The People Manager is embedded in the business - working with line management, regularly touching base with each employee, supporting the business leadership and contributing to clarity so that people are aligned with Business Strategy. Contribute to creating a culture of high people orientation coupled with high performance that emphasizes empowerment, quality, excellence, accountability, and business goal attainment. The role is the Manager's right hand in driving high levels of team engagement, performance, and retention whilst still meeting company objectives, providing scale to line managers in day to day management of people.
Responsibilities: Hiring of new talent: Conduct People Manager interviews and provide input and recommendations into hiring decisionsConduct / facilitate psychometric assessments and recommendations into hiring decisions – for Industrial PsychologistsProduce detailed Psychometric reports with recommendations – for Industrial PsychologistsProvide face to face feedback to hiring manager and candidate where required – for Industrial PsychologistsTeam Orientation: Ensure that the orientation of new hires into the team is comprehensive and provides a warm welcomeFacilitate team orientation of new hiresEstablish and drive an orientation plan for the new hires for their first monthBe the "go-to" person for new hires in the team and ensure there is a technical buddy within the team assigned to each new hireEnsure that the content of the team orientation is constantly relevant and refreshed by keeping abreast of current trendsEmployee Management and Performance Improvement: Collate and conduct AK 360 performance reviews (probation, bi-annual, and annual)Meet with employees 1:1 every 4 – 6 weeks to touch base and develop high trust relationships – ensure all action points are followed up within 24 hours of the meeting. Provide coaching, feedback, guidance, support, and discuss any urgent matters as applicableMeet with line managers 1:1 on a regular basis to provide coaching, feedback, guidance, and support to line management discussing any urgent matters as applicableAssist and advise line management on employee issues, obtain input from Human Capital where necessaryContinuous tracking of KPIsManage and improve performance in conjunction with line manager driving a high-performance cultureKeep a close eye on billability statistics per consultant and address when necessaryKeep a close eye on timesheet compliance per consultant and address when necessaryEnsure consultants' time is put to good use in between projects. Motivate them to be productive in their "downtime"Develop a good knowledge of Altron Disciplinary Code and Procedure, Altron employee contracts, and employee value propositionPartner with Human Capital to ensure that any disciplinary or formal performance improvement processes are legally compliant. Treating employees firmly but fairly and in line with our Disciplinary CodeDocument all incidents/conversations where necessary to support performance/misconduct hearingsCareer Journey: Guide the career journey for employees focusing on career development, coaching, and mentoringProvide employees with a clear view of the business and their role within the business from day 1Give employees clarity on their career journey and assist with finalization of goals and KPI'sBe a brand ambassador for Altron Karabina as an employer, create a positive, professional first impression of Karabina from the first interactionEnsure employee's career journey is clear and vivid, assist with formulating their career journey goal settingPartner with Learning and Development for employee training (internal and external)Work with line management and L&D to develop and drive learning paths for employees in the teamDrive consultants to study and take Microsoft Exams ensuring that the Microsoft partnership status and business value of the consultants are maintainedReview resignations and have relevant retention discussions as necessaryReview exit interviews as input into where the business can improve talent retention and drive accordinglyPartner with Human Capital regarding the onboarding and offboarding processTeam Effectiveness: Live the company values in the way that people are managedDevelop a clear understanding of the purpose of various roles in a consulting environment and how they interact to contribute meaningfully to how these roles enable business successWith line management and consulting leadership ensure that role profiles are created, up to date and communicated to relevant partiesContribute to creating clarity and awareness within the team regarding our people and our business objectivesProactively drive and contribute to creating a team with great engagement, morale, and talent retention, connecting our consultants who are based at the customer with the business and the team cultureBe proactive and active in enabling the social connection within the teamWork closely with resource manager and consulting leadership to communicate the allocation of consultantsProvide constant communication with consulting leadership and line management on issues with staff that could impact businessProvide regular formal feedback to consulting leadership on all consultants reporting into themProvide assistance to the business for employee recognition initiativesProvide regular feedback to AK Leadership on people trends and issuesParticipate in the facilitation of team building initiatives within teams as necessaryEmployee Engagement: Conduct, evaluate, and provide feedback on various Pulse Surveys, stay interviewsFollow up on actions from employee engagement surveys in the businessGeneral: Drive the company values to ensure we have the right people working for usDrive Work on Wellness program (understanding of ICAS offerings so we can drive internal usage to benefit staff)Take a proactive approach to employee welfare, wellness, and health. Perform the role of a mental health first aider and do management referrals to our wellbeing partner where necessaryBe an active member of the social committeeBe the manager's right hand in terms of people mattersActive involvement and ownership of various projects that are assigned to People ManagementKnowledge sharing and free sharing of ideas within the team to stimulate ideas to drive continuous improvementRequirements: Must have a degree in Psychology/Industrial PsychologyMust have 1 - 2 years working experience in talent managementMust have 3 - 6 years front-line experience in dealing with peopleExperience in working in a professional services / consulting environment is an added advantageRegistration as a Psychologist or Psychometrist is an added advantageEducation Bachelor's Degree: Psychology (Required)
Languages English
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