability to speak, read and write English fluently Numerical Advanced numerical skills and statistical skills
3.6 Computer literacy:
Word processing, spread sheets and electronic mail
3.7 Planning and Organising:
The capacity to arrange the availability and allocation of resources, the utilisation of control systems as well as the delegation and co-ordination of tasks and duties of individuals and groups. To plan, prioritise and systemise the action in line with required resources.
3.8 Coaching:
Capacity to develop followers by providing them with clear and simple instructions, demonstrations and explanations and systematically exposing them to planned but increasingly challenging tasks
3.9 People Development
Capacity to appreciate people’s development needs Delegate and follow up The capacity to delegate specific task, not to take control of all tasks, to implement follow up control actions and/ or coaching actions where necessary
3.10 Time management
The capacity to organise/ plan/manage time and to adequately allocate to and divide time between various aspects of work in order to optimize performance
3.11 Excellence orientation:
Capacity to focus on and achieve standards of service which comply with the highest expectations of clients
3.12 Accountability:
dependability The ability and capacity to take responsibility for own actions, others can rely on you, loyal and steadfast
3.13 Goal setting:
The ability to formulate, prioritise and execute pre-determined objectives
3.14 Customer orientation
Capacity to focus and achieve standards of service, which comply with the highest expectations of clients
3.15 Confidentiality
Able to keep confidential information private and handle sensitive employee cases in confidence and not disclose any personal information of any employee
3.16 Strategic thinking:
The ability to evaluate data by linking directly and indirectly associated information in order to facilitate insight into the broader business picture in terms of immediate and long-term implications.
3.17 Leadership Influence:
The ability to communicate ideas in a logical, convincing manner in order to obtain acceptance of and commitment to ideas.
3.18 Organisational skills/ Implementation:
Ability to achieve goals by facilitating the implementation of action plans Leaderships skills The ability to influence and inspire others, displaying behaviour aimed at obtaining co-operation and commitment from others in a way that respects all parties involved.
3.19 Strong interpersonal skills:
Showing understanding of people in different situations by considering different views, recognising individual rights and responding in a way that will maintain self-esteem and indicates courtesy.
3.20 Innovative:
Able to seek new ideas and suggest more effective ways to enhance business processes
4. Qualifications and Experience:
Bachelors degree in human resources management/Industrial Psychology
5 Years experience
Previous experience in the Quick Service Restaurant industry an advantage
5. Working conditions:
Head Office and frequent travel to stores