Key accountabilities and decision ownership 

• Develop and implement annual Employee Engagement plans for assigned functions that reflect the delivery of the Telecel People Strategy.

•Drive the implementation of the Annual People calendar and partner with different Centers of Expertise to ensure initiatives and operational projects are delivered as per the plan.

•Drive the implementation of the People strategy and HR initiatives in functional areas.

•Member of Corporate and Enterprise Functions’ leadership team. Provides professional guidance to upper-level leadership team member & acts as single point of contact for all HR related issues.

•Responsible for building influential and mutually respectful relationships within functional leadership team.  Works with leadership team to develop business co-ownership of Employee

•Optimize and continually develop relationships with CoE’s to provide pro-active HR support to the business. Work closely with representatives of CoE to develop their understanding of functional activity and issues, ensuring output meets operational needs and timescales. Interfaces with HR Centres of Expertise (CoE) on specific issues that require specialist input.

•Contributes significantly to Employee Relations strategy development and delivers operational duties

•Provides expert advice, interpretation and guidance on policies, practices and processes regarding Employee Relations to identified customer groups

•Implements specific Employee Relations initiatives, within the overall HR roadmap

•Liaises with key stakeholders and provides regular and ad hoc consultancy on specific ER issues

•Develops the annual Employee Engagement calendar for assigned functions and delivers plans to agreed timescales/targets/deadlines.

•Uses function KPI’s, EE engagement scores to define and diagnose HR issues within the business that require a planned resolution. Work with CoE & function to plan, communicate, action and bring issues to a successful resolution (e.g. Organization & Change, communications & involvement, learning & development, resourcing, reward & recognition and employee relations).

•Provide tactical HR expertise, advice & guidance to upper-level leadership team member on HR issues that impact the department.

Core competencies, knowledge and experience

Communication

• Active listening: Being present and attentive to what others say and how they say it
• Empathy: Being able to understand and relate to others
• Tailoring messages: Being able to adapt communication to different audiences
• Influencing decision-making: Being able to use communication to persuade others

Change management

• Developing strategies: Being able to create plans to guide the organization through change
• Communicating with stakeholders: Being able to convey complex information to a variety of people
• Supporting employees: Being able to support employees during times of change

Business acumen

• Understanding of the business: Being able to understand the impact of economic and financial factors on the organization
• Strategic thinking: Being able to consider the long-term implications of decisions
• Understanding how the organization creates value: Being able to identify how HR strategies can support the organization’s goals
• Understanding of the Labour Law: Comprehension of applicable laws, guidelines, regulations, or ordinances of the relevant jurisdiction that relate to your company.
• Dispute Resolution: Understand the art of negotiation and de-escalation and can empathetically listen while resolving a conflict in the best interest of employees and organization.
• Discretion, Integrity, and Confidentially: Ability to handle high-level company issues, policies, and philosophies that need to be handled with discretion, integrity, and confidentiality.
• Other competencies include Political savvy, People advocacy, Technological skills, Performance Management, Courage, and Curiosity.

Must have technical / professional qualifications

• A bachelor’s degree in business, human resources, or a related field
• 4–6 years of experience in human resources, including management, talent operations, and employee relations
• 7+ years of experience in HR business partnership or related HR roles