Property Accountant

- To be an experienced professional with deep knowledge in all matters concerning the HR department in order to champion the development of a credible employer brand for the business that can aid in attracting and retaining talent.

- To be able to manage HR programs and lead staff while also possessing a strong strategic mindset, to develop HR strategies and provide sound advice to management on all related subjects.

- To plan, lead, direct, develop, and coordinate HR policies & procedures, activities, and staff of the Human Resource (HR) department while ensuring compliance to legal & labor law requirements and to company s bylaws throughout implementation of the organizations mission and human capital strategy.

- To ensure that all human resources (HR) operations are carried on smoothly and effectively making sure that all HR needs of the company are being met and are aligned with all business objectives.

- To maintain a highly engaging culture, motivating employees, and fostering an environment with high levels of teamwork, accountability, communication, and vision for employees, and to inspire and create a Human Resources culture that is open, honest, and approachable while promoting organizational growth and success.

1. Develops and aligns human resources strategies to support the business

2. Plans, designs, and develops high-impact human resources interventions and practices supporting the business

3. Develops & implements strategic workforce plans, HR policies & procedures, performance management, talent development, talent acquisition and retention, remuneration, and training

4. Acts as a champion in driving cutting-edge interventions to drive productivity and profitability of the business

5. Advocates for the growth of leadership capabilities across the whole organization

6. Champions the development of a credible employer brand for the business to attract and retain talent

7. Leads in the development of evidence-based HR practices across the business

8. Provides a strategic framework to assist leaders in understanding company bylaws, policies, and labor law

9. Takes the lead in designing recruitment policies and procedures to ensure the company has access to top talent

10. Champions the development of a performance-based reward management system and recognition initiatives

11. Develops remuneration strategies guaranteeing the companys ability to attract and retain top talent

12. Crafts strategies to ensure employee wellness is a top agenda for every executive within the business

13. Takes the lead in designing a framework for employee relations to ensure there will be harmony across the company

14. Leads in the development of a succession plan for the business covering all key and strategic roles

15. Ensures that companys training and development policies & plans focus on developing critical skills for the business

16. Leads in developing organizational structures aligned with the companys strategy

17. Champions the development of digital skills to support the business strategy

18. Leads in technological innovation across the HR value chain

19. Leads in the development of valuable trending workplace innovation

20. Assesses the impact of human resources interventions on business outcomes

21. Promotes ethical and cultural awareness to the workforce through training, development, and consultation

22. Reports daily, weekly, and monthly KPI as determined by management

23. Ensures the maintenance records of transactions such as hires, promotions, transfers, terminations, attendance records, discipline records, employee performance appraisal records, and schedules

24. Leads new-hire orientations and manages the onboarding process to foster positive attitude toward the company

25. Responsible for maintaining a highly engaging culture, motivating employees, and fostering an environment with high levels of teamwork, accountability, communication, and vision for employees

26. Serves as the first point of escalation, communicates business developments and organizational changes to subordinates, and addresses and resolves employee concerns

27. Develops and drives HR initiatives and programs that align and support business objectives

28. Inspires and creates a Human Resources culture that is open, honest, and approachable while promoting organizational growth and success

29. Champions organizational learning through developing training and development programs and materials that encourage skill acquisition, sales growth, and career opportunities within the organization

30. Acts as a resource to managers and employees in resolving employee relations issues, concerns, and conflicts and represent the organization in legal proceedings

31. Manages the organizations benefits programs including health and wellness

32. Conducts regular staff meetings; keep HR staff up-to-date on department and organizational objectives

33. Ensures the highest levels of confidentiality with personnel data and reports

34. Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, and employment law; applies this knowledge to communicate changes in policy, practice, and resources to management

Requirements

Bachelors degree in Business Administration, HR or equivalent from a recognized university (MBA is a plus)

Professional Certificate such as SPHR (Senior Professional in Human resources), GPHR (Global Professional in Human Resources), or equivalent is a plus.

12-14 Years of HR management experience in a leading Regional or International institution, plus 6-8 years in a managerial position.

8+ years of progressive experience in HR disciplines with a strategic focus or equivalent experience

Experience working with, coaching, and influencing leaders

Strong technical HR knowledge including but not limited to compensation, governing laws (e.g. labor law), employee relations, staffing & selection, performance management, training and development, and conflict resolution)

Ability to understand business functions and metrics within our organization

Ability to direct initiatives and gain buy-in from stakeholders

Knowledge of people-related best practices and demonstrated success working as a strategic partner

Strong organizational and leadership skills and demonstrated ability to manage conflicting priorities in a fast-paced environment.

Excellent communication skills, both written and oral to create a free flow of information at all levels of the organization

Interpret information to determine the return on investment and organization impact when making decisions and recommendations

Ability to identify organizational development needs and deliver relevant coaching & training as needed