Deloitte Human Resource Management Jobs in Accra
1. Patiently scroll down and read the job description below.
2. Scroll down and find how to apply or mode of application for this job after the job description.
3. Carefully follow the instructions on how to apply.
4. Always apply for a job by attaching CV with a Cover Letter / Application Letter.
Deloitte is the largest private professional services network in the world. Every day, approximately 457,000 professionals in more than 150 countries demonstrate their commitment to make an impact that matters.
Deloitte West Africa is a cluster of Deloitte offices that has joined together to provide seamless cross-border services to our clients in the region and to pass on the benefits of scale and access to resources that this organisation can generate.
In Ghana, Deloitte is one of the leading professional services organisations, specialising in providing Financial Advisory services, Risk Advisory, Audit, Tax & Regulatory, Business Process Solutions and Consulting. We serve clients in a variety of industries from financial services, to consumer business and industrial products, telecommunications, energy and resources, manufacturing and the public sector.
Our professionals are unified by a collaborative culture that fosters integrity, outstanding value to markets and clients, commitment to each other, and strength from cultural diversity. They are dedicated to strengthening corporate responsibility, building public trust, and making a positive impact in their communities. We understand that our professionals hold interests outside of the workspace and we aim to encourage work/life balance, supporting them in all aspects of their lives.
Job Description
Role Summary
The Head of Human Resources is responsible for the delivery of leading-edge HR core processes and solutions. The role will design and deliver competitive business advantages through HR innovations in areas such as talent management, organization design and development, performance management, engagement, diversity, inclusion and change management.
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The role will plan, coordinate and implement relevant talent initiatives and programmes that will support business improvement and operational growth.
The role will administer and oversee the HR department in Ghana
Reports to: Head, People & Purpose West Africa
Responsibilities
Organization Development
- Work with HRBPs to conduct an annual workforce plan – identify staffing needs, critical roles, talent mapping, workforce trends, and analysis
- Drive the development of change management and organization effectiveness programs as and when necessary
- Oversee all activities of the Coaching programme firm – wide
- Monitor the success of talent programs/initiatives and proactively recommend improvements to leadership
Talent Acquisition
- Oversee and drive the end-to-end process of the Talent Acquisition function
- Proactively prepare relevant HR analytics and metrics in the space of Talent Acquisition, to provide insights into key decision making
- Analyze personality / psychometric assessment feedback and generate appropriate profile reports for candidates, communicating same where applicable to new hires.
Talent Management
- Manage all inbound and outbound mobility activities i.e. Just-in-time
- Develop succession planning programs and techniques, working with HRBPs to identify and develop high-potential employees
Performance Management
- Manage the firm-wide career and performance management activities and initiatives – individual development plan, check-ins, career coaching, talent reviews, pulse surveys, talent standards, mid and year-end performance reviews, and other related activities
- Collate, track, and implement year-end performance management decisions in consultation with the BULs/TP
- Drive and manage the development and update of employee job description/KPIs for new roles in line with Deloitte performance standards and communicate the same as appropriate
- Initiate, review and update relevant, career and performance management policies and other related initiatives.
Employment Engagement
- Manage the Firm’s Diversity and Inclusion programmes such as IWD, DWIL, Diversity Day celebration, Deloitte Impact etc. from a P&P standpoint
- Drive and execute Employee wellbeing and awareness initiatives
- Work closely with BU to design and execute best-fit employee engagement interventions to improve work relationships, build morale, increase productivity and retention
Business Partnering
- Serve as a strategic partner and trusted advisor to business leaders; consult with leaders to develop and execute talent strategy, and guide the execution of HR programs, processes, communications, and strategic initiatives.
- Provide advice and counseling to managers and employees on a variety of HR issues including analysis of organization structure/reviews, performance management, salary administration, policy interpretation, management and organization development/training needs, advancement planning
- Support the delivery of HR/talent initiatives, identifying and managing opportunities within the business unit in order to support the achievement of strategic goals
- Utilize data to provide insight and support best decision making for successful business outcomes.
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Employee Relations
- Facilitate and guide various stakeholders on corrective actions, grievances, conflicts, and disciplinary procedures
- Conduct exit interviews, analysing trends or opportunities for feedback or improvement, particularly in areas related to employee engagement
- Design relevant employee surveys and drive participation within teams; carry out analysis of major findings and work with senior leaders to build action plans
HR Core Processes
- Effectively supervise the Shared Services team to define, design, and deliver seamless HR support to BUs
- Support the delivery of a high-performance culture, by ensuring that the performance management experience (RPM) is effective and empowering, prioritizing fairness and objectivity.
- Proactively identify underperformers and manage same in line with the low-performance management process
- Develop a functional and effective talent pipeline and talent sustainability framework.
- Assess talent readiness and identify the pool of talent within the business and translate to talent development and succession/retention plans
- Engage with the BU leadership team to develop annual training & development plans as well as remedial interventions to address skills and knowledge gaps
- Proactively engage the leadership team to design and implement an annual manpower plan for the BU.
