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 Safety, Health and Environment (SHE) - Participates in the development of Safety, Health, Quality and Environmental corporate and Departmental strategies and objectives - Participates in the development of ISO corporate procedures - Develops and implements Departmental ISO 45001, 14001 and 9001 procedures and ensures implementation of same. - Facilitates internal and external ISO, Safety, Quality and Environment training to employees - Provides Safety, Quality and Environment training to employees on policies, regulations and procedures. - Participates in accident and incident investigations and recommend preventative measures - Carries out analysis of accidents/incidents statistics, identifying trends and suggesting improvements. - Participates in HAZOP meetings and performs risk assessments - Promotes health and safety awareness within the organisation - Develops and implements employee wellness programmes through the company Medical Centre.  Policy Design and Implementation - Formulates and oversees the implementation of approved Human Resources and Administrative policies - Reviews Human Resources and Administrative policies and procedures in line with best practice and changing internal and external conditions. - Develops and implements integrated human resources management systems for the organisation - Provides human resources consultancy services to management and line supervisors - Prepares HR monthly and quarterly reports, including Board reports - Ensures adherence to the company’s Code of Conduct and oversees disciplinary proceedings - Ensures Human Resources policies and strategies are effectively communicated - Recommends organisational development interventions resulting from staff data analysis, employee and stakeholder surveys among employees - Supervises the Company Clinic and champions employee wellness programmes  Human Resources Strategy - Develops and implements HR Strategies and standards for all HR processes including general administration.Develops and provides leadership in the execution of the Human Resources strategic plans including budgets, manpower plans, remuneration systems and talent retention in order to support the business strategy. - Supports operations by providing quality consultancy services and implementing effective administrative systems. - Partners with the leadership team to execute the organisation’s human resources and talent strategy particularly as it relates to current and future talent needs, recruiting, retention and succession planning. - Manages the Human Capital needs and requirements of the organisation - Monitors staff productivity through monthly, quarterly, and annual analysis and trending - Develops and implements manpower plans including succession, training, and development as well as staff re-deployment plans - Provides leadership for effective performance of the Human Resources function - Institutes organisational design and development initiatives to support corporate strategy - Conducts scenario analysis to determine the financial impact of human resources initiatives  Talent Acquisition and Management - Develops and implements effective talent attraction and retention strategies for the organisation - Manages the company’s talent acquisition process - Develops and implements manpower plans to support corporate strategy - Manages the company’s performance improvement centre - Prepares annual performance reports and develops organisation wide action plans. - Manages the performance of subordinate staff through monthly and quarterly reportd against agreed performance targets. - Carries out periodic staff audits in line with company strategy and performance - Conducts short, medium- and long-term human capital supply and demand forecasting to support corporate strategy - Improves employee productivity and effectively reduce costs by improving and automating work processes. - Performs Job Evaluation to enable the proper grading and deployment of skills in line with company human resources and financial strategies.  Performance Management - Designs and implements an effective performance management system that drives productivity - Ensures the performance management system is linked to the remuneration and compensation system - Carries out awareness and training programmes to management, including line management and employees on the performance management system. - Trains and supports management on performance management for sustained improved productivity - Develops and facilitates training and development programmes from training needs derived from the performance management system.  Staff Welfare and Employee Engagement - Develops, promotes and implements health and safety programmes at the work place through the Company Clinic- - Manages the company’s Medical and Pension Funds to ensure effective operations - Manages the company’s asset and Insurance portifolios such as vehicles, Offices, furtniture and houses. - Manages employee welfare programmes such as the Group Funeral Scheme and Pension Fund - Sits in the company’s Medical and Pension Funds Boards as a Trustee. - Develops and implements staff welfare programmes and initiatives - Develops and implements industrial relations improvement and conflict management programmes - Ensures and maintains a work environment that is conducive to high employee productivity - Develops, manages and monitors effective delivery of HR shared service operations  Compensation and Reward Management - Designs and implements approved remuneration strategies and programmes - Researches and analyses trends in compensation and benefits and proposes competitive remuneration to ensure talent attraction and retention. - Manages and oversees the company’s payroll processing and administration functions (Berlina, VIP Sage and Odoo Payroll Systems) - Develops and implements systems that ensure accuracy and integrity of the payroll - Carries out regular remuneration audits and reviews in line with economic trends and benchmarking outcomes. - Develops salary structures that ensure internal and external equity in the organisation. - Manages staff leave account through the payroll and in liaison with heads of departments  Industrial Relations Management - Bridges management and employee relations by addressing demands, grievances and other employee related issues. - Supports current and future business needs through the development, engagement, motivation and preservation of human capital - Carries out culture and employee satisfaction surveys and submits recommendations on impact on Human Resources Strategic direction. - Maintains good industrial relations by developing and implementing industrial relations improvement programmes and ensures company compliance with labour laws. - Sponsors organisational organic and culture transformations through strategy and culture initiatives - Oversees the company’s disciplinary proceedings and attends to Labour Court cases - Develops and implements strategies for dispute prevention and management such as Safety and Works Council meetings - Resolves workplace conflict through consultation, mediation, counselling and disciplinary hearings. - Promotes an environment where skills are encouraged to challenge the status quo free of reprisals. - Administers the company’s Code of Conduct and Grievance Handling Procedures.  Training and Development - Creates and executes training and development strategies and programmes through the company’s training centre - Develops and implements Operators, apprentices and post-graduate trainees training and development programmes - Develops and implements performance improvement training programmes for employees. - Implements approved internal and external management development programmes - Liases with both internal and external stakeholders regarding staff training and development - Oversees operations of the Training Centre  Human Resources Governance and Risk Management - Implements best practise in all Human Resources practises and functions in order to mitigate HR associated organisational risks. - Conducts the necessary checks and vetting before recruitment and appointment of new talent. - Continuously reviews Human Resources Policies and Standard Operating Procedures in order to eliminate identified risks. - Creates and maintains HR Databases for effective reporting and decision making. - Prepares Human Resources monthly operational and quarterly Board Reports.  Public Relations and Communications - Develops and implements the public relations and communications strategy for the company to support corporate goals - Develops and implements a Stakeholder identification and relationship management plan - Identifies and evaluates opportunities for strategic partnerships with key stakeholders. - Maintains sound relationships with key stakeholders in order to improve the company’s reputation and image - Manages the company’s media inquiries and interviews with external stakeholders. - Assists Line Managers to ensure proper communication of company policies and strategic objectives to employees - Designs and writes newsletters, bronchures and blog posts for the company

