Deloitte is the largest private professional services network in the world. Every day, approximately 457,000 professionals in more than 150 countries demonstrate their commitment to make an impact that matters.

Deloitte West Africa is a cluster of Deloitte offices that has joined together to provide seamless cross-border services to our clients in the region and to pass on the benefits of scale and access to resources that this organisation can generate.

In Ghana, Deloitte is one of the leading professional services organisations, specialising in providing Financial Advisory services, Risk Advisory, Audit, Tax & Regulatory, Business Process Solutions and Consulting. We serve clients in a variety of industries from financial services, to consumer business and industrial products, telecommunications, energy and resources, manufacturing and the public sector.

Our professionals are unified by a collaborative culture that fosters integrity, outstanding value to markets and clients, commitment to each other, and strength from cultural diversity. They are dedicated to strengthening corporate responsibility, building public trust, and making a positive impact in their communities. We understand that our professionals hold interests outside of the workspace and we aim to encourage work/life balance, supporting them in all aspects of their lives.

Role Summary

The Head of Human Resources is responsible for the delivery of leading-edge HR core processes and solutions. The role will design and deliver competitive business advantages through HR innovations in areas such as talent management, organization design and development, performance management, engagement, diversity, inclusion and change management.

The role will plan, coordinate and implement relevant talent initiatives and programmes that will support business improvement and operational growth.

The role will administer and oversee the HR department in Ghana

Reports to: Head, People & Purpose West Africa

Responsibilities

• Organization Development
  • Work with HRBPs to conduct an annual workforce plan – identify staffing needs, critical roles, talent mapping, workforce trends, and analysis
  • Drive the development of change management and organization effectiveness programs as and when necessary
  • Oversee all activities of the Coaching programme firm – wide
  • Monitor the success of talent programs/initiatives and proactively recommend improvements to leadership

• Talent Acquisition
  • Oversee and drive the end-to-end process of the Talent Acquisition function
  • Proactively prepare relevant HR analytics and metrics in the space of Talent Acquisition, to provide insights into key decision making
  • Analyze personality / psychometric assessment feedback and generate appropriate profile reports for candidates, communicating same where applicable to new hires.

• Talent Management
  • Manage all inbound and outbound mobility activities i.e. Just-in-time
  • Develop succession planning programs and techniques, working with HRBPs to identify and develop high-potential employees

• Performance Management
  • Manage the firm-wide career and performance management activities and initiatives – individual development plan, check-ins, career coaching, talent reviews, pulse surveys, talent standards, mid and year-end performance reviews, and other related activities
  • Collate, track, and implement year-end performance management decisions in consultation with the BULs/TP
  • Drive and manage the development and update of employee job description/KPIs for new roles in line with Deloitte performance standards and communicate the same as appropriate
  • Initiate, review and update relevant, career and performance management policies and other related initiatives.

• Employment Engagement

• • Manage the Firm’s Diversity and Inclusion programmes such as IWD, DWIL, Diversity Day celebration, Deloitte Impact etc. from a P&P standpoint
  • Drive and execute Employee wellbeing and awareness initiatives
  • Work closely with BU to design and execute best-fit employee engagement interventions to improve work relationships, build morale, increase productivity and retention

• Business Partnering
  • Serve as a strategic partner and trusted advisor to business leaders; consult with leaders to develop and execute talent strategy, and guide the execution of HR programs, processes, communications, and strategic initiatives.
  • Provide advice and counseling to managers and employees on a variety of HR issues including analysis of organization structure/reviews, performance management, salary administration, policy interpretation, management and organization development/training needs, advancement planning
  • Support the delivery of HR/talent initiatives, identifying and managing opportunities within the business unit in order to support the achievement of strategic goals
  • Utilize data to provide insight and support best decision making for successful business outcomes.

• Employee Relations
  • Facilitate and guide various stakeholders on corrective actions, grievances, conflicts, and disciplinary procedures
  • Conduct exit interviews, analysing trends or opportunities for feedback or improvement, particularly in areas related to employee engagement
  • Design relevant employee surveys and drive participation within teams; carry out analysis of major findings and work with senior leaders to build action plans

• HR Core Processes
  • Effectively supervise the Shared Services team to define, design, and deliver seamless HR support to BUs
  • Support the delivery of a high-performance culture, by ensuring that the performance management experience (RPM) is effective and empowering, prioritizing fairness and objectivity.
  • Proactively identify underperformers and manage same in line with the low-performance management process
  • Develop a functional and effective talent pipeline and talent sustainability framework.
  • Assess talent readiness and identify the pool of talent within the business and translate to talent development and succession/retention plans
  • Engage with the BU leadership team to develop annual training & development plans as well as remedial interventions to address skills and knowledge gaps
  • Proactively engage the leadership team to design and implement an annual manpower plan for the BU.
  • Effectively track and monitor the manpower plan in line with the unit’s talent strategy

