PEOPLE MANAGEMENT

STRATEGIC PARTNERSHIP

• Align HR strategies with business goals.
• Act as a consultant to senior management on human capital issues.
• Support organizational design and workforce planning.
• Contribute to business strategy through people insights.

TALENT MANAGEMENT

• Collaborate on talent acquisition and retention strategies.
• Support succession planning and career development initiatives.
• Identify high-potential employees and plan for leadership pipelines.

EMPLOYEE RELATIONS

• Provide guidance on employee relations and conflict resolution.
• Ensure fair and consistent application of HR policies.
• Mediate disputes and manage disciplinary or grievance procedures.

PERFORMANCE MANAGEMENT

• Support performance appraisal processes and goal setting.
• Coach managers on managing and developing their teams.
• Analyse performance trends and recommend improvements.

CHANGE MANAGEMENT

• Support organizational change initiatives.
• Guide leaders and teams through transitions.
• Facilitate communication and employee engagement during change.

LEARNING & DEVELOPMENT

• Identify skills gaps and training needs.
• Collaborate with L&D teams to implement development programs.
• Promote a culture of continuous learning and improvement.

WORKFORCE ANALYTICS & REPORTING

• Analyse HR metrics (e.g., turnover, engagement, absenteeism).
• Provide data-driven insights for decision-making.
• Monitor trends and make strategic recommendations.

CULTURE & ENGAGEMENT

• Promote organizational values and a positive work culture.
• Develop and implement employee engagement strategies.
• Conduct surveys and follow up on action plans.

HR POLICY & COMPLIANCE

• Ensure compliance with labour laws and internal policies.
• Advise on policy development and implementation.
• Stay updated on legislative and regulatory changes.