At a Strategic Level, the Duties and Responsibilities of the above are summarised below:  Safety, Health, Quality and Environment management functions  Policy Design and implementation  Human Resources Management and Administration  HR Budget and Budgtary Control  Payroll Processing and Management  Talent Acquisition and Management  Manpower Planning and Succession Planning  Estate and Insurance portifolios Management  Performance and Reward Management  Transport and Security Management  Training and Development  Industrial Relations and Discipline Management

Summary of Duties and Responsibilities  Establishes and implement HR efforts that effectively communicate and support the company's mission and strategic vision.  Recommends HR plans and strategies to support the achievement of the overall business operations objectives.  Functions as a strategic business advisor to line management of profit centre regarding key organizational, statutory and management issues.  Works with the company's executive management team to establish a sound plan of management succession that corresponds to the strategy and objectives of the company.  Develops and recommends comprehensive strategic recruiting and retention plans to meet the human capital needs of strategic goals.  Develops and recommends comprehensive compensation and benefits plans that are competitive and cost-effective.  Develops and recommends the HR Revenue & Expenditure as well as Capital Budgets

Summary of Duties and Responsibilities  Analyses financial information to assist business profitability and growth  Provides accurate and sound management reporting to assist with key decision-making  Produces month end and year end journals  Prepares statutory and management accounts  Contribute to annual budgeting and planning process  Prepares variance analysis reports and commentaries  Prepares cash flows and production of forecasts  Produces relevant commercial analysis and reporting e.g. margins and pricing  Prepares and co-ordinates financial audits.  Analyses manufacturing costs and prepares regular reports comparing standard costs actual production costs.