Senior Manager - Talent and Rewards

The Senior Manager Talent and Rewards originate and lead practices and objectives that will provide an employee-oriented high-performance culture.

The position is responsible for all aspects of Talent and Rewards for the organization working closely with all stakeholders to ensure all functions are undertaken in accordance with the relevant legislative and regulatory requirements, and policies and ensuring any risk to the business is minimized including but not limited to the following:

- To plan, direct, and oversee the Talent and Reward function, providing a superior level of service to staff and relevant stakeholders in the organization; administration of Organization Design, Remuneration and Talent Management, Performance Management, Capability Building, Learning and Development, Employee Care, Wellness and Benefits, Pensions and Payroll Management, Job Injuries and processing of Workmen’s Compensation claims for all levels of staff in the organization.

-  To effectively administer of the Organization’s Group Health Plan and Pension Plans, timely processing of staff payrolls, provision of functional support for the organization’s Human Resource Information System (HRIS), the accuracy of employee data records, and ensuring an effective Employee Assistance and Wellness Programme.

- To lead the alignment of organizational capability by updating the organization’s competency framework and skills inventory; Adjustment of organizational talent needs by workforce analysis, forecasting, and succession planning; annually assessing talent gaps for the critical roles needed for the execution of the strategic plan.

- To manage and direct all recruitment, compensation, records management, and job evaluation functions in alignment with the strategic direction of the organization.

KEY FUNCTIONS

• Design and implement a Talent and Rewards Strategy to ensure close alignment to the Organization’s priorities through strong collaboration and effective team working and develop mechanisms to assess its ability to attract, motivate and retain talent while factoring in the internal reward philosophy as well as the market compensation trends.
• Implement compensation and benefits policies and procedures to ensure that programs are current, in compliance with legal requirements, and support organization strategy.
• Provide oversight of the organization’s approach to job evaluation of all Management and Bargaining Unit jobs to maintain consistency and fairness and assess appropriate methodologies. Manage the job evaluation exercise and validate the classification of all Management and Bargaining Unit jobs across the organization.
• Ensure regular benchmarking and market-related compensation and benefits research is undertaken when necessary to enable the organization to remain competitive and an employer of choice.

Organizational Design

• Redesign and map organizational structures by the alignment of business plans with required roles and responsibilities by stakeholder engagement and review sessions.
• Implement organizational structures and job descriptions that are aligned with business strategies by engaging the line and assessing the organization’s strategic alignment of business plans with required roles and responsibilities.

Remuneration Management

• Provide a framework for differentiated and equitable remuneration and compensation for staff and executive management.
• Implement share and sales incentive schemes.
• Ensure the application of remuneration and performance management principles and practices.
• Ensure compensation at TSTT is competitive with the market.

Talent Management

• Manage all elements of the Talent Management cycle to ensure overall people outcomes are achieved; this entails management of succession planning, strategic workforce planning, and management activities
• Filling of permanent and temporary positions.
• Manage and administer Trainee Internship/OJT Programs.
• Manage the execution of all contracts of employment.

Staff Movements: Promotions & Confirmations

• Oversee staff movements, rotation and developmental assignments in alignment with relevant policies and procedures and in support of digital transformation strategy.

Talent Acquisition and Onboarding

• Design and implement a plan that assists managers in all divisions to improve their talent acquisition and onboarding processes for new employees.

Performance Management System

• Improve employee performance by adopting modern performance management systems and procedures.
• Lead the annual Performance management process and ensure it is effectively communicated to managers and staff and HR teams have a clear understanding of their role.
• Ensure the organization has a best practice performance management framework that aligns with expected behaviours and recognition and the organization’s strategic objectives as required.
• Train and coach Managers and employees in the effective use of the performance management instrument to maintain compliance and equity in the performance management process.
• Process all Management Appraisals and Confirmation documents; Identify poor performance and establish training and developmental plans (Personal Development Plans – PDP’s) that are aligned to achieving business goals.
• Analyze and report on aggregate performance results and develop intervention strategies to improve performance deficiencies by focusing on both ends of the performance grid i.e., further development and improvement of high performers and advising and training for low performers.
• Communicate and process all assessment reports and appeal hearing outcomes.

