HUMAN CAPITAL MANAGER - LIBERIA
Key Responsibilities
HC Strategy, Workforce Planning & Localisation
Develop and implement the subsidiary's annual Human Capital plan in line with its business plan, budget, operating model, and JIB people strategy.
Translate operational and growth plans into approved workforce requirements, organisation structures, role profiles, headcount plans, and capability priorities.
Maintain an up-to-date workforce and skills view covering filled roles, vacancies, critical skill gaps, deployment needs, and positions requiring succession cover.
Drive progressive localisation of the workforce and leadership pipeline against approved JIB targets, while using internal mobility and cross-country deployment where these add needed capability.
Talent Acquisition, Onboarding & Deployment
Manage end-to-end recruitment for permanent, contract, and project-based employees, ensuring approved requisitions, fair selection, competency-based assessment, and complete recruitment records.
Build and maintain local talent pools for critical, technical, supervisory, and management roles through professional networks, educational institutions, internships, referrals, and recruitment partners.
Coordinate offers, pre-employment checks, contracts, induction, systems access, orientation, and role-specific onboarding; monitor probation and ensure confirmation, extension, or separation decisions are documented within required timelines.
Coordinate staff deployment, relocation, travel, visa, work-permit, and transition support with JIB and relevant functions where applicable.
Capability, Learning & Succession Development
Lead periodic learning and capability needs assessments and translate identified gaps into an approved annual training and development plan.
Coordinate leadership, management, technical, digital, compliance, HSE, and behavioural development programmes with JIB, Jospong Academy, line managers, and approved external providers.
Track participation, learning application, post-training performance impact, and agreed training effectiveness indicators rather than relying only on completion records.
Identify high-potential employees and feeder roles, support development plans, mentoring, stretch assignments and approved exposure programmes, and maintain succession plans for critical positions with periodic readiness reviews.
Performance Management & Talent Reviews
Coordinate the annual performance cycle, ensuring every employee has clear SMART goals and role KPIs aligned with subsidiary and JIB objectives.
Drive timely periodic check-ins, formal performance reviews, calibration discussions, and documented feedback across all departments.
Support managers to address underperformance fairly through coaching, performance improvement plans, and appropriate follow-up, while recognising strong performance and development potential.
Use performance outcomes to inform development, succession, recognition, reward, internal mobility, and other approved people decisions.
Employee Relations, Engagement & Culture
Serve as a trusted adviser to employees and managers on workplace concerns, conduct, discipline, grievance, attendance, leave, and other employee relations matters.
Ensure disciplinary and grievance processes are fair, timely, well documented, and consistent with company policy and applicable local requirements.
Monitor employee engagement, turnover, absenteeism, morale, and workplace climate; identify root causes and lead practical improvement actions with line managers.
Strengthen a respectful, inclusive, people-focused culture aligned with Jospong Group values and support effective change communication for new systems, policies, restructures, and major initiatives.
Reward, Payroll, Welfare & Wellbeing
Coordinate accurate and timely employee data, attendance, allowances, deductions, benefits, and approved changes required for payroll processing with Finance and relevant Group/JIB teams.
Support periodic local market benchmarking and make evidence-based recommendations that balance competitiveness, internal equity, affordability, and Group reward principles.
Administer leave, welfare, medical or insurance arrangements, employee support initiatives, and approved recognition programmes consistently and transparently.
Partner with HSE and operations leaders to support employee safety, wellbeing, fitness-for-work awareness, incident follow-up, and compliance with workplace welfare standards.
HC Governance, Compliance & Records
Maintain current knowledge of applicable Liberian employment, social security, tax, immigration, data protection, and related workforce requirements, and implement JIB/Group HC policies with country adaptations where required.
Maintain complete and confidential employee files, contracts, leave records, performance documentation, training records, disciplinary records, and statutory HC documentation.
Conduct periodic HC compliance reviews, support internal and external audits, track corrective actions, and escalate material people or compliance risks promptly.
Ensure approved governance, authorisation, confidentiality, anti-harassment, non-discrimination, data privacy, and ethical standards are followed in all HC decisions and processes.
HR Digitalisation, Analytics & Reporting
Maintain accurate employee information in approved HR and enterprise systems and drive adoption of digital workflows for core HC processes.
Prepare concise monthly and quarterly HC dashboards covering headcount, vacancies, recruitment, turnover, attendance, leave, performance, learning, employee relations, welfare, localisation, and compliance.
Analyse workforce trends and provide practical recommendations to the Managing Director, department heads, and JIB Human Capital to support timely people decisions.
Track agreed HC service standards and process turnaround times and implement improvements that reduce avoidable delays, manual work, and data errors.
Business Partnership & Team Leadership
Coach managers on effective people leadership, objective performance management, feedback, workforce planning, and application of HC policies.
Lead, coach, and develop the subsidiary's HC team or designated HC support staff, setting clear deliverables and maintaining professional service standards.
Work closely with Operations, Finance, Legal and Compliance, HSE, IT, Administration, JIB Human Capital, and other Group functions on people-related priorities and risks.
Perform any other Human Capital duties assigned by the Managing Director or authorised JIB leadership in line with approved governance processes.
Person Specification
Qualifications
Bachelor's degree in Human Resource Management, Business Administration, Industrial Relations, Organisational Psychology, Management, or a related field.
A Master's degree in Human Resource Management, Business Administration, Organisational Development, or a related discipline is an added advantage.
Membership or professional certification from a recognised Human Resources or people-management professional body is desirable.
Experience
Minimum of 7-10 years of progressive Human Capital/HR experience, including at least 3 years in a managerial or senior HR business-partner role.
Demonstrated experience managing recruitment, onboarding, performance management, learning and development, employee relations, reward/benefits, and HR operations.
Experience supporting a multi-site, operational, or project-based workforce; exposure to waste management, environmental services, logistics, infrastructure, manufacturing, or related sectors is an advantage.
Practical experience working with local employment requirements, regulators, payroll processes, and employee relations in Liberia or a comparable West African operating environment is strongly preferred.
Technical Skills
Strong knowledge of workforce planning, organisation design, job profiling, recruitment, competency assessment, and talent management.
Sound knowledge of performance management, learning needs analysis, leadership development, succession planning, coaching, and employee engagement.
Practical understanding of employee relations, disciplinary and grievance processes, compensation and benefits, payroll coordination, leave administration, and staff welfare.
Working knowledge of applicable employment compliance, social security, immigration/work-permit, data privacy, and workplace requirements, with the judgement to seek specialist advice when necessary.
Strong HR analytics and reporting capability, with proficiency in Microsoft Office and HR/enterprise systems; experience with Oracle or comparable HRIS/ERP platforms is an advantage.
Excellent written and spoken English, including strong policy, report, correspondence, presentation, and facilitation skills.
Core Competencies
High integrity, confidentiality, fairness, and sound judgement in sensitive people matters.
Strong business partnering and advisory skills, with the confidence to constructively challenge managers when people or compliance risks arise.
Excellent interpersonal, employee-relations, negotiation, mediation, and conflict-resolution skills.
Strategic, data-driven problem solving combined with disciplined execution, attention to detail, and reliable follow-through.
Strong coaching, facilitation, communication, and relationship-building skills across diverse workforce groups.
Cultural awareness, adaptability, resilience, and the ability to operate effectively in a fast-moving subsidiary environment.
Strong alignment with Jospong Group core values: Godliness and Fellowship, Service Excellence, People Focused, Stewardship, and Teamwork.