Job Summary:

Responsible for supporting the Human Resources team on consultation, facilitation, and resolution strategies for employee relations, policies, and practices to meet the needs of the company.

Key accountabilities /responsibilities:

• Assist Head of Department to provide advice to company line managers and employees in resolving specific problems relating to progressive discipline as per Company General Rules and Regulations.
• Pay attention and facilitate confidential dialogue to all grievance case handling duties and inquiries.
• Organize disciplinary hearings, conduct investigations take minutes, advise employees regarding their employment rights and monitor implementation of decisions as well as reporting monthly cases handled.
• Assist Department head to oversee performance evaluation process (initial probation and annual evaluations) including process improvement and implementation.
• Investigate the cause of employee underperformance, advise and counsel parties involved, forward persistent underperformance for disciplinary action.
• Participate in separation/termination process longevity and retirement programs.
• Witness the separation process, issue exit interviews for those leaving through thru resignations, carry out quarterly analysis and submit an annual report on causes of employee exits
• Prepare notices, articles, presentations, and other publications which provide information concerning company practice and activities related to employee relations, equal access, or opportunity on the noticeboard.
• In charge of noticeboard and pin all Management memos/communication.
• Provide direct assistance in the formulation and implementation of company policies and procedures as they affect the human resources areas with a focus on employee relations.
• Take charge of employee welfare, medical, accidents, fitness, and other
• Suggest work-life balance initiatives
• Educate and remind staff on Company disciplinary Policy every 6months and also during orientation of new staff.
• Create awareness of sexual harassment Policy.
• Visit different departments regularly to ascertain working climate and culture enhancement. Listen to complaints of staff and take minutes
• Report writing on all carried our activities for follow-up purposes with the Executives.
• Design, implement and monitor Performance Management to enable employees and teams to understand the goals of the Airline and to identify how individual and team outputs contribute to the achievement of the Airline’s objectives; specifically through managing the performance cycle to ensure cross-Complex alignment and intra-Complex cascading of business goals and Key Performance Indicators across the Airline.
• Work in liaison with key stakeholders e.g. budget, strategy, and operations to establish and support the link between strategic business objectives and people’s day-to-day actions and tasks by implementing a process for tracking progression from goal setting, mid-year reviews and end of year evaluations to support individual, team and organizational performance.
• Ensure targeted communication and capacity-building programs in the performance management process to enable managers to effectively evaluate and measure individual and team performance and to optimize performance and productivity.
• Manage and coordinate organization-wide efforts to ensure that performance management and performance improvement programs are developed and managed using a data-driven approach that sets priorities for improvements in line with ongoing strategic imperatives.
• Develop and communicate the strategic vision, scope, priorities, processes, systems, and tools of the performance management unit.
• Provide leadership and coordination for Performance Management and improvement initiatives, ensuring their alignment to improving the Airline’s operational and program efficiencies and effectiveness; and ultimately evaluating the impact that these initiatives have on organizational performance.
• In liaison with the Total Rewards & Recognition sections, contribute to the design, implementation, and management of effective Recognition Programs to reward staff contributions.
• In liaison with the Learning &  Development and Talent Management Officers, contribute to the design, implementation, and management of effective leadership and employee development and talent management initiatives to address performance gaps related to capacity/knowledge gaps among staff and overall talent sourcing and management programs.
• Design, implement and manage organization-wide performance training/capacity building together with Learning and Development for all levels of employees and management to drive for positive and measurable impact on the culture and performance of the Airline.
• Work with Human Resources Information System and Corporate Information Technology Services to ensure the development, enhancement, or acquisition of the Information Technology tools needed to support the performance management activities
• Drive Airline-wide processes for sharing best practices, tools/materials, and ongoing communication activities for performance improvement. In line with this, establish and disseminate guidelines and manuals which will serve as reference documents on staff performance management for appraisees as well as appraisers.
• Coordinate with the Head of the unit for the implementation by the Human Resources Management department and managers of consequences related to performance evaluation results, e.g. performance pay, Performance Improvement Plans, responses to requests for revision of the evaluation, reward and recognition activities, learning and development activities, etc.
• Oversee the implementation of key performance measures, core competencies, and core values into the performance appraisal system.
• Lead, manage and monitor the design, implementation, and effective use of 360-degree feedback process; including the dissemination of individual reports and coordination of development discussions between managers and their staff.
• Keep the Senior Management of the Airline informed on critical issues concerning the implementation of the performance management process; make recommendations to Senior Management on key decision points regarding this process; seek guidance from Senior Management on critical issues.
• Lead initiatives for introducing/maintaining best practices, including benchmarking relevant policies and practices with similar organizations or market leaders, as may be approved from time to time.
• Report writing and submission on each of the tasks.

Academic Requirements and Relevant Experience:

• Bachelor’s Degree in Human resources management or any related field
• Post Graduate Diploma in Human Resources Management
• 3 years of experience in staff employee relations and performance management processes
• Familiarity with HRIS tools that support Performance Management processes/activities; Management of 360-degree feedback processes in a multi-cultural, complex business environment.
• Experience in leading performance improvement programs

Required skills

• Ability to motivate employees
• Critical thinker and problem-solving skills
• Team player
• Good time-management skills
• Excellent interpersonal and communication skills
• Organizational skills
• Writing skills
• Flexibility
• Integrity