HUMAN CAPITAL MANAGER

We are looking for a Human Capital Manager who will be a bridge between our organizational vision and the well-being of our employees based in Douala and will cover – Cameroon, Cote D’Ivoire, Senegal, Mali, DR Congo, Mali, Burkina Faso and Niger

CLOSING DATE: 19TH AUGUST 2024

PURPOSE

As a Senior Human Capital Manager your responsibilities extend beyond routine HR tasks; they encompass strategic talent management, cultural stewardship, and global organisational impact. You will be responsible among other things for recruitment, onboarding (ensure Data Accuracy, Compliance, Belonging and Purpose), talent management and development, productivity enhancement, employee engagement and inclusion, global compliance and legal adherence

KEY RESPONSIBILITIES HUMAN CAPITAL MANAGER

Recruitment and Global Talent Strategy: (Job description, person specification, Screening, interviews and diversity inclusion)

• Collaborate closely with hiring managers to understand team needs.
• Define clear job requirements, considering technical skills and cultural fit.
• Craft compelling job descriptions that attract top talent.
• Utilize various channels (job boards, social media, referrals) to find diverse candidates.
• Evaluate resumes, cover letters, and initial applications.
• Conduct thorough interviews assessing both technical competence and cultural fit.
• Behavioural interviews reveal alignment with company values.
• Actively seek out candidates from diverse backgrounds and perspectives.
• Implement structured interview processes to minimize bias.
• Collaborate with regional HR teams to attract top talent across seven countries.
• Facilitate seamless transitions for employees moving between countries.

Onboarding (Ensure Data Accuracy, Compliance, Belonging and Purpose)

• Collect and verify essential employee information.
• Ensure compliance with data privacy laws.
• Prepare comprehensive offer letters and employment contracts.
• Coordinate with IT and facilities for workstation setup.
• Design engaging orientation programs.
• Clearly communicate employee benefits.
• Create a warm welcome for new hires.
• Provide an overview of the organizational structure.
• Help new hires understand their role’s contribution.

Talent Management and Development:

• Leadership Development: Identify high-potential individuals and nurture their growth. Create leadership pipelines and succession plans.
• Career Growth Conversations:Engage in ongoing discussions with employees, aligning their aspirations with organizational needs.
• Continuous Learning:Encourage skill development and provide opportunities for learning.

Productivity Enhancement:

• Performance Expectations:Collaborate with managers to set clear KPIs and performance expectations.
• Metrics Assessment:Regularly assess productivity metrics, celebrating achievements and identifying areas for improvement.

Performance Excellence and Feedback:

• Fair Reviews:Conduct constructive performance reviews in collaboration with managers.
• Feedback Culture:Foster continuous feedback and recognize exceptional performance.

Employee Engagement and Inclusion: HUMAN CAPITAL MANAGER

• Engagement Measurement:Use surveys and check-ins to gauge employee engagement.
• Action Plans:Address concerns promptly and promote a sense of purpose and belonging.
• Cultural Alignment:Reinforce our core values consistently across dispersed teams.

Global Talent Strategy:

• Talent Acquisition:Collaborate with regional HR teams to attract top talent across seven countries.
• Cross-Border Mobility:Facilitate seamless transitions for employees moving between countries.

Employee Well-Being:

• Wellness Initiatives:Design country-specific health and wellness programs.
• Work-Life Balance:Advocate for policies that support integration across cultures.
• Mental Health Support:Provide resources and combat stigma globally.

Skills Development and Language Proficiency:

• Skills Mapping:Understand role-specific skill requirements in each country.
• Learning Platforms:Leverage digital tools for consistent skill development.
• Language Training:Address language barriers where necessary.

Retention Strategies:

• Retention Analytics:Analyse turnover trends and exist interviews across regions. Develop retention strategies based on insights.
• Career Pathing:Create transparent career paths, emphasizing growth opportunities within and across countries.
• Compensation Equity:Ensure fair compensation practices, considering cost of living variations and Implement initiatives that enhance job satisfaction and reduce turnover

Global Compliance and Legal Adherence: HUMAN CAPITAL MANAGER

• Labor Laws and Regulations:Stay informed about employment laws in each country. Ensure compliance in areas such as contracts, benefits, and working hours.
• Ethical Practices:Uphold ethical standards consistently across borders.

KEY COMPETENCIES REQUIRED FOR SUCCESS IN THIS ROLE:

1. Strategic Thinking:
   • As a Human Capital Manager, you’ll need to align HR initiatives with overall business goals. Understand the organization’s vision, anticipate future needs, and develop long-term talent strategies.
2. Leadership and Influence:
   • Inspire and guide teams. Influence decision-makers and advocate for people-centric policies. Effective leadership fosters a positive work environment.
3. Talent Acquisition and Recruitment:
   • Master the art of sourcing, interviewing, and selecting top talent. Understand workforce planning and diversity recruitment.
4. Employee Relations:
   • Navigate complex employee issues with empathy and fairness. Mediate conflicts, address grievances, and maintain positive relationships.
5. Performance Management:
   • Design and implement performance appraisal systems. Provide constructive feedback and facilitate professional growth.
6. Learning and Development:
   • Create robust training programs. Identify skill gaps and promote continuous learning. Develop career paths for employees.
7. Change Management:
   • Adapt to organizational shifts. Guide employees through transitions. Communicate change effectively.
8. Data Analytics and Metrics:
   • Use data to drive decisions. Measure HR effectiveness, track turnover rates, and analyze engagement metrics.
9. Compensation and Benefits:
   • Understand compensation structures, benefits administration, and total rewards. Balance competitiveness with budget constraints.
10. Legal and Compliance Knowledge:
    • Stay informed about labor laws, regulations, and compliance requirements. Ensure HR practices align with legal standards.
11. Communication Skills:
    • Articulate clearly. Write effective policies, emails, and reports. Listen actively and empathetically.
12. Cultural Competence:
    • Appreciate diversity. Understand cultural nuances and adapt HR practices accordingly.
13. Technology Proficiency:
    • Familiarity with HRIS (Human Resources Information Systems), ATS (Applicant Tracking Systems), and other relevant tools.
14. Ethical Judgment:
    • Make fair decisions. Uphold confidentiality and integrity.
15. Networking and Relationship Building:
    • Connect with industry peers, attend conferences, and build a professional network.

QUALIFICATIONS HUMAN CAPITAL MANAGER

• Bachelor’s degree in human resources, Business Administration, or related field.
• Proven experience of more than 5 years 10 years in HR management, talent development, or a similar role.
• Strong interpersonal skills, empathy, and the ability to build relationships.
• Familiarity with performance management tools and best practices.