Human Resources Manager

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Job Description

The Yatu Lau Company Limited is an established investment company founded by the Late Turaga Tui Lau and Tui Nayau Ratu Sir Kamisese Kapaiwai Tuimacilai Mara as an investment vehicle for Lauans and is a Company limited by shares. The company’s principal activities include owners and managers of properties, equity investments, apartment/hotel operations, property developments and sales with over 900 shareholders.

The Human Resources Manager is to effectively manage and optimize the organization's human capital by developing and implementing strategic HR initiatives, policies, and programs that attract, retain, and develop a diverse and high-performing workforce. The role is to align HR strategies with the overall business objectives, promote a fair and inclusive work environment, and provide expert guidance and support to management and employees on all HR-related matters. S/He will report to the Chief Executive Officer

Outcomes

Organisational Stakeholders
1. A strategically focused HCM function
Effective human capital management strategies developed, delivered and continuously refined                     Strengthening of the organisational structure ensured                                                  Competent workforce and organisational capabilities developed and aligned to the company's Strategic Plan Strategically driven performance measures and succession plan implemented and monitored Recognition and reward system implemented and periodically refined Appropriate learning and development programs aligned to the strategic plan HCM risk management strategies developed and executed Relevant and robust policy and procedures framework maintained and continuously refined Effective internal communications strategy to support strategic plan objectives implemented and relevance maintained Robust and well-planned annual HCM budget appropriately developed and used efficiently and effectively Return on HCM investment continuously monitored and enhanced                          Effective recruitment of right people with right skills implemented to create a competent workforce Efficient and effective retention procedures developed and maintained to retain talent  Succession planning performed with identification of potential talent for critical roles                     Development plans for talent / high potential staff designed and implemented Structured and tailored training program developed to enhance staff technical, managerial and leadership competencies Leadership in areas where the HR team contributes to talent management activities including:                            Organisational structure, pay scales and role statements provided Periodic pay/remuneration surveys coordinated Job analysis and evaluation activities conducted timely Various employment arrangements monitored, scheduled Pay structure revisions recommended, planned and implemented Job reviews and grading to provide current market data related to salary ensured Participated in salary surveys Other employee benefits reviewed
2. Effective HCM Operations
Annual HCM budget management ensured (development, implementation and monitoring) Relevant HCM performance measures developed, achieved and continuously refined for relevance Adoption of appropriate HCM technology/systems effectively led Robust operational leadership of the HCM function ensured and successful management of the following delivered                                              HCM Policy development, implementation and relevant revisions                                                                                                      Policies are relevant, up to date and effectively communicated      Role design/evaluation Recruitment, employee contracts and exit interviews Performance Management System Employee relations; grievance and disciplinary action Legal Arbitration/representation at Tribunal OHS compliance Productive relationship maintained with the Union and staff disputes reduced                    Effective leadership in negotiating in the finalisation of the Collective Agreement and timely advise provided to Chief Executive and Board Department's standard operating procedures (SOP) are relevant, up to date and effectively communicated                                                                                  Timely and quality HCM advice provided Effective and fully compliant payroll operations and services assisted Yatu Lau HCM appropriately managed through effective performance management systems HR team supervised to ensure effective and efficient services are provided HR processes designed, approved, implemented and revised when appropriate Sound management of HR budgets ensured
3. HCM services support a fully engaged and productive workforce
Performance management system monitored/facilitated/implemented and maintained to reward high performance                               Key result areas developed, implemented and aligned to corporate strategic objectives; Performance assessed, process closed and report at the end of the period provided Organisational structure and role statements for all established Yatu Lau roles maintained and updated at all times Effective workforce planning activities carried out with departmental manpower needs reviewed and relevant role statements in place with its positions filled Organisational values and good corporate and governance practices regularly communicated to staff members Work culture conducive for collaboration and encourages innovation, mutual trust and respect established Staff key engagement activities built and implemented                   Effective employee engagement approach encompassing employee recognition programs and employee centric functions and activities developed and implemented by the HR team Relevant staff engagement activities programmed, planned and implemented                                                   Reports on rolled out program provided and approach to improve and  maximise the value of activities created identified and executed Managers guided and supported with the implementation and compliance of beast practice strategic HR Management advised and informed on compliance issues, emerging HR trends, requirements and best practices; and any changes and amendments to labour legislation Oversight on support mechanisms provided to managers to provide human resources expertise in all aspects of the human resources function Favorable and effective relations created by HR department with managers and their staff to create a culture of trust, accountability and motivation in all departments / divisions                 Culture of equal, and fair treatment of employees. from their managers created and maintained
4. Training and Development for Yatu Lau supports high performance
Relevant and business-focused training and development strategy developed and successfully executed                                                 Learning, development, coaching, mentoring and career development programs delivered with a demonstrable impact on company performance      Skills gap, training and development needs effectively assessed  Suitable training needs analysis and professional development plans delivered Staff development, competence, efficiency and productivity measures implemented and achieved Periodic assessment and refinement of organisational training strategy ensured Effective capability assessment framework and structures (current and future) implemented Succession planning framework  successfully implemented
5. Robust reporting duties executed
Development of effective reports on HR administration activities and outcomes, along with recommendations for improvements and future programs. Development and maintenance of a human resources system that meets top management information needs. Report to management ensured and provided decision support through HR metrics.
6. Teamwork and cooperation
Cooperation within the team and greater function / department encouraged Cooperation across functions / departments ensured Collaboration and leadership to achieve relevant organisational targets and goals Other related duties assigned by the CEO effectively and efficiently addressed
7. Organisational values and standards demonstrated and upheld at all times
Organisational values and good corporate and governance practices compliance in delivering outcomes ensured at all times Positive corporate image and effective delivery of information, including through TAB's internal & public forums effectively contributed to

