Human Resources Manager – Ethio-Asian Industries S.C
Business and Administration, Human Resource and Recruitment, Management
Ethio-Asian Industries S.C
Company Overview:
Ethio-Asian Industries S.C is Ethiopia’s first privately owned manufacturer of personal care products and the only native manufacturer with a nationally recognized brand; Diana Soap. Ethio-Asian Industries SC, formerly known as East Africa Kality Soap and Detergent Factory, is located in the Eastern part of Addis Ababa, Kaliti. It is the first private sector soap and detergent factory established by well-known industrialist and EAHSC chairman Mr. Bizuayehu Tadele to manufacture Laundry soaps, Detergents, and Toilet soaps.
Ethio-Asia made a partnership agreement with Zoscales Partners (ZP) to meet its objective of becoming a strong player within the personal care space by aspiring to the right niche market of the lower and middle-income class of Ethiopia. Given the continued growth and future expansion of EAISC, the following opportunity exists.
Job Purpose:
To manage the overall human resource functions including recruitment, selection, performance management, training and development, and succession planning to help achieve EAI’s mission and objectives through maintaining a committed, motivated, and skilled workforce.
Job Duties & Responsibilities:
HR strategy, policies, and procedures
- Designs and develops HR strategy consistent with EAI strategies and objectives.
- Carries out manpower planning that can help to have the required quality and quantity of staff based on Company strategic and operational plans.
- Designs and develops HR policy and procedure to have performance standards, consistency, transparency, and clear demarcation of duties and responsibilities, in people’s management process.
- Initiates, develops and proposes improved organizational structure that facilitates better performance and efficiency.
Recruitment and Selection
- Establishes close relationships with employment agencies, Universities, professional societies, and other pertinent bodies to recruit managers and professionals; maintains a pool of potential candidates for future vacant posts.
- Manages the recruitment and selection process effectively in such a way that the right people with the right attitude, qualifications, and skills are employed.
- Institutionalizes induction and orientation programs for newly recruited staff.
Training and Development
- In consultation with Leadership Team members/line managers, assess relevant training needs for staff in respective work units.
- In consultation with Leadership Team members/line managers, designs and develops training programs to meet training needs, or manage this activity via external provider(s).
- Establish a career development structure for professionals at all levels.
- Design and develop a management succession planning scheme and closely monitor its implementation.
- Provide direction and resources, removing barriers and help develop HR staff (HR Team) skills; articulating expectations, and clarifying roles and relationships.
Performance management and learning process
- Encourages and assists in making all performance planning processes participatory and learning process.
- Design and develop employee performance appraisals in such a way that performance appraisals are a form of self-evaluation and self-development processes, target-based, mutual planning, and problem-solving processes.
- Closely follow up and ensure that performance appraisal of staff at all levels are conducted per Company HR policies and procedures.
Motivation and reward
- Initiates develops, and proposes a competitive remuneration system (basic pay, benefits & incentives) that motivates and attracts managers, professionals & other skilled staff.
- Manages the various employee benefits and services properly & ensures that employees are satisfied with these benefits and services.
- Initiates, develops, and proposes merit and performance-based pay; introduces other non-financial awards and recognition systems.
General Service
- Develop security policy and follow up on the implementation.
- Oversee employee canteen service.
- Create a safe and conducive working environment through effective and efficient utilization of facilities.
- Identify major cost centers and devise cost initiatives.
- Maintain strong relationships with local government bodies.
- Contribute to team effort by accomplishing related results as needed.
Qualification:
- BA/MA/ Degree in Management, Business Administration, Business Management, or related field of studies.
Experience:
- 7 years for a BA or 5 years for an MA.
- Preference is given to candidates with proven experience in the FMCG industry.
Required Skills and Attributes:
Skills:
- Recruitment and Selection
- Employee Relations
- Performance Management
- Training and Development
- HR Compliance
- Compensation and Benefits Administration
- HR Information Systems (HRIS)
- Organizational Development
Personal Attributes:
- Communication Skills
- Empathy and Sensitivity
- Integrity and Ethics
- Problem-Solving Skills
- Leadership and Influencing Skills
- Adaptability
- Organizational Skills
- Cultural Fit
