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1. Job Purpose
The HR Specialist will provide professional and strategic human resource support to the Client in the effective management and development of its workforce. The role will support the implementation of HR policies and procedures, workforce planning, employee relations, performance management, staff development, payroll and benefits administration, organizational development, and HR reporting while ensuring compliance with applicable laws and regulations.
2. Key Responsibilities
HR Policy, Compliance & Advisory
Support the implementation and monitoring of applicable labour laws, regulations, HR policies, procedures, and guidelines.
Develop, review, and recommend HR policies, procedures, guidelines, and frameworks aligned with applicable requirements and organizational needs.
Provide professional HR advice and guidance to management and employees on HR-related matters.
Identify HR management issues and recommend practical measures to strengthen efficiency, accountability, compliance, and service delivery.
Keep abreast of changes in labour laws, regulations, and HR best practices and advise management accordingly.
Workforce Planning & HR Administration
Support workforce planning, staffing analysis, succession planning, and HR forecasting.
Support the preparation and review of HR budgets, staffing requirements, and related resource plans.
Provide HR data and analysis to support workforce planning, resource allocation, and management decision-making.
Support the development and maintenance of accurate staff establishment records and HR databases.
Ensure that staffing requirements, roles, reporting lines, and employee records are appropriately reflected in HR systems and documentation.
Payroll, Benefits & Statutory Compliance
Coordinate and monitor the accurate and timely processing of salaries, allowances, and employee benefits.
Support the administration of employee benefits and assist in resolving related employee concerns.
Ensure accurate processing and timely submission of applicable statutory deductions and employee-related declarations.
Maintain accurate payroll and employee information and coordinate with relevant stakeholders to resolve payroll discrepancies.
Monitor compliance with statutory requirements relating to employee compensation, benefits, and deductions.
Employee Relations & Grievance Management
Support the development and implementation of effective mechanisms for managing employee complaints, grievances, and workplace concerns.
Facilitate the timely, fair, confidential, and professional handling of employee relations matters.
Provide guidance on the application of HR policies and procedures in employee relations cases.
Maintain appropriate documentation and records of employee relations matters.
Identify recurring employee concerns and recommend measures to improve employee engagement, workplace relations, and satisfaction.
Performance Management & Staff Development
Support the implementation and monitoring of employee performance management processes.
Assist managers and employees in understanding performance expectations, objectives, reviews, and development requirements.
Identify staff training and development needs and contribute to the preparation of training and development plans.
Support the implementation and monitoring of staff capacity-building and professional development programmes.
Monitor the effectiveness of employee development initiatives and recommend improvements.
Support initiatives aimed at improving employee performance, productivity, competencies, and career development.
Organizational Development & HR Systems
Support organizational development and workforce management initiatives.
Contribute to the review and improvement of organizational structures, roles, staffing levels, and reporting arrangements.
Provide HR input into organizational restructuring, workforce optimization, and change management initiatives.
Support the continuous improvement and effective use of HR systems and processes.
Ensure HR records, employee information, organizational structures, and related documentation are accurate and up to date.
HR Reporting, Records & Documentation
Prepare periodic HR reports, briefs, analyses, and recommendations for management.
Provide accurate HR data and insights to support organizational decision-making.
Maintain accurate, up-to-date, and confidential employee records and HR documentation.
Ensure proper filing and documentation of HR activities in accordance with organizational requirements.
Monitor HR performance indicators and prepare relevant management reports.
Supervision & Collaboration
Supervise, guide, and support assigned HR staff to ensure effective performance and service delivery.
Monitor staff performance and provide appropriate guidance, feedback, and support.
Collaborate with management, employees, and relevant departments on HR management matters.
Promote professionalism, confidentiality, fairness, and integrity in the delivery of HR services.
Perform other HR-related duties relevant to the position as assigned.
3. Qualifications & Experience
Education
Master’s Degree or equivalent qualification in Human Resource Management, Human Resources, Law, Public Administration, Social Sciences, Management, or another relevant field.
A Bachelor’s Degree in a relevant field with substantial professional experience may be considered where applicable.
Professional certification or qualification in Human Resource Management is an added advantage.
Relevant Experience
Minimum of 2 years of relevant professional experience for candidates holding a Master’s Degree.
Minimum of 5 years of relevant professional experience for candidates holding a Bachelor’s Degree.
Demonstrated experience in HR policy and procedure implementation, employee relations, workforce planning, performance management, payroll and benefits administration, staff development, or organizational development.
Experience working in a structured or public-sector environment is an added advantage.
Experience supervising or coordinating HR staff is an added advantage.
4. Key Competencies
Strong knowledge of Human Resource Management principles and practices.
Good understanding of labour laws, HR policies, regulations, and compliance requirements.
HR policy and procedure development and implementation.
Workforce planning and HR budgeting.
Employee relations and grievance management.
Payroll and benefits administration.
Performance management and employee development.
Organizational development and workforce planning.
Strong analytical and problem-solving skills.
Excellent communication and interpersonal skills.
Strong planning, coordination, and organizational skills.
Leadership, supervision, and team management skills.
Strong report writing and documentation skills.
High level of integrity, confidentiality, fairness, and professionalism.
Proficiency in Microsoft Office applications and relevant HR information systems.
Ability to handle sensitive and confidential employee information appropriately.
5. Key Performance Indicators (KPIs)
Effective implementation and compliance with applicable HR laws, regulations, policies, and procedures.
Timely development, review, and implementation of HR policies, procedures, and guidelines.
Timely and accurate processing of salaries, allowances, and employee benefits.
Accurate and timely processing and submission of applicable statutory deductions and employee-related declarations.
Effective and timely resolution of employee complaints, grievances, and workplace concerns.
Effective implementation and monitoring of performance management processes.
Timely implementation and effective monitoring of staff training and development programmes.
Accurate and timely maintenance of employee records and HR information.
Effective support to workforce planning and organizational development initiatives.
Timely submission of accurate HR reports, analyses, and recommendations.
Effective supervision and support of assigned HR staff.
Improved quality, efficiency, compliance, and responsiveness of HR service delivery.
6. Other Requirements
High level of confidentiality and discretion when handling employee and organizational information.
Ability to work effectively with employees and management at different levels of the organization.
Ability to work independently while also contributing effectively to a team.
Strong attention to detail and commitment to accuracy.
Ability to manage multiple HR priorities and meet established deadlines
Deadline of Applications is 1st October 2026
Learn more about this Employer on their Career Site
