Human Resource Manager - Pernod Ricard

JOB TITLE: Human Resource Manager | West Africa

LINE MANAGER:  Managing Director | West Africa

DEPARTMENT:  Human Resources

DIRECT REPORTS:  Corporate Manager & HR Coordinator

STAKEHOLDERS:

• West African teams located in Ghana / Cote d’Ivoire / Cameroon / Republic of the Congo / Gabon
• PR South Africa (lead market) / PR EMEA & LATAM / PR HQ
• Recruitment agencies, payroll admin. and other external service providers
• Distributors

LOCATION:  Head Office (Accra, Ghana) with occasional travels (markets / SSA HQ / etc.)

ROLE:  Band D | CODI PR Ghana & West Africa

POSITION SUMMARY

Responsible for managing the Human Resource function in all its aspects in an effective and efficient manner

MAJOR RESPONSIBILITIES / ACCOUNTABILITIES

HR STRATEGY

PLAN, DEVELOP AND IMPLEMENT THE HR STRATEGY ACROSS THE WEST AFRICAN REGION

• Annual and three-year plans that focus on people development issues
• Identification of future recruitment and training needs
• Accurate forecast of P&B costs
• SWOT analysis of the HR function

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DRIVE THE PERFORMANCE MANAGEMENT PROCESS

• Performance management processes occurring bi-annually
• Up-to-date communication on processes given to employees and manager
• Managers trained on effective performance management
• Performance review results calibrated by CODI members and relevant managers
• Post-reviews evaluations conducted with assessment of results
• Performance management process aligned to group LTT process
• Performance review results drive remuneration and bonuses

CULTURE AND EMPLOYEE ENGAGEMENT

CONDUCT SURVEYS OF PR WEST AFRICA EMPLOYEES

• Participation in PR Group employee surveys every two years
• PR Group initiatives to address culture and employee engagement implemented
• Employee surveys reports collated
• Survey results analysed and trends identified
• Action plans implemented to address survey results

TALENT MANAGEMENT

IMPLEMENT TALENT MANAGEMENT STRATEGY

• Talent management review processes conducted bi-annually
• Top performers identified and managed
• Adherence with Group LTT processes
• Talent database is maintained up to date
• Performance of talents monitored
• Succession planning for key roles

TRAINING AND SKILLS DEVELOPMENT

CONDUCT AND UPDATE SKILLS AUDIT

• Conduct job analysis to identify required skills
• Audit conducted to identify skills and technical abilities within the organisation and highlight potential gaps
• Performance identify skills development reviews requirements
• Employee surveys identify development needs and requests

IDENTIFY COMPETENT TRAINING NEEDS

• Focus on leadership development throughout the organisation

MAINTAIN RECORD OF TRAINING CONDUCTED

• Database records all employee (external, internal and on-the-job) training
• Ensure employee enters into Training Agreement that require retention for nominated period
• Certificates of completion obtained, filed and distributed
• Investment in training is maximised by ensuring learning is cascaded throughout organisation
• Employees undertaking company-sponsored training have signed training agreement

STAKEHOLDER RELATIONS

COORDINATE WITH VARIOUS DEPARTMENTS

• Managers communicate skills development needs and personal development plans
• Managers receive assistance with locating, booking and facilitating external training
• Managers receive assistance with internal and on-the-job training
• Managers assessed on effectiveness of training and apply knowledge

COLLABORATE WITH EXTERNAL AGENCIES

• Training providers, tertiary institutions, HR consultants, labour lawyers are consulted when required

FINANCE

FORECAST ANNUAL CAPITAL AND OPERATIONAL EXPENSES

• Accurate forecasts made
• Budget compiled and approved in line with policy guidelines

MANAGE COSTS AGAINST APPROVED BUDGET

• Potential areas of saving and optimisation highlighted
• Expenditure aligns with budget
• Meaningful variance analysis reports provided
• Bottom line results optimised
• Functional T&E budget monitored and adhered

PEOPLE DEVELOPMENT AND TEAM MANAGEMENT

RECRUIT TALENTED EMPLOYEES

• Structure and resourcing levels evaluated
• Job descriptions relevant and up to date
• Vacancies filled in line with policies, headcount and budget
• Employment equity considered in recruitment process
• Suitably qualified persons appointed
• Succession plans in place

DEVELOP EMPLOYEES

• Suitable development opportunities and training identified
• Development plans implemented
• Employees coached and developed
• Employment equity considered in training and development initiatives
• Knowledge and training is applied
• Promotions recommended where appropriate

MANAGE PERFORMANCE

• Team aware of and aligned to company vision and values
• Team members inspired by communicating the shared purpose
• Expectations and objectives clearly communicated, and employees held accountable
• Performance monitored through review meetings held at least every six months and feedback on performance provided
• Management style adapted to facilitate high levels of team performance
• Salary increases recommended

MAINTAIN EMPLOYEE RELATIONS

• Company Policy and Procedures Manual followed, and amendments suggested when required
• Grievances and complaints resolved
• Disciplinary offences addressed
• Team members empowered to make decisions, provided with guidance and supported when required
• Collaboration and teamwork encouraged
• Team dynamics and performance assessed, and corrective action taken

JOB REQUIREMENT

Minimum Educational Requirements and Work Experience

• English AND French speaking
• Diploma or similar qualification in human resources
• 4 years human resource generalist experience
• Proficiency in MS PowerPoint, Word and Excel

Functional and Technical Competencies

Performance and Career Management, Employee Relations, Coaching and Mentoring, Result Orientation, Verbal and Written Communication Skills, Relationship Management, Problem Solving, Negotiation Techniques, Change Management

Behavioural Competencies

Effective Decision Making, Communication and Presentation Skills, Planning and Organizing, Teamwork, Self-Development and Entrepreneurship, Big Picture Thinking, Innovative

Leadership Competencies

Value Differences and Diversity, Courage, Instill Trust, Tech Savvy, Drive Vision and Purpose, Strategic Mindset, Thrive in Multi-Cultural Environment

This job description is a broad reflection of the role and does not attempt to capture all specifics of the position. There may be variations within the same roles due to seniority or regional differences