- Effectively track and monitor the manpower plan in line with the unit’s talent strategy
Change Management
- Implement effective change management strategies, providing subject matter expertise on risk mitigation and change delivery
- Act as a change management champion in the implementation of talent initiatives such as the Monthly Wellbeing programmes, Deloitte Impact, Diversity and Inclusion etc. within the business unit
HR Administration
- Effectively supervise Employee Records Management & HRIS
- Ensure the prompt payment of employee allowances/benefits and firm’s statutory obligations
- Ensure compensation and benefits issues are promptly addressed, processed and appropriately communicated (where applicable) – final entitlement to exiting employees
- Ensure all employee monthly salary inputs are captured promptly and accurately communicated to all concerned – employees’ salaries, contract employees and interns salaries, etc.
- Review employment offers in line with the salary scales and applicable remuneration policies, compile and review employee promotion/salary review letters
- Supervise all employees’ external financial relations – bank loan requests, relations with staff cooperative, pensions, personal insurance plans, etc.
- Review P&P letters for accuracy of remuneration and other necessary details – embassy letters, introduction letters, transfer letters, salary upgrade letters, etc.
- Develop and regularly maintain updated internal controls framework to ensure compliance obligations within P&P.
- Ensure efficiency and effectiveness of controls and full compliance by the team.
Key Performance Indicators
- Organization Development
- Talent Management
- Performance Management
- Business Partnering
- Employee Relations and Engagement
- HR Core Processes
- HR Administration
- Change Management
Qualifications
Qualifications and Experience
- B.Sc./HND Degree in any social science course
- Postgraduate qualification (relevant to Service Area / Business Management, etc.) will be an added advantage
- Professional membership with CIPD or other relevant HR professional bodies
- Minimum of 10-12 years’ working experience within the relevant HR function
- Minimum of 6 years’ managerial experience in HR function
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Technical
- Skilled in field with sound industry and business knowledge
- Demonstrated leadership skills
- Experienced in communication and implementation of strategy
- Proven ability to manage and execute projects
- Experienced in the development and delivery of professional presentations
- Good report-writing skills
- Skilled in the field with sound industry and business knowledge
- Demonstrated leadership skills
- Experienced in communication and implementation of strategy
- Proven ability to manage and execute projects
- Experienced in the development and delivery of professional presentations
Behavioural
- Excellent communication skills, both written and verbal
- Effective interpersonal and relationship-building skills
- Good mentorship and coaching ability with desire to develop self and others
- Strong client delivery focus
- Adaptable, managing change and ambiguity with ease
- Focus on quality and risk
- Effective problem-solving ability
- Excellent business acumen
1. Patiently scroll down and read the job description below.
2. Scroll down and find how to apply or mode of application for this job after the job description.
3. Carefully follow the instructions on how to apply.
4. Always apply for a job by attaching CV with a Cover Letter / Application Letter.
Deloitte is the largest private professional services network in the world. Every day, approximately 457,000 professionals in more than 150 countries demonstrate their commitment to make an impact that matters.
Deloitte West Africa is a cluster of Deloitte offices that has joined together to provide seamless cross-border services to our clients in the region and to pass on the benefits of scale and access to resources that this organisation can generate.
In Ghana, Deloitte is one of the leading professional services organisations, specialising in providing Financial Advisory services, Risk Advisory, Audit, Tax & Regulatory, Business Process Solutions and Consulting. We serve clients in a variety of industries from financial services, to consumer business and industrial products, telecommunications, energy and resources, manufacturing and the public sector.
Our professionals are unified by a collaborative culture that fosters integrity, outstanding value to markets and clients, commitment to each other, and strength from cultural diversity. They are dedicated to strengthening corporate responsibility, building public trust, and making a positive impact in their communities. We understand that our professionals hold interests outside of the workspace and we aim to encourage work/life balance, supporting them in all aspects of their lives.
Job Description
Role Summary
The Head of Human Resources is responsible for the delivery of leading-edge HR core processes and solutions. The role will design and deliver competitive business advantages through HR innovations in areas such as talent management, organization design and development, performance management, engagement, diversity, inclusion and change management.
ADVERTISEMENT - CONTINUE READING BELOW
The role will plan, coordinate and implement relevant talent initiatives and programmes that will support business improvement and operational growth.
The role will administer and oversee the HR department in Ghana
Reports to: Head, People & Purpose West Africa
Responsibilities
Organization Development
- Work with HRBPs to conduct an annual workforce plan – identify staffing needs, critical roles, talent mapping, workforce trends, and analysis
- Drive the development of change management and organization effectiveness programs as and when necessary
- Oversee all activities of the Coaching programme firm – wide
- Monitor the success of talent programs/initiatives and proactively recommend improvements to leadership
Talent Acquisition
- Oversee and drive the end-to-end process of the Talent Acquisition function
- Proactively prepare relevant HR analytics and metrics in the space of Talent Acquisition, to provide insights into key decision making
- Analyze personality / psychometric assessment feedback and generate appropriate profile reports for candidates, communicating same where applicable to new hires.
