DIFFERENT PROFILES FOR THE FOLLOWING ASSIGNMENT AREAS
Compensation and Benefits
-Contribute to design, implement and execute compensation and benefits strategies and plans, which enable the company to recruit, motivate and retain high-performing and talented employees in order to secure delivery of the company strategy.
-Participate in Salary surveys and Benchmarks.
-Identify, interpret and apply external market data to define reward levels, plans and practices through data analysis and contact with peers and experts.
-Monitoring and controlling internal reward practices to ensure consistency, equity and to control personnel cost
-Leads Compensation and Benefits projects
-Designs reward policies and structures in line with company strategy and in close cooperation with legal and finance
-To recruit, select and contract employees. In close collaboration with Line Manager & POD Manager and in line with recruitment policy.
-To contribute to a quantitative and qualitative optimised inflow of personnel.
Learning and Development
-Training coordination, data reporting, training design, support to embed functional competencies. In close collaboration with Line Manager & POD Manager and in line with various policies around learning and development.
-To contribute to a successful follow up of career plans for Management Trainees, Talents and emerging professionals and follow up and assistance in implementation of various leadership and functional competencies.
-Support for talent identification, preparation of management reviews, support roll-out of Leadership programs. In close collaboration with HRD and HR Manager and in line with succession planning rules, learning agility processes and follow up
-To contribute to a successful learning and development plan and follow up as well as implementation of personal development plans.
-Involved in the broader administration of HR (payroll, labour contracts, etc…). In close collaboration with benefits and compensation manager.
-To contribute, alignment of Job descriptions, Familiarisation of SAP. Personnel files up to date with required documents in place. Participation of induction programs of new staff.
University degree in HR, psychology, economics, Business Administration. Master’s degree a plus.
Experience / skills required:
– Minimum of 18 months relevant work experience of experience ideally in an FMG Industry or production industry
– Experience in an international environment would be a plus
– Flexible to relocate and spend at least one year away from home country.
– For DRC, Congo, Burundi: French required and good level of English
– Algeria: French and Arabic required and good level of English
– Put Safety First!
– Act as an Entrepreneur
– Collaborate through Trust
– Focus on Support over Control
– Keep it Simple
– Learn, to Improve
1. Business Understanding
2. Operational Excellence
4. People and Organisation Development,
5. Strategic Partnering,
6. Employee relations,
7. Culture and Change Leadership.
A genuine interest in developing a career in HR
Strong verbal and written communication skills
Strong administrative and organisational skills
The ability to act in a confidential and sensitive manner
A willingness to travel to regional offices on occasion
An interest in working with people
Be confident about gathering facts and making financial calculations
The ability to work as part of a team
The ability to work accurately, with good attention to detail
Business awareness and management skills;
IT and numeracy skills, with strong IT skills required if managing/operating computerised payroll and benefits systems;
Interpersonal skills to form effective working relationships with people at all levels;
Curiosity and a willingness to challenge organisational culture where necessary