Senior HR Specialist

Job title: Senior HR Specialist  

Report to: HR Manager

Location: Temane

Global Edge is an international firm specializing in project staffing for the Energy sector, with a presence in Mozambique since 2014. We are the game changers and multi-award-winning agency in the global staffing arena, redefining what excellence means in recruitment.

Our client, an independent leader power producer operating and developing power projects in Africa, is looking to appoint a successful Senior HR Specialist to based in Temane.

Responsibilities:

Collaborate with hiring managers to identify staffing needs and develop recruitment strategies.

This role is primarily responsible for proactive diagnosis, planning and deliver the annual cyclical HR processes within the People Plan and ensure managers are effectively accountable and implementing the HR processes and procedures on their routines.

Accountable for all HR processes of the workforce cycle (plan, hire, develop, engage, performance, reward, separation) and HR basics (organizational management, time management, personnel administration, payroll) in collaboration and supported by the country functional team.

Included (but not exhaustively listed) here are the priority focus areas for this role:

People Plan

Jointly ensure alignment between Plant and HR functional priorities.

Manage HR strategy, policies and practices locally to address Plant challenges with HR best practices and Solutions.

Guide plant leaders to execute effective HR processes across all aspects of the employee life cycle.

Organizational Design and workforce planning

Ensure Plant staffing needs are aligned.

Advise optimal organizational design and execution phasing.

Assist managers in developing new job descriptions and provide required input for job grading.

Recruitment:

Plan and participate in recruitment process to ensure the right people are hired for the right role, at the right time.

Coordinate internal staffing recruitment or/and moves.

Performance Management:

Drive and monitor the yearly process by supporting objective setting, mid-year and year end performance cycles by ensuring quality feedback, challenging performance ratings and bell curves are applied.

Facilitate Calibration process to ensure fair and consistent end year reviews.

Ensure development or improvement plans are defined for execution.

Training and development:

Facilitate the identification of cross-organizational learning needs (core technical, management and leadership capabilities), engagement needs and culture priorities and share these findings with HRM.

Support managers in identifying performance development training needs (PDP) and individual performance improvement training needs (PIP), establish priorities, plan and address requests within budget.

Assist, advise and coach managers in career development and fine-tune development wishes.

Discuss Performance reviews with managers to map talent needs, identify potential, and define development needs / actions to close talent gaps.

Support in succession planning process and implement departmental career paths and competencies frameworks.

Compensation and Benefits

Collaborate with Reward colleagues to undertake compensation market matching.

Execute the reward strategy and monitor all drivers of personnel cost management.

Responsible for monitoring the extraordinary payments registered in monthly payroll.

Review and validate the Plant monthly payroll, including local and overseas employees.

Employee relations:

Build strong, trusted relationships with managers, HR stakeholders and Union.

Run HR workshops to provide managers with information on the latest employment law changes and how these will impact their management responsibilities and existing policies and procedures.

Implement and lead execution of policies and procedures for maintaining relations with Unions and Industrial Relations.

Manage employee grievance and ensure proper communication.

Manage disciplinary processes to ensure consistency and fairness.

Change management:

Support managers with change management to enhance overall performance.

Support and advise the departments in developing and implementing their change and communications plans.

Be a visible advocate for Diversity and Inclusion and instill the company Values in all activity across the Plant.

Influence existing HR practices and bring new insight to make smart adaptations or re-design of processes that contribute to company performance.

Support employee engagement and culture pulse surveys (design and action outcomes) by ensuring that relevant qualitative information is captured, and actions are taken based on the Climate Survey.

Assist in implementing departmental effectiveness and development projects.

Skills:

Exceptional interpersonal skills and communication.

Able to operate strategically and have a tactical hands-on approach.

Proposes a positive profile within the Plant to show HR is accessible for all. 

Role models values, leads by example in business integrity, confidentiality and high standards of business ethics.

Significant human resources experience and exposure to a high performing business environment with changing HR needs.

High capacity to work across multiple processes, projects at speed and with reliability.

Business judgement and decision-making.

An independent-thinker, able to analyze and evaluate needs and solutions and articulate outcomes to influence their audience.

Numerical thinker and intermediate-advanced level on Microsoft Office (Outlook, PPT and excel skills);

Cross-team collaboration and project management skills.

Leadership coaching.

Proposes a positive profile within the Plant to show HR is accessible for all. 

Role models the company values, leads by example in business integrity, confidentiality and high standards of business ethics.

Qualifications:

• Able to navigate cultural complexity and work well in a national and functional matrix environment.
• Has a track record of successful business partnership at a divisional level, working teams with diverse cultural norms, supporting a range of different leader types and through various operational business cycles (growth, decline or stable).
• Minimum 7 years relevant working experience.
• Bachelor’s degree is required. A master’s degree, in a related field, is preferred, HR or another related topic.
• Good quality and fluent verbal and written communication in both Portuguese and English;