Responsibilities - Critical Competencies

Competence	Description
Business
Business Performance	Manage the performance of the organisation.
Planning	Deliver results by developing, reviewing or following a work plan, action plan or operational plan.
Resource Management	Deliver results through the efficient and effective allocation and use of supplies , equipment and people.
Information Analysis	Make informed decisions by collecting and interpreting data and information
Documentation	Communicate using formal business writing.
Customer
Relationship Building	Build beneficial relationships with suppliers and stakeholders.
Quality Focus	Deliver quality.
People
Leadership	Utilise a leadership position to influence people and events and to increase performance.
Team Orientation	Work in a team towards a common aim.
Innovation	Use original and creative thinking to make improvements and/or develop and initiate new approaches.
Professional
Technical Strength	Demonstrate knowledge of a specialist discipline.
Compliance	Comply with relevant laws and the policies and procedures of the organisation.
Technology Application	Apply technology.
Operational
Health and Safety	Establish and maintain a safe and healthy work environment.

Qualifications

Qualification	Discipline	Notes
Preferred
Higher Degree incl. Post Grad Cert or Dip	Business Administration, Human Resources and Industrial Relations, Management and Public Administration

Work Knowledge and Experience

1. At least 5 - 7 years’ experience in a human resource management role.
2. Practical working knowledge of HR principles and procedures and strategic plans such as personnel recruitment, selection, remuneration and benefits, discipline, performance management, employee relations, health and safety and corporate plans
3. Demonstrate experience to work at different levels of the organization and in a cross cultural environment
4. Proven record of working within a high performing team

Requirements

Regulatory Compliance Requirements
Police Clearance

Interactions

Interaction	Comments
Internal
Chief Executive Officer
Management Team
External
Relevant stakeholders

Attributes

Attribute	Definition
Behavioural Styles
Detail oriented	Attends to the small elements of a task/activity, ensuring completeness and accuracy.
Experimenter	Tries out new procedures, ideas or activities.
Innovative	Devises new and creative ways to do things comes up with original ideas.
Interpersonal Styles
Extrovert	Outgoing and showing interest in events going on around them, particularly people, new experiences and changing situations.
Perceptive	Shows keen insight and understanding of issues or situations.
Team Oriented	Enjoys being with others as part of a group or team.
Thinking Styles
Analytic	Able to separate things into their constituent elements in order to study or examine them, draw conclusions, or solve problems.
Decisive	Reaches conclusions, promptly and firmly.
Flexible/Adaptable	Readily accommodates changing circumstances, modifying own behaviour and/or views. Able to adjust easily to new conditions.
Well organised	Controls tasks in a well thought out and critical manner.