 Strategic HR Business Partnership

• Deliver a value-added HR function to other Line of Business (LOB)/Business Unit’s (BU) the s principal point of contact, in line with business plans.
• Participate in co-designing the HR strategy of the LOB/BU with the line and managing the operational budget.
• Provide a framework and HR service delivery in the management of staffing and retention, talent, employee wellness, performance, reward, and recognition.
• Cascade, implement, and align policy requirements from central HR and feedback implementation challenges from LOB/BU.

Learning and Development

• Manages all aspects of learning and development this includes needs assessment, learning content design, delivery, and evaluation.
• Research new developments and methodologies in the learning industry and serve as a champion for a learning culture in the organization.
• Facilitates change management initiatives for the organization.

Pension Plan Management

• Manage administration of the organization’s pension plans and strategies to support corporate strategic objectives; pension and benefits plans operate effectively and meets performance, quality and customer care targets, as well as comply with best practice.
• Resolution of sundry queries by conducting meetings as needed with current and former employees, as well as recognized majority union representatives.

Payroll Management and Processing

• Manage and maintain accountability for the accurate and timely processing of all payrolls including management; the computation of back-pay as a result of any outstanding collective agreements with the various bargaining bodies as well as updating statutory deductions and the resolution of staff queries.
• Develop and implement processes and procedures on deduction and remittance of all statutory payments to the relevant authorities including PAYE, NIS and With-holding Taxes.

 Employee Care

• Lead the design, development and implementation of Human Resource strategies, policies and procedures; that are related to contemporary Human Resource practices in the management of the organization’s human resources.
• Accountable for the provision of reprographic services to the Line, coordination of Work Permit requests, the procurement and disbursement of Employee Uniforms, Corporate wear, Protective wear, and Nomex wear to staff; responsible for the administration of all Local and Foreign Travel arrangements, mail and courier services, hospitality services and conference planning activities.
• Manage the administration of the organization’s Group Health Plan.
• Manage and oversee the delivery of all Human Resource services to different lines of business (job letters, queries, claims, etc.); Develops and monitor service level agreements to meet commitments made.
• Manage and maintain a comprehensive employee records database (past and present employees) in both hard and soft copies; includes responsibility for a repository of all employee information.

Data Analytics, Budgeting and Financial Reporting

• Provide leadership and direction to the augmentation or acquisition of a new HR Information system and ensure existing HR systems/processes are maintained and compliant until the new system is in place.
• Define and implement a strategic approach to HR data analytics for HR and the business.
• Ensuring the provision of Strategic HR management information and performance data including reward and benefits audits. 
• Conduct analysis and automation of the process and in-built reports; thereby enabling management to make informed decision-making and planning; Provide the business with deep insight and logical data points, impacting budgeting and manpower planning at an organizational level; Establish and maintain appropriate metrics in accordance with the KPI’s.
• Manage and allocate departmental budgets and monitor financial activities and payments to ensure business operations are maintained within budget.
• Lead and provide support as needed to HRIS staff to ensure that the system meets Human Resource needs and is updated to reflect changes to salary, structures, staff movements and other demographic data.
• Oversee and manage all Employee Personnel files and records and ensure that they are current and properly secured, and oversee the administration of a technology-driven Records Management System for the Organization.
• Keep abreast of the external environment and ensure the HR systems continue to be compliant with data protection principles and related legislation.

Employee Wellness and Assistance Programme (EWAP)

• Manage the Employee Wellness and Assistance Programme (EWAP) to provide timely and high-quality intervention in the lives of employees in an effort to minimize and or eradicate mental and/or physical deterioration that may affect job performance.

Management Vacation Loans

• Approval and management of all management vacation loans.

Policy, Procedure, and Processes

• Provide strategic direction and leadership on the development of relevant HR policies, procedures, and processes.
• Assess current and future policy requirements to support strategic aims in conjunction with the Organization’s senior management team.
• Monitor employment legislation developments and best practices, and assess the impact on the Organization’s Policies to ensure legal and regulatory compliance.
• Provide input to trade union relationships to foster effective working relationships and enable appropriate changes to policies.

