Head of People & Culture

The Head of P&C is responsible for leading and managing the Human Resources function at TTWF. This position is tasked with developing and implementing HR strategies that support the overall business plan and strategic direction of the organization in the areas of talent acquisition, organizational development, performance management, compensation, benefits, and employee services such as payroll management and attendance systems. Additionally, the Head of P&C is also responsible for nurturing a positive work culture in the organization. He/She ensures that HR practices are legally compliant, support the organization's mission, and foster a positive, inclusive, and high-performance work environment.

 Essential Duties and Responsibilities

Strategic Leadership:

• Develop and execute comprehensive HR strategies that align with the organization’s goals and business objectives.
  
• Serve as a strategic partner and advisor to other functions to meet organization’s goals
  

Talent Acquisition

• Carry out workforce planning with the support of other functions
  
• Design Talent Acquisition strategy and systems in alignment with organizational goals and legal requirements
  
• Lead the talent acquisition function to attract, recruit, and retain top talent.
  

Associate Services & Relations

• Develop and implement systems and processes for efficient management of employee records, ensuring data integrity and compliance with data protection regulations.
  
• Oversee the development and maintenance of comprehensive HR records, ensuring compliance with legal requirements and data protection regulations.
  
• Oversee payroll management to ensure timely and accurate payment of employees, in compliance with legal standards.
  
• Oversee attendance systems, including field management, ensuring accurate tracking of work hours, leaves, and related expenses.
  
• Ensure that employee relations foster a positive work environment and comply with all applicable labor laws and regulations.
  
• Serve as the senior point of contact for complex employee relations issues, providing guidance on conflict resolution, disciplinary actions, and grievance management in line with legal standards.
  
• Maintain up-to-date knowledge of labor law developments and ensure the organization’s HR policies and practices remain compliant with all legal requirements.
  

Compensation & Benefits:

• Design and oversee the implementation of competitive compensation and benefits programs that comply with local and international labor laws and support the organization’s talent strategy.
  
• Regularly review and benchmark compensation structures to ensure fairness, equity, and legal compliance across all levels of the organization.
  
• Ensure that all employee compensation and benefits programs are administered in compliance with legal standards and best practices.
  

Organizational Development

• Oversee the development and implementation of HR policies and procedures that ensure compliance with local, regional, and national labour laws
  
• Annually review and makes recommendations to executive leadership for improvement of the organization’s policies, procedures, and practices on personnel matters, based on industry trends and innovative practices.
  
• Implement and oversee a comprehensive performance management system that drives employee engagement and aligns individual performance with the organization's strategic objectives.
  
• Oversee the development of robust talent management programs, including succession planning, leadership development, and employee retention strategies.
  
• Oversee the development and implementation of a rewards framework for the organization
  

Culture, Values & Associate Engagement:

• Develop a strategy to strengthen organization culture and embodiment of values
  
• Drive the organization’s culture initiatives, ensuring alignment with the organization’s values
  
• Develop and implement employee engagement strategies to improve communication, enhance motivation and increase retention
  
• Lead initiatives to assess and improve employee engagement and satisfaction, including the design and implementation of surveys and feedback mechanisms.
  

HR Technology and Analytics:

• Oversee the selection and implementation of HR technology solutions that streamline HR processes, improve data accuracy, and enhance decision-making.
  
• Leverage HR analytics to provide data-driven insights into workforce trends, enabling the organization to make informed decisions about talent management and organizational strategy.
  
• Ensure the integrity and security of HR data, maintaining compliance with data protection laws and regulations.
  

Knowledge and Experience Requirements

Education:      Minimum Bachelor’s Degree – Master’s degree is preferred

Experience:   7-10 years of progressive experience in HR roles, preferably within the development sector

• Respect & Dignity
  
• Integrity
  
• Operational Excellence
  
• Passion for change
  
• Teamwork
  

• Labour Law Mastery: Comprehensive understanding of labor laws, with the ability to ensure HR policies and practices are compliant.
  
• Strategic HR Leadership: Proven ability to align HR strategies with business goals and drive organizational change.
  
• Talent Management Expertise: In-depth knowledge of talent acquisition, development, and retention strategies.
  
• Compensation & Benefits: Advanced understanding of compensation structures, benefits administration, and legal compliance in these areas. Organizational change and managing its impact on the workforce.
  
• HR Analytics: Proficient in using HR data and analytics to drive strategic decision-making.
  
• Employee Services Management: Expertise in payroll management, attendance (including field management), expense management, and HR systems implementation.