Our client is looking for a candidate / local based in Cote d'Ivoire.

Mission/ Core purpose of the Job:
This position has full accountability for managing and leading the end-to-end Human Resources value chain in the Opco.Responsible for the implementation and localisation of Group HR strategy, standards and frameworks that supports the objectives of the Opco. Accountable to provide direction on all human capital related matters, provide counsel and ensure HR governance and compliance whilst contributing to the overall strategic direction of the organisation.

Key Performance Areas: -
Strategy Development and Implementation
As a member of the Executive team, is involved in setting the strategic direction of the OpCo in particular ensuring that the human resources strategy, policies, programs and systems support the strategic goals of the OpCo.Leads the development of the OpCo HR strategy in line with the Group HR

Vision
Lead the coordination of culture change and employee engagement across the OpCo
Design and build a strong employee brand and position as an employer of choice
Mitigating risk by ensuring compliance to all relevant legislation driven country requirementProvide vision and leadership for the development of a cost-effective business unit through accurate forecasting and financial management Liaison with Group Business Partnering team to ensure operational efficiencies and alignment across all areas of the business
Ensures robust and reliable HR capital reporting and ensure compliance to Group standards

Staff Leadership and Managements: -
Build and manage a high performing team by providing leadership, role, clarity, training and career developmentEnsure open communication channels with staff and implement change management interventions where necessaryProvide definition of roles, responsibilities, individual goals and performance objectives for the teamSet KPIs and provide regular performance feedback through a well-defined and implemented performance review program
Develop and implement a training plan in order to build and develop skills within the team
Encourage knowledge transfer through the implementation of a knowledge transfer plan and drive continuous improvement philosophy through theknowledge transfer plan
Performance manage resources in accordance with HR policy and legislation where necessary
Promote a ‘centric’ and ‘partnership approach’ to develop strong relationships with other working groups and ensure adherence to Group governance

Governance
Strategic Meetings
Initiate and hold strategic meetings to ensure relevant participation and provide direction for the various discussions As per business plan
Drive adequate risk mitigation and controls
Ensure Approval on new initiativesReview, finalise objectives, targets, budgets and authorise and / or secure relevant budget for internal projectsAuthorise and / secure authorisation for proposals on change initiatives Evaluate areas of improvement across people, process and technology EscalationsManage and resolve issues that will result in severe time, scope, productivity and cost or resource impactResolve and provide guidance to issues escalated Performance Monitor and ensure alignment with Global Business strategy and per industry best practices Monitor the business performance of the HR Partnering streams/verticals against agreed targets and take corrective action where necessary. Evaluate Business plans are execution for continuous improvement

Budgets
Oversee the Divisional budgetsCreate the conditions for effective cost controlling within the Divisions
Oversee project initiative budgets in line with the specified delegation of authorities and approvalsDrive initiatives that will ensure that the cost of operations are reduced, in line with a least cost operating strategy stemming from the business drivers

Operational Delivery
Contribute to decision making in areas of the annual business plan, service delivery, performance monitoring and business performance managementProvide planning and guidance in the development of capabilities As per business plan
Responsible for developing the processes and support structures to attract, retain, and develop a talented workforce that mirrors the demographics of the country
Responsible for the talent management lifecycle strategy, people performance and well-being of employees within the OpCoLead integrated of HR strategies and process across business functions
Lead all transformation initiatives and provide guidance to the business to ensure smooth workforce transition is adopted
Coordinate and partner with key business functions to drive culture of change and employee engagement across the OpCoEnsure compliance with all local laws and regulations pertaining to employment and manage all necessary reporting
Primarily responsible and accountable for the performance of the HR Business unit within the OpCoEnsures optimum utilization of HR Information Systems for effective and efficient administration and reporting

Stakeholder Landscape: -
Opco CEO Functional Heads/Opco Exco Regional Vice Presidents Group Chief Operations Officer Opco Board of Directors Internal Auditors/ Audit Committee Chief Human Resources Officer and Corporate Affairs Officer CoE General Managers Group Business Partnering Peers in other regions

External Stakeholders: -
Vendors Organised Labour Unions Market Regulators Government – Labour
Functionally: Group Chief HR&CA

Education: -
4 year academic degree Post Graduate QualificationMBA/Masters/CA Labour Law qualifications advantageous – specific to Country English, French and Arabic (as advantage) Accreditation as an HR Professional Member

Experience: -
Minimum 10 -12 years related experience
Management track record of 7 years or more, with at least 5 years in multinational/global /digital environments (Telco’s/FMCG’s) Deep and broad experience in transformation and change management Strategic work force planning – (talent, manpower planning, succession planning, skills assessment, competencies etc.)
Strong Employee Relations and wellness experience
Strong business acumen
Global enterprise experience in emerging markets Work across diverse cultures and geographies

Training: -
Accredited on various assessment tools HR Policies and Procedures HR Systems

Certifications: -
Registration with professional relevant bodies

Specifications: -
Proven track record in managing and leading a human resources division/area within an organisation that is agile, diverse and complex in nature. Global mindset to service worldwide operations Attitude of Innovation & thought leadership to the organisation Pan Africa multi-cultural experience Multi-country operations oversight experience Willing and flexible to travel within Africa and Middle East

Knowledge: -
Ability to think creatively and develop non-traditional solutions to complex business challenges Demonstrated experience in developing and executing successful commercialization strategies Operational management Global business best practices and trends Financial / Numeracy Organisational awareness Telecommunications industry

Skills: -
Strong negotiation and analytical skills Conflict management Continuous improvement Strong leadership skills Dealing with ambiguity Dealing with complexity Decision making Negotiation skills Numerical People management

Presentation Strategic thinking
Global Talent Standards: -
* Head (25): Strategy Directors Decisive Problem Solver; Value Creator * Heart (35): Culture and Change Translator; Inspiring People Leader; Stakeholder Influencer * Hands (30): Executer; Results Achiever

Behavioral Qualities: -
Strategy Directors Decision Problem Solver Value Creator Culture and Change Translator Inspiring People Leader Stakeholder Influencer Executer Innovator Result Achiever