HR Operations Specialist

Job Description « HR Operations Specialist »

About the Role:

Line Manager           : HR Country Manager

Location                    : Douala

No of positions          : 01

Type of contract       : Full Time

The “HR Operations Specialist” is responsible of salaries processing and benefits implementation. He/She develops and implements policies related to departmental workflow, supports the entire employee lifecycle, supports recruitment efforts, improves employee relations, and ensures HR is following best practices.

He/She contributes to the definition of the strategy. He/She is responsible for monitoring the execution of the Human Resources strategy, policies, and procedures. He/She acts as a business consultant, motivator and guide for White Colors and all employees, with the aim of understanding the global and specific issues related to the management of human capital and of proposing and then implementing tailor-made solutions that closely support business objectives. He/she is a defender of internal values, corporate culture and HR service offer within the departments that he/she accompanies, supports and develops.

He/she supports the entire employee lifecycle by handling processes concerning onboarding, offboarding, compliance, and employee relations. He/She will achieve this by providing a sustainable HR Operations framework that will regularly be refined and strengthened with the best HR industry practices.

The HR Operations Specialist is also expected to support the proper operation of payroll and benefits in cooperation with the respective departments and external benefits providers. He/She supports diverse workforce administration processes, such as transfers, salary changes, promotions, and terminations. Additional duties carried out include fostering positive employee relations and ensuring the legal compliance of HR operations practices.

Key responsibilities include:

• Supports the execution of all HR transactions and administration, such as payroll processing, benefits administration, regulatory compliance, and onboarding and offboarding activities
• Maintains regular HRIS input by collecting relevant employee lifecycle information, such as personal data, contract terms, and benefits and compensation details
• Defines and implement internal HR practices that secure compliance with labor laws
• Troubleshoots workforce issues concerning employees and management to ensure positive employee relations
• Supports recruitment by participating in offer process 
• Contributes to onboarding and offboarding efforts—create frameworks for educational sessions for new hires and feedback and exit interviews for terminated employees
• Notifies internal teams of personnel changes
• Verifies the accuracy and completeness of all personnel data, including NDAs, compensation, and employment contracts
• Reports on headcounts, employees’ costs, JML, budget.
• Manages the onboarding processes in full respect of legal requirements (employees file, medical check, NSIF declaration ...)
• Manages the termination processes in full respect of legal requirements (NSIF declaration, Exit dues, Clearance process)
• Manages the move processes in full respect of legal requirements (letters, allowances payments, follow up on move durations)
• Manages monthly the entire integration of new arrivals (new recruits and/or internal movements: before, during and after an arrival (logistical organization, integration day, definition of a sponsor/mentor, trial period interview, etc.)
• Ensures by trimester, in collaboration with the HR Ops team, the proper management and completeness of personnel files from hiring to exit by guaranteeing the integrity and confidentiality of data
• Manages on request administrative and/or disciplinary procedures in accordance with the legal framework and HR policies in force
• Coordinates and facilitates the weekly execution of all programs/projects (Stay interview, IDP, PIP etc.), the performance and talent management process, and ensures the proper execution of the cycles in accordance with deadlines,
• Supports the yearly organizational design activities, development programs, and their deployment to help maintain efficient and agile organizations
• Provides daily support to Managers in managing relationships with teams to explain and give meaning to organizational and strategic decisions
• Ensures daily constant listening to all employees on all deficits related to human capital, proposes the most appropriate solutions, helps to implement a solution, and if reassessed, readjusts to a new alternative. Performs feedback, constraints and progress periodically to the hierarchy.
• Ensures monthly compliance (internal/external HR audit) and monitors the application of social legislation in the areas of the labor code and collective agreements (unions, staff representatives, CSST, worker’s council, etc.)
• Ensures the daily commitment and level of participation of employees in all HR initiatives and projects relating to the culture of the company and is the guarantor, sensitizers and trainers for all
• Coordinates the daily development and monitors the implementation of action plans for social climate surveys and all other corrective initiatives or initiatives aimed at improving Talent engagement
• Generates, monitors and draws up Monthly HR reports and summary and analysis statements relating to the progress made within its scope with the indicators defined by Barry callebaut and in the areas of monitoring
• Participates in the trimester identification of risks related to the management of human capital and then contributes to defining, implementing and coordinating the monitoring of mitigation actions.
• Manages the daily provision of quality HR services and continuously monitors the improvement of the employee experience by collecting constructive feedback
• Identifies risks/challenges, initiates the drafting of procedures, proposes annual updates, to guarantee a quality service

About You:

Required academic & technical qualifications

• Minimum bachelor's degree in HR Management, Social Sciences, Business Administration or equivalent
• 5 years of experience in payroll, HR Administration or HR Operations
• Fluent in both French and English
• Experience in data management and reporting
• Strong organizational skills.
• Strong problem-solving skills
• Customer oriented: able to understand and manage expectations
• Governance oriented as to guarantee a compliant execution of policies
• Familiarity with HRIS and HCM software such as SAP SuccessFactors
• Excellent interpersonal skills and the ability to work within a team

Essential experience & knowledge

• 5 years of experience in the field of Human Resources, ideally in the agro-industry but also manufacturing
• 5 years of knowledge of human resources, applicable social law, payroll management and budgetary aspects
• Very good knowledge and perfect command of Microsoft Suite, ERP, HR software and Google Apps tools

Technical/Functional Competencies

• Strong knowledge of employee relations issues, previous experience in interacting with union in manufacturing or similar environment
• Knowledge of labour law and collective bargaining agreement
• Good knowledge of labour law and pay taxation principles.
• Experience in data management and reporting
• HR Policies and administration
• Experience in defining, deploying and implementing HR projects and use and analyze data
• Work experience within a multinational company, dynamic environment, with regular change
• Familiarity with HRIS and HCM software such as SAP SuccessFactors
  
  

Interpersonal / Leadership Competencies

• Ability to plan, organize and prioritize
• Ability to collect and analyze data
• Ability to identify challenges and provide HR solutions and services that serve business objectives
• Ability and willingness to establish excellent working relationships with all stakeholders at all levels, internal and external
• Excellent aptitude and attraction for oral and written communication in both French and English
• Ability and willingness to establish credibility in an environment with high levels of employee knowledge and technical expertise
• Ability to guide, train and support employees

Personal style / attitude / motivation

• Organization and rigor
• Problem solving
• Customer oriented
• Excellent active listening skills
• Flexibility, proactivity
• Reliability, Strong Service Ethics
• Self-confidence, assertiveness and positivity
• Kindness, goodwill, available and emphatic
• Compliance mindset: able to ensure the compliant execution of policies
• Excellent interpersonal skills and the ability to work within a team