Fresh Jobs at Eta-Zuma Group W/A Limited

Job Summary

• The Head, Human Capital Management will provide overall leadership to the human resource management.
• She/he will manage and coordinate organization-wide efforts to ensure that performance management (PM) and quality improvement (QI) programs are developed and managed using a data-driven focus that sets priorities for improvements aligned to ongoing strategic imperatives.
• This position will also conduct full life cycle recruitment in sourcing the best talent as well as maintaining effective programs for retention, promotion and succession planning

Key Responsibilities

As an institutional leader and a core part of the Management Team, the incumbent will be required to contribute substantially to organizational strategy and management in ways including, but not limited to:

• Identification and execution of institutional strategic priorities for organization that align with the mission and values and that are responsive to the evolving trends in the human capital development sectors;
• Support for executive management as needed with institutional representation; business development and brand management; planning and budgeting; people development, and general leadership and oversight for the organization.

As a department head , he/she will be required to provide effective leadership for the department in ways including, but not limited to:

• Working with senior management to achieve a fit-for-purpose but efficient department, including a revised organogram and staffing / capability requirements
• Identification of strategic priorities for each function in the department, and development of costed annual departmental implementation plans;
• Custody of departmental policies, processes and tools, including periodic updates and revisions as necessary to meet institutional needs. These include company’s HR policy and employee manual; performance review policy and procedures; office dress code; employee code of conduct; travel policy and procedures; ICT equipment usage policy and procedures; procurement policy; office and field security policies and protocols, etc.
• Management and supervision of departmental staff, including supporting recruitment and retention, assignment of job functions and KPIs, learning and capacity building, and performance management.
• Maintaining and managing adherence to health and safety policies and procedures and ensuring compliance and adherence to all relevant legislation.

Technical Responsibilities:

Talent management strategy and planning:

• Development and execution of a robust and measurable talent acquisition and retention strategy;
• Short, medium and long term strategic human resource planning and budgeting in sync with organizational growth and expansion plans, ensuring the right talent is ready at the right time, to meet current and future staffing needs.
• Developing effective strategies for identifying skills gaps within the workforce
• Development and implementation of training and development programs that directly support the strategic goals.
• Serve as a business partner with hiring managers to develop effective sourcing and recruitment strategies

Employee life cycle management

• Sourcing and Recruiting:
• Developing and implementing creative but cost-efficient strategies to identify, source, assess and hire the best local and international talent to meet changing and evolving organizational needs

 Learning and Development

Revamping and improving staff L&D initiatives, including:

• Implementing a comprehensive in-house professional development program that includes periodic training needs assessment; new staff onboarding and orientation; revamping the in-house Leadership Development Program (LDP); staff mentoring program; etc.;
• Identification of and implementation of appropriate internal and external training opportunities for all cadres of staff;
• Working with Program Directors to anticipate project staffing requirements and planning staff placements to satisfy both employee professional development needs and project needs;

Performance Management:

• Review of current staff performance evaluation framework for appropriateness for different cadres of staff and, if needed, revision as appropriate;
• Creating a standardized system of team management tools and processes for company’s program and operations teams, such as standardized and enforced templates for team and individual staff objectives;
• Working with Unit Managers, Program Managers and Program Directors to ensure timely and objective performance evaluations for every staff;
• Ensuring and tracking follow through of review recommendations for all staff;
• Flagging and ensuring key professional development actions when due, such as promotions, internal or external training, probation or disciplinary actions.

 Employee Retention:

• Designing and executing management strategies aimed at increasing staff retention and minimizing middle management turnover, including but not limited to:
• Establishing and implementing a system to systematically gauge the pulse of employees at every level to identify and address any employee satisfaction issues (e.g., team barometers);
• Periodic systematic reviews of company’s remuneration and benefits packages for competitiveness and appropriateness, and administration of all employee benefits;
• Working with all of the Executive Management Team to ensure consistent role modeling and frequent messaging of the organizational culture, values and objectives;
• Institution and management of appropriate inclusive, gender-sensitive and family-friendly organizational culture and lifestyle enhancing initiatives, such as flex-schedule, flex-travel, work-from-home, office happy hours and other social/team building events;
• Strengthening organizational value proposition to all cadres or employees and building a ‘great place to work’ brand for the company.

Employee exit / Off-boarding:

• Proactively managing employee exit from the company to enhance organizational image and learning
• Working with Knowledge Management and Learning (KML) to conduct detailed exit interviews for all departing staff
• Maintaining a comprehensive and up to date database of alumni including contact information; and organizing of periodic alumni engagement initiatives.

