Job Title:                       Human Resources Officer

Reports to:                   HR Business Partner

Direct Reports:            None

Main Purpose of Role:

The Human Resources Officer is to manage and facilitate various aspects of the  organization’s human resources, ensuring that the workforce is effectively recruited, trained, managed, and supported to help the organization achieve its goals. He/She will work collaboratively, in partnership with and support the HRBPs and line managers to drive HR excellence

Responsibilities & Accountabilities:

• Recruitment and Staffing:
  • Participate in the recruitment process by posting job listings, screening resumes, conducting interviews, and assisting with the selection of candidates.
  • Collaborate with department managers to identify staffing needs and assist in creating job descriptions.
• Onboarding and Orientation:
  • Oversee the onboarding process for new employees, ensuring they complete required paperwork, understand company policies, and feel welcome in the organization.
• Employee Relations:
  • Handle employee inquiries, concerns, and conflicts, and provide guidance on HR policies and procedures.
  • Mediate and resolve workplace disputes when they arise.
• Training and Development:
  • Identify training needs within the non clinical units and create or source training programs.
  • Monitor employee development and training progress.
• Performance Management:
  • Assist the HRBP to manage the performance appraisal process.
  • Work with managers to develop performance improvement plans when necessary.
• Benefits and Compensation:
  • Administer employee benefits programs, including health insurance, retirement plans, and paid time off.
• Compliance and Legal Issues:
  • Stay current with labor laws and regulations and ensure the organization’s compliance.
  • Handle legal matters related to HR, such as employment contracts, termination, and workplace safety in collaboration with the Legal team.
• HR Policies and Procedures:
  • Develop, update, and enforce HR policies and procedures.
  • Communicate changes and updates to employees.
• Record Keeping:
  • Maintain and update employee records, ensuring confidentiality and accuracy.
• Employee Engagement:
  • Implement programs and initiatives to boost employee morale, satisfaction, and engagement.
  • Monitor and analyze employee feedback and suggest improvements.
• Health and Safety:
  • Ensure a safe and healthy workplace environment by enforcing safety policies and procedures.
  • Address workplace safety concerns and issues.
• Exit Management:
  • Manage the exit process when employees leave the organization, including conducting exit interviews and handling paperwork.
• HR Reporting:
  • Generate HR reports and analytics to assess workforce data, trends, and metrics.
• Talent Management:
  • Identify high-potential employees and develop strategies for talent retention and career progression.
• HR Technology:
  • Utilize HR software and technology (SAP) to streamline HR processes and data management.
• Diversity and Inclusion:
  • Promote diversity and inclusion in the workplace, ensuring equal opportunities for all employees.
• Employee Recognition:
  • Develop and manage employee recognition programs to acknowledge and reward outstanding performance.
• Employee Communication:
  • Facilitate internal communication related to HR matters, including policy changes, benefits, and company news.

• Administration

• Provide administration support to the Finance Director as and when required.
• Responsible for other administration tasks including facilitating Internships, National service onboarding etc

Education:

• Bachelor’s degree in Human Resources, Psychology, Industrial Relations or a related field.
• An HR certification or a Master’s degree (e.g., CIPD, SHRM, HRCI).

Knowledge & Experience:     

• 2 – 4 years proven experience as an HR Generalist or any related role, preferably within a Healthcare or Hospitality environment.
• In-depth knowledge of Ghana Labour laws and HR best practices.
• Proficient knowledge in HRIS (SAP SuccessFactors), Microsoft Office Suite

Person Specifications and Competencies

• Industry Knowledge: Familiarity with the specific industry or sector in which the organization operates.
• Communication Skills: Excellent written and verbal communication skills, including the ability to convey complex HR information clearly and effectively.
• Interpersonal Skills: Strong interpersonal and relationship-building skills to interact with employees, management, and external contacts.
• Confidentiality: A high degree of integrity and the ability to handle sensitive and confidential information with discretion.
• Organizational Skills: Strong organizational and time-management skills to manage multiple tasks, priorities, and deadlines effectively.
• Attention to Detail: A meticulous approach to work to ensure accuracy in record-keeping and compliance.
• Analytical Skills: The ability to analyze HR data and metrics to make informed decisions and recommendations.
• Problem-Solving: Strong problem-solving skills to address HR issues and conflicts.
• Adaptability: Flexibility to adapt to changing HR laws and regulations, as well as organizational needs.
• Recruitment and Staffing: Proficiency in recruitment processes, including job posting, candidate screening, and interviewing.
• Legal and Regulatory Compliance: Knowledge of labor laws and regulations and the ability to ensure compliance in HR practices.
• Performance Management: Expertise in performance appraisal, goal setting, and performance improvement plans.
• Conflict Resolution: Proficiency in resolving workplace conflicts and mediating disputes.
• Change Management: Skill in managing and facilitating organizational change, such as policy updates or restructuring.

Key Performance Indicators (KPIs)

Reports must be generated on the following KPIs periodically as may be agreed with you the HRBP

• Recruitment metrics, such as time-to-fill and cost-per-hire, to measure the efficiency and effectiveness of the recruitment process.
• Employee turnover rate, to measure the success of employee retention efforts and identify areas for improvement.
• Employee engagement and satisfaction surveys, to assess employee satisfaction with HR policies and programs and identify areas for improvement.
• Compliance with HR laws and regulations, such as maintaining accurate employee records and ensuring compliance with payroll laws.
• Training metrics, such as the number of employees trained and the effectiveness of training programs, to measure the impact of HR-related training programs.
• HR-related project completion and success rates,
• Customer service metrics such as quality of HR support and service to employees and managers.

Working Relationships

Internal:          Heads of Departments,Supervisors, and  employees.     

External:         Service Providers, Fund Managers, Regulatory bodies.

This job description is not exhaustive and may be adjusted periodically when needed. You will also be expected to carry out any reasonable duties, which may be requested by your line manager from time-to-time.