General Manager People & Culture - Centrecom

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Job Description

Optimise Investment Pte Ltd owns both Maxumise and the software company that supports the work of Maxumise, which is HRmonise Pte Ltd. Optimise Investments Pte Limited is a wholly locally owned business and had acquired Maxumise and HRmonise Pte Limited as from January 1 2023. The Maxumise HCM services, business and brand which has been in Fiji for over 20 years has continued with the transfer of the business and assets to Optimise Investments Pte Limited, trading as Maxumise.

The General Manager People & Culture provides strategic leadership and oversight to the People & Culture (P&C) department. This role ensures the effective management of all P&C functions, fosters a positive work environment, and drives HR initiatives aligned with the organisation's goals. The role reports to the Managing Director.

Outcomes

Organisational Stakeholders
1. Leadership & Strategic Management
Effective management of all P&C functions ensured, including talent acquisition, onboarding, learning & development, employee relations, record management, people analytics, reward and compensation, engagement and retention, and talent management. Strategic guidance and support provided to P&C Managers and staff, driving HR initiatives and aligning them with organisational goals. Comprehensive HR strategies, policies, and procedures developed and implemented, ensuring alignment with the organisation's goals and objectives.
2. Employee Relations
Conflict resolution, grievance handling, and disciplinary actions managed effectively, ensuring compliance with employment laws and promoting fair and ethical practices. Accurate and confidential employee data storage ensured through the establishment and maintenance of effective record management systems, complying with data protection and privacy regulations. Workforce trends, performance, and engagement insights provided through the utilisation of HR analytics and metrics, enabling data-driven decisions and proactive HR strategies. Competitive and market-aligned reward programmes developed and managed, including compensation, benefits, and performance-based incentives. Positive work environment fostered and employee engagement enhanced through the development and implementation of initiatives to measure and improve satisfaction, well-being, and work-life balance.
3. Recruitment & Talent Management
High-quality employees attracted and retained through the development and implementation of effective talent acquisition strategies. Recruitment processes overseen and compliance ensured with relevant policies and legal requirements. Smooth transition for new hires ensured through the development and implementation of effective onboarding programmes, promoting engagement and accelerating contribution to the organisation.
4. Learning & Development
Employee skills, knowledge, and capabilities enhanced through the design and execution of learning and development programmes. Training needs identified and relevant initiatives delivered in collaboration with managers Succession planning, performance management, and career development programmes developed and implemented, identifying high-potential employees and providing growth opportunities.
5. Industry Awareness
Latest industry trends, best practices, and emerging models and principles in HR monitored and applied, ensuring the organisation remains competitive and innovative.
6. Centrecom's image and value standards demonstrated and upheld.
Collaborate with other teams in the organisation for the benefit of the organisation Monitor and encourage team members to uphold image and value standards Uphold and demonstrate the organisation's image and values

Responsibilities - Critical Competencies

Competence	Description
Business
Strategic Development	Establish the strategic direction and steer the organisation towards its goals
Business Performance	Manage the performance of the organisation.
Risk Management	Analyse and manage risk.
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.
Systems and Procedures	Develop and/or apply procedures to assist the organisation achieve its goals.
Information Analysis	Make informed decisions by collecting and interpreting data and information
Documentation	Communicate using formal business writing.
Communication	Exchange information through verbal communication
Customer
Relationship Building	Build beneficial relationships with suppliers and stakeholders.
Quality Focus	Deliver quality.
Organisational Values	Display the organisation's image and value standards.
Social and Cultural Awareness	Respond respectfully and effectively to people of different cultural and social backgrounds.
People
Leadership	Utilise a leadership position to influence people and events and to increase performance.
Facilitation	Assist the progress of work ensuring its timely and effective completion.
Problem Solving	Develop practical solutions to a situation.
Negotiation	Reach agreement through discussion and compromise.
Learning	Develop the competencies of self and others to enhance performance.
Professional
Technical Strength	Demonstrate knowledge of a specialist discipline.
Compliance	Comply with relevant laws and the policies and procedures of the organisation.
Operational
Health and Safety	Establish and maintain a safe and healthy work environment.

Qualifications

Qualification	Discipline	Notes
Preferred
Degree	Human Resource Management	or a related field
Preferred
Masters Degree	Business Administration, Human Resources	or related field

Work Knowledge and Experience

1. At least 10 years demonstrated experience in a senior HR leadership role, managing a large organisation.
2. Comprehensive understanding of all HR functions.
3. Proficiency in HRIS software and data analytical tools.
4. Ability to drive and manage change initiatives, fostering a culture of innovation and continuous improvement.
5. Strong stakeholder management skills, including the ability to build and maintain relationships with internal and external stakeholders.
6. Excellent communication skills, both verbal and written, to effectively convey HR initiatives and policies across the organisation.

Requirements

Language Proficiency
Excellent command of English
Professional Associations
Membership of appropriate Professional Institution
Regulatory Compliance Requirements
Police Clearance

Interactions

Interaction	Comments
Internal
All employees
Management Team
Customers
External
Statutory Authorities
Community

Attributes

Attribute	Definition
Behavioural Styles
Accountable	Assumes full responsibility for own actions and identifies with the success or failure of own part of the overall work/goal.
Achiever	Puts in effort to achieve a desired result or goal and is motivated by this end and the overall accomplishment.
Energetic	Constantly active and driven to put in effort. Works hard to promote an enterprise.
Integrity	Adherence to moral and ethical principles; soundness of moral character; honesty.
Reliable	Is able to be trusted to do what is expected or has been promised, puts in a great amount of effort believing in the value of work.
Interpersonal Styles
Perceptive	Shows keen insight and understanding of issues or situations.
Thinking Styles
Holistic thinker	Considers issues/situations as a whole rather than analysing or dissecting the parts.

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