Talent / HRM data management for SMT decision support:

• Establishment and maintenance of a comprehensive electronic talent / HR database, to include a wide array of relevant records on staff such as up-to-date personal records, demographics, tenure, academic and on-the- job training, performance, project experience, etc.;
• Regular analysis and presentation of talent/HR data to support EMT decision-making and organizational planning, and incorporation of relevant electronic dashboards/summaries into ERP.

Requirements

Core requirements:

• Compelling evidence of interest in and commitment to the mission of the company
• Commitment to helping build the organization for a minimum of two years in the role;
• Demonstrated strong strategic thinking, problem solving and thought leadership abilities;
• Advanced computer usage skills with proficiency in Microsoft® Word, Excel, PowerPoint;
• Experience with Human Resources Information Systems (HRIS) and Enterprise Resource Planning (ERP) platforms;
• Ability to lead others in assuring existing or new, upcoming communication tools and media channels are fully leveraged to assure proper communication;
• Ability to rewrite or edit complex communications products for purposeful structure, clarity of ideas, and the logical persuasive presentation of content

Education and Experience

• Academic training: Minimum of Masters’ degree in Management, Human Resource Management, Organizational Psychology, Business or similarly relevant field;
• Professional credentialing: Appropriate national and international professional qualifications in human resource management;
• Experience: Minimum of 10 years progressive experience in varied aspects of human resource or talent management in verifiable and reputable establishments (e.g., employment law, compensation, organizational planning, recruitment, organization development, employee relations, safety, employee engagement, and employee development). Experience of delivering organizational efficiencies. Exceptional research, writing, editing, verbal and interpersonal communication skills; some of the recent experience must be at a senior or strategic level;
• Consulting experience: in strategy, corporate services, HR or organizational psychology in major consulting firm a major plus.

 

Interested and qualified candidates should click link to upload CV and submit Cover Letter.

To Apply: https://jobs.etazuma.com/jobs/head-human-capital-management/

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Job Description

• Manage the recruiting, hiring, and placement a pool of effective candidates for Eta Zuma’s talent pool. Ensure that the Eta Zuma talent pipeline is continuously supplied with talents.
• Ensure the tracking of new hires through the on-boarding process and through their entire career span with Eta Zuma and making sure that career ladders are clearly defined.
• Research, design and analyze programs for the identification of high performing employees and planning their growth and retention.
• Develop programs for Eta Zuma talent acquisition and development and ensuring that staff exhibits the true identity of the Eta Zuma brand.
• Initiate, monitor and report on Performance review/evaluation processes.
• Initiate the review of performance evaluation outcomes.
• Ensure that all staff signs a copy of their KPIs.
• Collate and maintain confidential records of Eta Zuma staff performance appraisal outcomes.
• Collate all completed succession planning forms from HODs for analysis.
• Prepare and analyze reports of succession planning and skills transfer for Eta Zuma Group talent development programs.

Job Requirements

• B.Sc in Human Resource or Social Science related field.
• Minimum of 3 years experience.
• Membership of CIPM or any other HR body is an added advantage.
• Proficiency in SAP ERP is an added advantage.

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Job Responsibilities:

• Prepare tax payments
• Estimate and track tax returns
• Complete quarterly and annual tax reports
• Organize and update the company’s tax database
• Recommend tax strategies that align with business goals
• Prepare necessary paperwork for tax payments and returns
• Share financial data with the accounting department
• Identify tax savings and suggest ways to increase profits
• Follow industry trends and track changes related to taxes
• Collaborating with other client companies to understand business practices and new projects, and communicating the tax implications of business practices across these companies.
• Liaise with internal and external auditors
• Forecast tax predictions to senior managers
• Monitoring changes to tax laws and regulations, and making the appropriate updates to policies and strategies.
• Development and maintenance of relationships with appropriate personnel in relevant tax authorities and liaising with tax officials where the need arises.
• Prepare preliminary tax computation (PAYE, CIT, TET) for tax audits as may be requested.
• Management and Filing of Transfer pricing.

Competencies/ Requirements / Qualifications:

• B.Sc degree in Accounting, Finance or relevant subject;
• Industry certification (e.g. CMA or CPA) is preferred
• Minimum 5 years proven work experience as a Tax Accountant, Tax Analyst or Tax Preparer
• Excellent analytical and time management skills
• Strong numeracy & analytical skills
• Keen attention to detail
• Knowledge of accounting and bookkeeping procedures
• Familiarity with accounting ERP software packages
• Computer literacy (MS Excel in particular)
• Must have skill on documentation
• Must be up to date on tax matters and must have good knowledge on Tax law

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Job Summary:

The role of Risk Officer is to communicate risk policies and processes for the organization. To provide hands-on development of risk models involving market, credit, environmental, technological and operational risk, assure controls are operating effectively, and provide research and analytical support. The Risk Officer must have excellent quantitative and analytical skills, along with the ability to apply those skills across a variety of business processes.