• Change Management

• Implement effective change management strategies, providing subject matter expertise on risk mitigation and change delivery
• Act as a change management champion in the implementation of talent initiatives such as the Monthly Wellbeing programmes, Deloitte Impact, Diversity and Inclusion etc. within the business unit

HR Administration

• Effectively supervise Employee Records Management & HRIS
• Ensure the prompt payment of employee allowances/benefits and firm’s statutory obligations
• Ensure compensation and benefits issues are promptly addressed, processed and appropriately communicated (where applicable) - final entitlement to exiting employees
• Ensure all employee monthly salary inputs are captured promptly and accurately communicated to all concerned – employees’ salaries, contract employees and interns salaries, etc.
• Review employment offers in line with the salary scales and applicable remuneration policies, compile and review employee promotion/salary review letters
• Supervise all employees’ external financial relations - bank loan requests, relations with staff cooperative, pensions, personal insurance plans, etc.
• Review P&P letters for accuracy of remuneration and other necessary details – embassy letters, introduction letters, transfer letters, salary upgrade letters, etc.
• Develop and regularly maintain updated internal controls framework to ensure compliance obligations within P&P.
• Ensure efficiency and effectiveness of controls and full compliance by the team.

Key Performance Indicators

• Organization Development
• Talent Management
• Performance Management
• Business Partnering
• Employee Relations and Engagement
• HR Core Processes
• HR Administration
• Change Management

Qualifications and Experience

• B.Sc./HND Degree in any social science course
• Postgraduate qualification (relevant to Service Area / Business Management, etc.) will be an added advantage
• Professional membership with CIPD or other relevant HR professional bodies
• Minimum of 10-12 years’ working experience within the relevant HR function
• Minimum of 6 years’ managerial experience in HR function

Technical

• Skilled in field with sound industry and business knowledge
• Demonstrated leadership skills
• Experienced in communication and implementation of strategy
• Proven ability to manage and execute projects
• Experienced in development and delivery of professional presentations
• Good report writing skills
• Skilled in field with sound industry and business knowledge
• Demonstrated leadership skills
• Experienced in communication and implementation of strategy
• Proven ability to manage and execute projects
• Experienced in development and delivery of professional presentations

    Behavioural

• Excellent communication skills, both written and verbal
• Effective interpersonal and relationship-building skills
• Good mentorship and coaching ability with desire to develop self and others
• Strong client delivery focus
• Adaptable, managing change and ambiguity with ease
• Focus on quality and risk
• Effective problem-solving ability
• Excellent business acumen

What Impact Will You Make?

Every day, your work will make an impact that matters, while you thrive in a dynamic culture of inclusion, collaboration and high performance. As the undisputed leader in professional services, Deloitte is where you’ll find unrivalled opportunities to succeed and realize your full potential.

How You Will Grow

At Deloitte, our professional development plan focuses on helping people at every level of their career to identify and use their strengths to do their best work every day. From entry-level employees to senior leaders, we believe there’s always room to learn. We offer opportunities to help build world-class skills in addition to hands-on experience in the global, fast-changing business world. From on-the-job learning experiences to formal development programs at Deloitte University, our professionals have a variety of opportunities to continue to grow throughout their career. Explore Deloitte University, The Leadership Centre. https://deloitte.zoomforth.com/du

Benefits

At Deloitte, we know that great people make a great organization. We value our people and offer employees a broad range of benefits.

Our Purpose

Deloitte is led by a purpose: to make an impact that matters. Every day, Deloitte people are making a real impact in the places they live and work. We pride ourselves on doing not only what is good for clients, but also what is good for our people and the communities in which we live and work—always striving to be an organization that is held up as a role model of quality, integrity, and positive change. Learn more about Deloitte’s impact on the world.  https://www2.deloitte.com/global/en/pages/about-deloitte/articles/impact-that-matters.html

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Please note that candidates that do not attach their resumes and academic credentials will not be considered.

Applications from all qualified individuals should be sent by 6th December 2024

At Deloitte, we want everyone to feel they can be themselves and to thrive at work—in every country, in everything we do, every day. We aim to create a workplace where everyone is treated fairly and with respect, including reasonable accommodation for persons with disabilities. We seek to create and leverage our diverse workforce to build an inclusive environment across the African continent.

Note: The list of tasks / duties and responsibilities contained in this document is not necessarily exhaustive.  Deloitte may ask the employee to carry out additional duties or responsibilities, which may fall reasonably within the ambit of the role profile, depending on operational requirements.

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