Other

• Where necessary, work in partnership on projects to aid continuous improvement and implement improvement programmes including changes to working processes and practices, organization changes and business “excellence” or digitization/efficiency programmes).
• Performance of any other duties related to the job function.

Education & Experience:

• B.Sc. in Business Management, Human Resource Management, or a related Social Science Degree or equivalent.
• Professional certification in Human Resource Management or equivalent.
• Certification in pensions and or payroll administration will be an asset.
• A Master’s Degree will be an asset.
• Proficiency in Excel, Power Point, MS Word, MS Visio, MS Project.
• Research Method and Data Analytics knowledge.
• Proficient in HRIS Applications and statistical software applications- Tableau, etc.
• At least six years (6) management experience, five (5) years of which entailed working with pension plans, payroll, compensation systems, recruitment, development and use of KPI’s/other metrics.
• Knowledge of HRIS; Workmen’s Compensation, OSH, Pension, Maternity Protection Acts; NIS regulations and PAYE processes.

 NOTE: Any suitable combination of qualifications and experience at an appropriate level to competently perform required duties will be considered.

FUNCTIONAL COMPETENCIES:

• Strategic Partner: Ability to build and develop relationships with the internal employee, strategic partners and other external parties/organizations; able to resolve conflict.
• ; the ability to think long-term and beyond one's own area. It involves three key dimensions: business awareness, critical analysis and integration of information, and the ability to develop an action-oriented plan.
• Consulting agility- which includes data analytics skills and the ability to align HR solutions with business imperatives.
• Digital Skills - Inspires the organization to adopt digitalization as a way of life, while advocating the need & benefit of becoming more digital at personal and organizational levels.
• Business Process Re-engineering - Champions creative initiatives & organization-wide pillars and encourages ‘out-of-the-box’ / lateral thinking to identify breakthrough opportunities for organizational growth.
• Commercial Awareness - Able to demonstrate contribution to maximizing commercial performance through controlling costs, and ensuring efficiencies where possible.
• Compliance - Ability to audit and monitor the quality of outputs; demonstrable experience of delivery against specified protocols/ procedures ensuring the highest level of performance.
• Personal Drive - Able to demonstrate being self-directed, resourceful and creative; Able to manage own time and work autonomously; Able to work on own initiative with drive and enthusiasm.

CORE AND LEADERSHIP COMPETENCIES:

Organisational Awareness: Contributes to the organisation by understanding and aligning actions with the organisation's goals, core functions, needs, and values. Contributes to the organisation by actively demonstrating the alignment of activities with the organisation strategies, key initiatives, core functions, needs, and values and supporting others to do the same.

Customer Focus: Prioritises and takes action on the needs of both internal and external customers. Designs and delivers products and services with the customer experience top of mind.

Planning and Results Orientation: Invests time in upfront planning to achieve organisational goals and objectives while meeting quality standards, following the appropriate processes, and continuously assessing results.

Creativity and Innovation: Thinks beyond the confines of traditional models to recognise opportunities and find new and better ways of doing things to be and remain an agile broadband provider. Encourages experimentation and accepts failure as a driver of innovation.

Communication: Effectively and appropriately interacts with others to build relationships, influence others, and facilitate sharing ideas and information. Uses tact and diplomacy to navigate demanding situations. Relays key messages by creating a compelling story targeted to specific audiences.

Strategic Leadership and Execution: Applies vision to think beyond the immediate situation and explore multiple potential paths. Invests time in planning, discovery, and reflection to better drive decisions and more efficient implementation. Ensures that business goals are met by executing, monitoring, and adjusting the organisational action plan.

People Leadership: Inspires, motivates, and empowers people to achieve organisational goals. Coaches, mentors, and manages employee experience and performance through mindful preparation. Creates space for others to lead.

Managing Through Change and Uncertainty: Adjusts thinking and behaviour to resiliently face change and uses experience to fuel growth. Embraces failure as a learning opportunity for themselves and others. Enables the process of change and transition while helping others deal with the effects of change.

Problem Solving and Decision Making: Use critical thinking to evaluate problems, gather information, understand causes, and identify best workable solutions. Invests time in planning, discovery, and reflection to drive better decisions and more efficient implementations.

Deadline date for applications: Wednesday 10th January 2024