A.   SKILLS

1. Excellent interpersonal skills with people at all levels, internally and externally.

2. Strong written and verbal communication skills.

3. Effective strategic thinking, planning and project management skills.

4. Ability to engage management, analyse findings and build commitment to solutions.

B.   PERSONAL QUALITIES

1. Self-motivation, enthusiasm and results-focus.

2. Flexible, adaptable and comfortable with ambiguity.

3. Pragmatic and solution-oriented.

4. Ability to move between big picture and detail.

A.   Organisation development – Plans with impactful outcomes

• Contribute analysis and ideas to the division’s HR strategy and ensure that initiatives are integrated and aligned with strategic and business goals.

• Facilitate initiatives that foster a high performance culture and where learning and continuous improvement are the norm.

• Develop and implement specific performance improvement initiatives e.g. through the design and implementation of a behavioural competency framework and 3600 feedback process for key roles.

• Identify opportunities for performance improvement through internal analysis, process/ system reviews and recommending workable alternatives that impact business outcomes.

• Design and facilitate in-house events (e.g. workshops, team building, etc.) as required.

B.   Learning & individual development – Enhancing people capabilities

• Develop the division’s approach to talent management, succession planning and coordinate the contributions of key stakeholders for effective implementation.

• Work with managers on the design and delivery of appropriate and relevant Individual Development Plans for their team members; commission external and internal learning interventions.

• Develop and strengthen coaching, mentoring and secondment schemes to support staff development and the achievement of Individual Development Plans.

• Develop and maintain a database of staff skills and knowledge in order to maximise the diverse talents in the division.

C.   Recruitment – Attracting the right people

• Effectively communicate the value proposition of higher education philanthropy and to attract the right people to join the division.

• Plan and implement a sustainable recruitment strategy for the division.

• Commission the right recruitment agencies to search strong candidates for critical roles.

• Work closely with the division’s management and Central Human Resources to select the right candidate for a role and manage the recruitment process at the division.

• Manage the process for hiring Contingent Workforce and independent consultants.

D.   HR Core Processes – Administrative expert

• Be responsible for the division’s job evaluation project, advice management on job design, job descriptions; work closely with Central Human Resources to align the grading of job roles.

• Manage the recruitment processes and orientation programme for the division.

• Oversee the annual appraisal process, monitoring compliance with schedule and work with the division’s management to ensure consistency of quality in appraisal documentation.

• To contribute to the development of policies and procedures in collaboration with Central Human Resources.

• Undertake and perform other duties as assigned.

• At least 5 years of relevant work experience and strong performance track record

• Degree from a recognised University, preferably in Human Resource Management.

• An Organisation Development qualification or equivalent professional knowledge gained through experience working as an OD specialist or HR generalist with OD focus.

• Demonstrates up-to-date knowledge of good practice in Learning & Development.

• Capabilities to plan and attract the right candidates for vacant roles at the division.