Senior Executive, People, Performance and Culture

Seamfix Limited is on a quest within the next 9 more years (in line with our 10-year strategic objectives) to deliver value to 1 billion end customers, empower 10 thousand businesses, and build 1 thousand leaders. 

In Seamfix, we are extremely aware that there are endless possibilities if we can be one united people who speak the same creative language, create with the same image or picture of success, and work towards the same end goal hence, we are looking for one who is a team player, who will resonate deeply with our vision, speaks the same creative language and desires same or even bigger impact. 

We help organizations acquire and service a lot of customers digitally by seamlessly automating their onboarding and service delivery processes so that they can be more productive, make their customers happy, and boost their revenues. Our identity and essence are solving problems in a very seamless manner in line with our name; Seamfix is coined from Seamless fixing of problems.

Recruitment

• Develop and implement effective recruitment strategies to attract top talent.
• Oversee the end-to-end recruitment process, including job postings, candidate screening, interviewing, and onboarding.

Learning and Development

Strategic Planning:

• Identify training needs and develop comprehensive learning and development programs.
• Coordinate and deliver training sessions, workshops, and seminars to enhance employee skills and knowledge.
• Develop and oversee the implementation of the company’s learning and development strategy aligned with organizational goals.
• Program Development: Design and supervise the creation of comprehensive learning programs, including onboarding, leadership development, technical skills training, and soft skills enhancement.
• Budget Management: Develop and manage the learning and development budget, ensuring cost-effective use of resources.
• Employee Development Plans: Oversee the creation and implementation of individualized development plans for employees.

Performance Management

• Manage the performance appraisal process, including goal setting, performance reviews, and feedback.
• Develop and implement performance improvement plans to address performance issues.

Payroll Management

• Oversee the payroll process to ensure accurate and timely salary payments.
• Ensure compliance with payroll regulations and manage payroll-related queries and issues.

Rewards and Recognition

• Develop and implement reward and recognition programs to motivate and retain employees.
• Coordinate and manage employee recognition events and awards.

Employee Engagement

• Develop and implement strategies to enhance employee engagement and satisfaction.
• Conduct employee surveys and feedback sessions to identify areas for improvement.

Organizational Development

• Assess organizational needs and develop strategic initiatives to improve organizational effectiveness.
• Facilitate change management processes and support leadership development.

Policy Development

• Develop, update, and implement HR policies and procedures in compliance with legal requirements.
• Ensure employees are informed and trained on HR policies and procedures.

HR Leadership

• Provide leadership and guidance to the HR team.
• Foster a positive and collaborative work environment within the HR department.

HR Compliance

• Ensure compliance with labor laws, regulations, and company policies.
• Manage employee relations and handle disciplinary actions and grievances.

HRIS

• Manage and maintain the HR Information System.
• Ensure accurate and up-to-date employee records and data management.

Employee Onboarding and Probation

• Oversee the onboarding process to ensure a smooth transition for new employees.
• Monitor and manage the probationary period, conducting reviews and assessments as needed.

Employee Services

• Provide support and assistance to employees regarding HR-related queries and issues.
• Ensure timely and effective delivery of HR services and support.

Other HR Operations

• Manage exit management processes, including conducting exit interviews and offboarding procedures.
• Develop and implement employee retention strategies to reduce turnover and retain top talent.
• Oversee other HR operations as required to ensure the efficient functioning of the HR department.
• Participate in HR projects and initiatives to support organizational goals.

PII CONTROLLER RESPONSIBILITIES

• Collection of personal information from customers, site visitors, and other targets
• Must determine the process and methods by which the PII data are collected from customers
• Must determine the specific type of PII data to be collected
• Must ensure all changes and modifications of PII data are effectively done
• Must determine where and how to use the PII data and for a specified purpose
• Must ensure effective storage of all PII data in-house and when to share with third parties
• Must determine the retention period for all PII data collected

• Bachelor’s degree in Human Resources, Business Administration, or a related field.
• Minimum of 7 years of experience in HR management, preferably in a software development or technology company.
• Strong knowledge of HR functions.
• Strong leadership, communication, and interpersonal skills.
• Proficiency in HRIS systems and an understanding of Sage will be an added advantage.
• Strong analytical and problem-solving abilities.
• Ability to work effectively in a fast-paced and dynamic environment.
• Strong understanding of labor laws, HR compliance, and ISO standard requirements.

N.B: A male candidate is preferred for gender balance.