People & Culture Supervisor

KEY PERFORMANCE AREA

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 key customers (in Talent Acquisition, OD, 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. 
• Collaborate with functional heads and line managers to assess staffing needs and initiate recruitment processes in line with MPL strategic objectives. 
• Identify and partner with Recruitment agencies to attract and secure the right talent.

 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 EPMS. 
• 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) 
• Ensure full utilization of the business's performance management system across the MPL. 
• Generate, analyse and present performance management to key stakeholders under support and shared services.

 Strategic Business Partnership

• Act as a strategic advisor to support function leaders, ensuring people’s monthly plans are aligned to business objectives.
• Provide insights and recommendations on workforce planning, Job Grading, structural design, and succession planning.

Employee Experience 

• Drive leave management in line with the local labor laws and company policies. 
• Drive employee engagement initiatives, feedback mechanisms, and action planning to enhance retention and satisfaction. 
•  Act as a point of escalation for employee relations matters, ensuring fair and consistent resolution in line with company policies and country laws. 
• Develop and maintain an annual organization-wide engagement and communication tracker to monitor staff engagement issues, ensuring timely feedback and resolution. 
•  Ensure proper onboarding of all contracted staff.

Employee Relations 

• Effectively resolved all disciplinary issues within a 30-day turnaround time.
• Drive policy sensitization across the business. 

Learning and Development 

• Coordinate talent development initiatives, fostering a learning environment and facilitating employee growth and career progression. 
• Participate in training needs analysis for all Support teams Reporting 
• Prepare custom reports and analytics as requested by senior leadership for People & Culture 
• Track and report on medical insurance trends and cost drivers. 

Shared Services Management 

• Support with administration of employee medical schemes, ensuring compliance, renewals, and seamless employee additions. 
• Support the payroll teams to ensure accurate, timely, and compliant payroll processing.

Financial Management 

• Support with the preparation of the in-country People & Culture budget as per the guidelines • Ensure adherence to approved budget

Risk Management 

• Identify the learning and development risks and develop probable actions for risk mitigation.

Minimum Qualification Requirements:

• Bachelor’s degree in human resource management or business-related courses.
• Post Graduate Diploma in Human Resource Management is an added advantage.
• At least 4 years of experience working in HR or business-related role preferably in sales and Marketing