Title: Country HR Officer (CHRO) 2
Location: Cameroon
Development of an HR strategy, for the delivery of required services that reflects local responsiveness whilst maintaining international standards.
Development of policies and procedures for Cameroon in order to implement adopted strategies and ensure observance, as well as regular updating to ensure compliance with changing corporate and regulatory environments.
Maintenance of working contacts with all business units and managers across the company in order to provide support on the people dimension of the business and enhancing the role of HR to change from service provider to business partner.
Maintenance of working contacts with HR entities abroad, ensuring local policies comply with global guidelines and requirements.
To ensure good relationship with local Labor Authorities and partners
Monitoring of delivery within Human Resources, providing guidance and counselling for individual development and career progression.
To ensure that the business derives maximum value from the deployment of human resources by ensuring the selection, development, progression, reward and relations between the Bank and staff are maintained to required standards.
To develop and continually update the staffing plan through discussion and interaction with unit heads to ensure optimum number of staff at all times as well as a balanced staff diversity ratio.
To link pay to performance using corporate tools (annual reviews, talent inventory reviews, goals setting) and creating a clear relationship to outcomes of compensation, progression or separation.
To manage the recruitment and separation process to ensure that (a) the Bank continues to attract the right caliber of staff at the right time into the right job, (b) the Bank separates with those staff who are unable to meet the required standards or whose skills are misaligned to the changing needs of the organization.
To contribute to maintain a good social climate by proposing an adequate and achievable VOE action plan, by monitoring it implementation as well as ensuring feedback is provided to staff at least quarterly.
Job-holders experience, education and skills:
At least 3 years work experience in human resource function of a large and dynamic multi-national
Bachelor /Master degree
Good communication & interpersonal skills
Language skills: French and English
Strong planning, organization skills & follow -through skills
Capability of working in a diverse & dynamic environment
Ability to interact with all levels of staff & management
7 THINKING COMPLEXITY
Positioning long-term compensation strategies within the constraints of the market cost to company and future growth of the business, including variable compensation.
Managing procedures to ensure that they take cognisance of the various laws such as labour laws and business growth requirements.
Developing long-term training & development plans for Cameroon taking into consideration future growth & business requirements.
Enforcing a performance management culture that will lead to effective utilization of performance management system in the Cameroonian environment where staff expects equal rewards for performing similar functions.
Recruiting, motivating and retaining high potential and critical or quality employees in a highly competitive environment with limited skills base and mitigating poaching of staff, in a market that is prepared to pay a premium for a Citibanker, by creating a high level of staff loyalty.
Developing and maintaining a 1-3 year pipeline of high potential local talent to place as successors to current unit heads within the country.
Achieving and maintaining realistic employee satisfaction results that are a representation of current reality.
Supporting new business initiatives that will lead to much needed business growth while still ensuring we operate within approved headcount levels.
Implementing and managing change within the Cameroonian environment/culture.
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