Deputy Head of HR

The duties and responsibilities of Deputy Head of HR include but is not limited to:

1. 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.

• 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.

2. Lead the HR team at post, providing expertise in recruitment, payroll, performance management, leadership development, employee relations and HR policy issues and processes including:

• 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.
• Support Performance Management development for staff, and identify the requirements needed to ensure the organization can deliver a high-quality service to staff.
• Recruitment:
  Develop a strong recruitment team;
  Provide the recruitment and manage the results to meet the quantity and quality in accordance with timeline;
  Set up corporate branding in recruitment
• Assist the state-based budget for staff managers by providing accurate HR payments forecasts

3. 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.

• Review and update salary structure, performance appraisal and job description for each Department, Faculty:
• Develop the benefit programs to create a good rewarding working environment;
• Development, implementation and administration of performance management, compensation and benefits, and improvement policies and systems;
• Continue to develop the University’s reward strategy and supporting systems to meet University needs in the future;
• Planning and monitoring of the HR budget and organizational development.

4. Training & People Development:

• Implement and develop New Hire Training to help new member integrate with organization’s culture, operation & expectation;
• Implementation of an HR-Development policy and making of training plans. Develop succession planning program as the key to retain, reward and manage talents;
• Ensuring HR function is achieving its set objectives and creation of a motivating working environment; Maintain discipline for the whole University as well as create motivation for all employees;

5. Employee Relations:

• Solve staffing problems and improve HR administration;
• Develop and manage the ‘partnership approach’ to staff relations, maintaining, developing and extending links with trade unions and communications with staff more generally;
• Represent the HR Department at appropriate internal and external meetings with team member, partners, and trade union;
• Develop an effective communication channels between all employees.

6. Compliance & Disciplines:

• Safeguarding the compliance of all HR-policies and procedures with the labor law and external and internal regulations;
• 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);
• 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;

7. Develop and review in conjunction with the HR Head the Standard Operating Procedures for the efficient and effective administration of the Human Resources Department.

8. Manage the iHRP to meet the needs of the Organisation.