MISSION/CORE PURPOSE

• To create, modify and implement a human resource strategy that is aligned to Lonestar Cell MTN business strategy and business environment that enhances the current and future human resource value proposition.

CORE RESPONSIBILITIES

Context: (Global influences, environmental / industry demands, organizational mission, etc.)

• Changes in business strategy and competitors` HR strategies
• Representation of diversity in company
• Maintenance of internal corporate governance
• Maintaining internal and external image of Lonestar Cell MTN Human Resources
• Scarcity of certain skills groups in national and international markets
• Managing relationships with key shareholders and external stakeholder perceptions
• An evolving and volatile macro-economic environment both locally and internationally
• Fluid risk environment requiring continuous appraisal of controls
• Highly dynamic telecommunications industry
• MTN Group expectations and requirements
• MTN OPCO business plan
• MTN policies, procedures and process documentation are continuously being improved and updated

• The Operating Unit HR team is the primary face of the HR function to the business/line managers providing OPCO-specific professional advice and support, aligning the HR strategy to Group HR strategy, and are the trusted advisors to the business

Task Complexity:

• Compile and monitor annual HR budget
• Establish and maintain sustainable Industrial Relations framework
• Establish EPMS (employee performance management system) and promote performance culture
• Implement and modify talent acquisition, development and retention strategy
• Create and adapt HR strategy and policy
• Identify opportunities for innovation in HR systems, policies and procedures
• Identify and implement greater internal efficiencies in HR
• Establish and obtain board approval for organizational structure that facilitates achievement of business objectives
• Align Lonestar Cell MTN to MTN Group HR Practices so to create a familiar base for training, development, succession, etc.
• Develop the strategy for the HR function in the MTN OPCO in line with global best practice in order to ensure that the organization is viable both internally and externally
• Align the HR direction with functional strategies and direction in order to ensure that the workforce are well positioned to meet the demands of the organizational goals and business plan
• Develop and implement a comprehensive, integrated and effective Human Resource management framework
• Establish and monitor performance benchmarks for HR in order to ensure ongoing effectiveness of the division
• Develop a customer centric HR organization with dedicated single point of contact to business decision makers and employees in order to provide best practice service and guidance to the internal customers
• Structure HR to minimize costs while maintaining quality line support in order to meet the business needs to run lean
• Provide an advisory and consultative service on all aspects of Human Resources including but not limited to Recruitment and Selection; Remuneration; Health and Well Being; Working Life and Health and Safety in order to guide the operational management team on workforce management principles
• Ensure OPCO compliance with local labor laws in order to reduce company exposure

Supervisory /Managerial/ Leadership Complexity:

• Performance management
• Appointment of staff
• Succession Planning
• Ensure that the team is led, motivated and rewarded to achieve the business objectives
• Possess the leadership, presence and integrity to command respect from colleagues and from external contacts
• Provide clear direction and communicate the implication and interdependencies of each functional unit
• Set goals for direct reports; monitor progress and maintain motivation

Creativities (improvement/innovation inherent):

• Maintaining appropriate communication and influencing, as well as balance between conflicting needs of various internal and external stakeholders
• Creating and adapting strategy to address current and future anticipated company strategy and employment environmental changes
• Initiating new systems designed to enhance human resource value proposition
• Understanding of local environment, identification and leveraging of local factors/opportunities to company advantage
• Enhancing the differentiation of Lonestar Cell MTN in the employment environment
• Align HR and the organization for customer centricity
• Build position and maintain the leadership brand
• Create value for the business through efficient and effective HR services
• Develop and grow the organizational culture
• Enable Lonestar Cell MTN to attract, develop and retain the right talent
• Ensure that a unique employer value proposition is offered
• Ensure that the organization is viable internally and externally and as a social and financial entity
• Ensuring new ways of achieving the strategic objectives and operational excellence
• Identify social and labour related impacts.

Independent thought and Judgment:

• Decisions of appropriate HR systems, policies and practices to support business strategy (with Board approval)
• Budgetary planning and forecasting with CEO approval and sign-off of budget
• Design of organizational human resource model that guides the implementation of appropriate HR operations and values
• Create optimal systems to achieve metrics results in line with the organizational strategy and the direction set by MTN group
• Demonstrate sound judgment regarding assumptions of how influencing factors can / could change and what effect these scenarios would / could have on the viability of the organization from a long-term perspective
• In depth understanding of demographics and local conditions and customization of the strategy accordingly
• Incorporate the full spectrum of the executive of a corporate subsidiary / equivalent role within the organization
• Network and link appropriately with key players in HR network (nationally and internationally) and alert the Executives to trends and strategic issues
• Simplify and standardize HR processes
• Structure HR to minimize costs while maintain quality line support
• Translate overall direction into business plans with clear and detailed objectives for the HR operations function

QUALIFICATION AND EXPERIENCE

Education:

• University degree in Social Sciences
• Tertiary Human Resources Qualification
• Post graduate degree MBA/ Post Graduate qualification. Work Experience

Experience

• Ten (10) years experience in Human Resources Management
• Six (6) years experience in strategic human resources

CORE COMPETENCIES

Important competencies required for the position:

Must be a Role Model of ethical practices by living the MTN Values of: Leadership; Innovation; Relationship; Integrity; Can Do & adopt the MTN Vital Behaviours of: Complete Candour; Complete Accountability; Active Collaboration; Get-It-Done; for others to follow

Knowledge :

• Accuracy, consistency, reliability, and rapport with clients/colleagues.
• Establishing and Displaying Personal Credibility, demonstrates core behaviors, such as
• HR Analysis, Intelligence and Reporting, collecting management information and generating management reports regarding the state of people management in the organization and people’s contribution to the success of the organization ; as well as ensuring the timely preparation and submission of compulsory people management reports as required by legislation
• HR Technology – Leverage technology for HR practices and web-based channels to deliver value
• Knowledge and understanding of business fundamentals in which the firm / business unit operates
• Organizational effectiveness skills, including change management, leadership and culture management, performance management, organizational diagnostics & solutions development Understanding of local labor laws and employee relations practices

Skills/Other Competencies

• Leadership Skills
• Stewardship skills
• Interpersonal skills
• Management Skills

HOW TO APPLY:

Email all applications (Cover Letter and updated Resume/Curriculum Vitae) to:

hrvacancy.lr@mtn.com

contact.Liberia.lr@mtn.com

In the Subject of your email: State your name and the vacancy you are applying for.

Deadline for submission: Wednesday, September 9, 2020 @ 4:30 p.m.

Please Note the following:

1. Only short-listed candidates will be contacted.
2. Detailed Job description is below for ease of reference
3. No Phone calls will be accepted
4. The Position is not an EXPATRIATE position. Foreign nationals qualifying must be prepared to accept contract on LOCAL TERMS.