Job Description

Key Responsibilities

HC Strategy, Workforce Planning & Localisation

• Develop and implement the subsidiary's annual Human Capital plan in line with its business plan, budget, operating model, and JIB people strategy.

• Translate operational and growth plans into approved workforce requirements, organisation structures, role profiles, headcount plans, and capability priorities.

• Maintain an up-to-date workforce and skills view covering filled roles, vacancies, critical skill gaps, deployment needs, and positions requiring succession cover.

• Drive progressive localisation of the workforce and leadership pipeline against approved JIB targets, while using internal mobility and cross-country deployment where these add needed capability.

Talent Acquisition, Onboarding & Deployment

• Manage end-to-end recruitment for permanent, contract, and project-based employees, ensuring approved requisitions, fair selection, competency-based assessment, and complete recruitment records.

• Build and maintain local talent pools for critical, technical, supervisory, and management roles through professional networks, educational institutions, internships, referrals, and recruitment partners.

• Coordinate offers, pre-employment checks, contracts, induction, systems access, orientation, and role-specific onboarding; monitor probation and ensure confirmation, extension, or separation decisions are documented within required timelines.

• Coordinate staff deployment, relocation, travel, visa, work-permit, and transition support with JIB and relevant functions where applicable.

Capability, Learning & Succession Development

• Lead periodic learning and capability needs assessments and translate identified gaps into an approved annual training and development plan.

• Coordinate leadership, management, technical, digital, compliance, HSE, and behavioural development programmes with JIB, Jospong Academy, line managers, and approved external providers.

• Track participation, learning application, post-training performance impact, and agreed training effectiveness indicators rather than relying only on completion records.

• Identify high-potential employees and feeder roles, support development plans, mentoring, stretch assignments and approved exposure programmes, and maintain succession plans for critical positions with periodic readiness reviews.

Performance Management & Talent Reviews

• Coordinate the annual performance cycle, ensuring every employee has clear SMART goals and role KPIs aligned with subsidiary and JIB objectives.

• Drive timely periodic check-ins, formal performance reviews, calibration discussions, and documented feedback across all departments.

• Support managers to address underperformance fairly through coaching, performance improvement plans, and appropriate follow-up, while recognising strong performance and development potential.

• Use performance outcomes to inform development, succession, recognition, reward, internal mobility, and other approved people decisions.

Employee Relations, Engagement & Culture

• Serve as a trusted adviser to employees and managers on workplace concerns, conduct, discipline, grievance, attendance, leave, and other employee relations matters.

• Ensure disciplinary and grievance processes are fair, timely, well documented, and consistent with company policy and applicable local requirements.

• Monitor employee engagement, turnover, absenteeism, morale, and workplace climate; identify root causes and lead practical improvement actions with line managers.

• Strengthen a respectful, inclusive, people-focused culture aligned with Jospong Group values and support effective change communication for new systems, policies, restructures, and major initiatives.

Reward, Payroll, Welfare & Wellbeing

• Coordinate accurate and timely employee data, attendance, allowances, deductions, benefits, and approved changes required for payroll processing with Finance and relevant Group/JIB teams.

• Support periodic local market benchmarking and make evidence-based recommendations that balance competitiveness, internal equity, affordability, and Group reward principles.

• Administer leave, welfare, medical or insurance arrangements, employee support initiatives, and approved recognition programmes consistently and transparently.

• Partner with HSE and operations leaders to support employee safety, wellbeing, fitness-for-work awareness, incident follow-up, and compliance with workplace welfare standards.

HC Governance, Compliance & Records

• Maintain current knowledge of applicable Liberian employment, social security, tax, immigration, data protection, and related workforce requirements, and implement JIB/Group HC policies with country adaptations where required.

• Maintain complete and confidential employee files, contracts, leave records, performance documentation, training records, disciplinary records, and statutory HC documentation.

• Conduct periodic HC compliance reviews, support internal and external audits, track corrective actions, and escalate material people or compliance risks promptly.

• Ensure approved governance, authorisation, confidentiality, anti-harassment, non-discrimination, data privacy, and ethical standards are followed in all HC decisions and processes.

HR Digitalisation, Analytics & Reporting

• Maintain accurate employee information in approved HR and enterprise systems and drive adoption of digital workflows for core HC processes.

• Prepare concise monthly and quarterly HC dashboards covering headcount, vacancies, recruitment, turnover, attendance, leave, performance, learning, employee relations, welfare, localisation, and compliance.

• Analyse workforce trends and provide practical recommendations to the Managing Director, department heads, and JIB Human Capital to support timely people decisions.

• Track agreed HC service standards and process turnaround times and implement improvements that reduce avoidable delays, manual work, and data errors.

Business Partnership & Team Leadership

• Coach managers on effective people leadership, objective performance management, feedback, workforce planning, and application of HC policies.

• Lead, coach, and develop the subsidiary's HC team or designated HC support staff, setting clear deliverables and maintaining professional service standards.

• Work closely with Operations, Finance, Legal and Compliance, HSE, IT, Administration, JIB Human Capital, and other Group functions on people-related priorities and risks.

• Perform any other Human Capital duties assigned by the Managing Director or authorised JIB leadership in line with approved governance processes.

Person Specification

Qualifications

• Bachelor's degree in Human Resource Management, Business Administration, Industrial Relations, Organisational Psychology, Management, or a related field.

• A Master's degree in Human Resource Management, Business Administration, Organisational Development, or a related discipline is an added advantage.

• Membership or professional certification from a recognised Human Resources or people-management professional body is desirable.

Experience

• Minimum of 7-10 years of progressive Human Capital/HR experience, including at least 3 years in a managerial or senior HR business-partner role.

• Demonstrated experience managing recruitment, onboarding, performance management, learning and development, employee relations, reward/benefits, and HR operations.

• Experience supporting a multi-site, operational, or project-based workforce; exposure to waste management, environmental services, logistics, infrastructure, manufacturing, or related sectors is an advantage.

• Practical experience working with local employment requirements, regulators, payroll processes, and employee relations in Liberia or a comparable West African operating environment is strongly preferred.

Technical Skills

• Strong knowledge of workforce planning, organisation design, job profiling, recruitment, competency assessment, and talent management.

• Sound knowledge of performance management, learning needs analysis, leadership development, succession planning, coaching, and employee engagement.

• Practical understanding of employee relations, disciplinary and grievance processes, compensation and benefits, payroll coordination, leave administration, and staff welfare.

• Working knowledge of applicable employment compliance, social security, immigration/work-permit, data privacy, and workplace requirements, with the judgement to seek specialist advice when necessary.

• Strong HR analytics and reporting capability, with proficiency in Microsoft Office and HR/enterprise systems; experience with Oracle or comparable HRIS/ERP platforms is an advantage.

• Excellent written and spoken English, including strong policy, report, correspondence, presentation, and facilitation skills.

Core Competencies

• High integrity, confidentiality, fairness, and sound judgement in sensitive people matters.

• Strong business partnering and advisory skills, with the confidence to constructively challenge managers when people or compliance risks arise.

• Excellent interpersonal, employee-relations, negotiation, mediation, and conflict-resolution skills.

• Strategic, data-driven problem solving combined with disciplined execution, attention to detail, and reliable follow-through.

• Strong coaching, facilitation, communication, and relationship-building skills across diverse workforce groups.

• Cultural awareness, adaptability, resilience, and the ability to operate effectively in a fast-moving subsidiary environment.

• Strong alignment with Jospong Group core values: Godliness and Fellowship, Service Excellence, People Focused, Stewardship, and Teamwork.