The duties and responsibilities of Deputy Head of HR
include but is not limited to:
Monitor and manage good Communication protocols for dealing with Managers and Staff to ensure the information delivered is relevant, appropriate and timely, and ensure they are in line with VGU’s policies and procedures.
Line manage your direct reports providing training, development and coach on department processes;
Lead the HR team when the Head of HR is absent, being able to step up, manage people and processes. Act as senior partner of the Head of HR.
Lead the HR team at post, providing expertise in recruitment, payroll, performance management, leadership development, employee relations and HR policy issues and processes including:
Ø Support Performance Management development for staff, and identify the requirements needed to ensure the organization can deliver a high- quality service to staff,
Ø Staff Recruitment and Selection: review and implement best practices in conjunction with the HR Head to meet the immediate and future staffing requirements of the organization
Ø Recruitment:
Set up corporate branding in recruitment
Provide the recruitment and manage the results to meet the quantity and quality in accordance with timeline
Develop a strong recruitment team;
Salary, Compensation and Benefit: Lead the HR team operation and the monthly payroll process; Control payroll calculation and obligatory insurances and C&B reports monthly, quarterly, yearly.
Assist the state- based budget for staff managers by providing accurate HR payments forecasts;
Ø Development, implementation and administration of performance management, compensation and benefits, and improvement policies and systems.
Ø Review and update salary structure, performance appraisal and job description for each Department, Faculty.
Ø Develop the benefit programs to create a good rewarding working environment.
Ø Planning and monitoring of the HR budget and organizational development.
Ø Continue to develop the University’s reward strategy and supporting systems to meet University needs in the future
Training & People Development:
Ø Implementation of an HR- Development policy and making of training plans. Develop succession planning program as the key to retain, reward and manage talents.
Ø Implement and develop New Hire Training to help new member integrate with organization’s culture, operation & expectation.
Ø Ensuring HR function is achieving its set objectives and creation of a motivating working environment
Ø Maintain discipline for the whole University as well as create motivation for all employees.
Employee Relations:
Ø Solve staffing problems and improve HR administration.
Ø Develop an effective communication channels between all employees.
Ø Represent the HR Department at appropriate internal and external meetings with team member, partners, and trade union.
Ø Develop and manage the ‘partnership approach’ to staff relations, maintaining, developing and extending links with trade unions and communications with staff more generally.
Compliance & Disciplines:
Ø Safeguarding the compliance of all HR- policies and procedures with the labor law and external and internal regulations
Ø Deal with governmental authorities on functional HR related issues.
Develop and maintain excellent management information and HR systems support for the University.
Provide advice and case management support in areas of grievance and discipline (usually at the appeal stage to supplement and support operational HR departments).
Ø Advise the management and employees on updated labor law and legal regulations.
Develop modern core, HR policies in response to, and addressing, business needs in University, the University’s strategic objectives and legal compliance requirements.
Provide professional expertise to ensure that decisions on HR matters are made in accordance with good employment practices, HR policies and procedures, legislative requirements.
Ø Ensure all employment terms and conditions are aligned with the University’s provision and governmental legislations.
Develop and review in conjunction with the HR Head the Standard Operating Procedures for the efficient and effective administration of the Human Resources Department.
Manage the iHRP to meet the needs of the Organization
Cooperate with Procurement and Finance in purchasing: Health Insurance Package, Training courses and staff outing
Ensure the iHRP system operate smoothly
Analyze statistics, collate reports from other departments and to report on a periodic basic or ad hoc by the Presidential Board
Develop materials and website updating
Administration such as Health Check, Staff Outing, Event Holding
Attendance at local, national and international recruitment events and workshops to promote VGU giving talks and presentations as required