Talent Management
- Manage all inbound and outbound mobility activities i.e. Just-in-time
- Develop succession planning programs and techniques, working with HRBPs to identify and develop high-potential employees
Performance Management
- Manage the firm-wide career and performance management activities and initiatives – individual development plan, check-ins, career coaching, talent reviews, pulse surveys, talent standards, mid and year-end performance reviews, and other related activities
- Collate, track, and implement year-end performance management decisions in consultation with the BULs/TP
- Drive and manage the development and update of employee job description/KPIs for new roles in line with Deloitte performance standards and communicate the same as appropriate
- Initiate, review and update relevant, career and performance management policies and other related initiatives.
Employment Engagement
- Manage the Firm’s Diversity and Inclusion programmes such as IWD, DWIL, Diversity Day celebration, Deloitte Impact etc. from a P&P standpoint
- Drive and execute Employee wellbeing and awareness initiatives
- Work closely with BU to design and execute best-fit employee engagement interventions to improve work relationships, build morale, increase productivity and retention
Business Partnering
- Serve as a strategic partner and trusted advisor to business leaders; consult with leaders to develop and execute talent strategy, and guide the execution of HR programs, processes, communications, and strategic initiatives.
- Provide advice and counseling to managers and employees on a variety of HR issues including analysis of organization structure/reviews, performance management, salary administration, policy interpretation, management and organization development/training needs, advancement planning
- Support the delivery of HR/talent initiatives, identifying and managing opportunities within the business unit in order to support the achievement of strategic goals
- Utilize data to provide insight and support best decision making for successful business outcomes.
ADVERTISEMENT - CONTINUE READING BELOW
Employee Relations
- Facilitate and guide various stakeholders on corrective actions, grievances, conflicts, and disciplinary procedures
- Conduct exit interviews, analysing trends or opportunities for feedback or improvement, particularly in areas related to employee engagement
- Design relevant employee surveys and drive participation within teams; carry out analysis of major findings and work with senior leaders to build action plans
HR Core Processes
- Effectively supervise the Shared Services team to define, design, and deliver seamless HR support to BUs
- Support the delivery of a high-performance culture, by ensuring that the performance management experience (RPM) is effective and empowering, prioritizing fairness and objectivity.
- Proactively identify underperformers and manage same in line with the low-performance management process
- Develop a functional and effective talent pipeline and talent sustainability framework.
- Assess talent readiness and identify the pool of talent within the business and translate to talent development and succession/retention plans
- Engage with the BU leadership team to develop annual training & development plans as well as remedial interventions to address skills and knowledge gaps
- Proactively engage the leadership team to design and implement an annual manpower plan for the BU.
- Effectively track and monitor the manpower plan in line with the unit’s talent strategy
Change Management
- Implement effective change management strategies, providing subject matter expertise on risk mitigation and change delivery
- Act as a change management champion in the implementation of talent initiatives such as the Monthly Wellbeing programmes, Deloitte Impact, Diversity and Inclusion etc. within the business unit
HR Administration
- Effectively supervise Employee Records Management & HRIS
- Ensure the prompt payment of employee allowances/benefits and firm’s statutory obligations
- Ensure compensation and benefits issues are promptly addressed, processed and appropriately communicated (where applicable) – final entitlement to exiting employees
- Ensure all employee monthly salary inputs are captured promptly and accurately communicated to all concerned – employees’ salaries, contract employees and interns salaries, etc.
- Review employment offers in line with the salary scales and applicable remuneration policies, compile and review employee promotion/salary review letters
- Supervise all employees’ external financial relations – bank loan requests, relations with staff cooperative, pensions, personal insurance plans, etc.
- Review P&P letters for accuracy of remuneration and other necessary details – embassy letters, introduction letters, transfer letters, salary upgrade letters, etc.
- Develop and regularly maintain updated internal controls framework to ensure compliance obligations within P&P.
- Ensure efficiency and effectiveness of controls and full compliance by the team.
Key Performance Indicators
- Organization Development
- Talent Management
- Performance Management
- Business Partnering
- Employee Relations and Engagement
- HR Core Processes
- HR Administration
- Change Management
Qualifications
Qualifications and Experience
- B.Sc./HND Degree in any social science course
- Postgraduate qualification (relevant to Service Area / Business Management, etc.) will be an added advantage
- Professional membership with CIPD or other relevant HR professional bodies
- Minimum of 10-12 years’ working experience within the relevant HR function
- Minimum of 6 years’ managerial experience in HR function
ADVERTISEMENT - CONTINUE READING BELOW
Technical
- Skilled in field with sound industry and business knowledge
- Demonstrated leadership skills
- Experienced in communication and implementation of strategy
- Proven ability to manage and execute projects
- Experienced in the development and delivery of professional presentations
- Good report-writing skills
- Skilled in the field with sound industry and business knowledge
- Demonstrated leadership skills
- Experienced in communication and implementation of strategy
- Proven ability to manage and execute projects
- Experienced in the development and delivery of professional presentations
Behavioural
- Excellent communication skills, both written and verbal
- Effective interpersonal and relationship-building skills
- Good mentorship and coaching ability with desire to develop self and others
- Strong client delivery focus
- Adaptable, managing change and ambiguity with ease
- Focus on quality and risk
- Effective problem-solving ability
- Excellent business acumen
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