Duties/Responsibilities:

• Designing and implementing an overall risk management process for the organization, which includes an analysis of the financial impact on the company when risks occur.
• Performing a risk assessment: Analyzing current risks and identifying potential risks that are affecting the company.
• Performing a risk evaluation: Evaluating the company’s previous handling of risks, and comparing potential risks with criteria set out by the company such as costs and legal requirements
• Establishing the level of risk the company are willing to take
• Preparing risk management and insurance budgets
• Risk reporting tailored to the relevant audience. (Educating the board of directors about the most significant risks to the business; ensuring business heads understand the risks that might affect their departments; ensuring individuals understand their own accountability for individual risks)
• Explaining the external risk posed by corporate governance to stakeholders
• Creating business continuity plans to limit risks.
• Recommends and implements risk management solutions such as insurance, safety and security policies, operational policies, regulatory, business continuity plans, or recovery measures.
• Implementing health and safety measures, and purchasing insurance.
• Conducts risk assessments, collecting and analyzing documentation, statistics, reports, and market trends.
• Conducting policy and compliance audits, which will include liaising with internal and external auditors
• Maintaining records of insurance policies and claim
• Reviewing any new major contracts or internal business proposals
• Building risk awareness amongst staff by providing support and training within the company
• Establishes policies and procedures to identify and address risks in the organizations services and departments; makes recommendations and implements modifications and improvements.
• Reviews and analyzes metrics and data such as cash flow, inventory, breakage, and employee
• activity that could uncover fraudulent behavior.
• Drafts and presents risk reports and proposals to executive leadership and senior management.
• Performs other duties as directed.

Required Skills/Abilities:

• Thorough understanding of policies and best practices of risk management.
• Excellent verbal and written communication skills.
• Excellent mathematical and critical thinking skills.
• Excellent analytical and problem-solving skills.
• Excellent organizational skills and attention to detail.
• Strong supervisory and leadership skills.
• Proficient with Microsoft Office Suite or related software to prepare reports and policies.
• Conversant with SAP ERP system

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Job Responsibilities

1. Lead unit to carryout materials auditing process
2. Lead and manage a team of three material auditors, providing guidance, support, and direction to ensure effective performance and adherence to audit procedures.
3. Plan and coordinate material audit activities, including scheduling audits, assigning tasks, and allocating resources to meet audit objectives and deadlines.
4. Conduct complex audits of materials management processes, including inventory control, procurement, and asset management, to identify risks, deficiencies, and opportunities for improvement.
5. Review audit findings and reports prepared by team members, ensuring accuracy, completeness, and compliance with audit standards and organizational policies.
6. Analyze audit results and collaborate with relevant stakeholders, including department managers and senior leadership, to develop actionable recommendations and corrective action plans.
7. Monitor the implementation of corrective actions resulting from audit findings, tracking progress and ensuring timely resolution of identified issues.
8. Provide training and mentorship to material auditors on audit techniques, industry best practices, and professional development opportunities.
9. Serve as a subject matter expert on materials management and auditing, providing guidance and support to other departments as needed.
10. Stay informed about industry trends, regulatory requirements, and emerging technologies related to materials management and auditing practices.
11. Collaborate with internal audit and compliance teams to ensure alignment of material audit activities with organizational goals and objectives.
12. Forward all Material Audit Reports to the Chief Internal Auditor for Board &Management Review.
13. Carry out any other job function assigned by the Chief Internal Auditor from time to time.
14. Assist in Internal Audit Leadership efforts in the Department, contributing to draft of Internal Audit Annual Plans and Programs.

Requirements

1. Bachelor’s Degree in Accounting, Economics, Business Administration or related field
2. 5-10 years practical work experience in same role as an auditor 
3. Familiarity with Generally Accepted Accounting Principles (GAAP), International Financial Reporting Accounting Principles (IFRS) and auditing standards
4.  In-depth knowledge of accounting and auditing standards, financial regulations and corporate governance practices
5. A Chartered Auditor (CA) or Chartered Accountant (CA) certification is required
6. Master’s degree or professional certifications in a related field is an added advantage