Human Capital Manager

The Human Capital Manager (HCM) is responsible to lead the development and implementation of Human Capital strategies to drive employee engagement, talent development and workforce optimisation in line with the company’s business objectives.

Job Position: Human Capital Manager

The Human Capital Manager (HCM) is responsible to lead the development and implementation of Human Capital strategies to drive employee engagement, talent development and workforce optimisation in line with the company’s business objectives.

Our client is a specialised medical insurance administration and health risk management company providing solutions to provident associations, insurers and corporate medical schemes.

Main Accountabilities

Human Capital Strategy

• Lead the design and implementation of a Human Capital Strategy which aligns with the growth and operational aspirations under the Company’s Business Transformation Strategy.
• Collaborate with Finance and the MD for the HC budget planning exercise.
• Provide regular reports to the MD, as per agreed timelines.

Day to Day Operations Management

• Oversee the creation and maintenance of accurate, complete and compliant employee records, while respecting all data privacy regulations.
• Conduct regular audits on the HRIS to ensure completeness of employee information.
• Collaborate with Finance to provide input for monthly payroll and benefits administration while ensuing timely payment of salaries.
• Act as the main point of contact for all employee queries related to payroll.
• Oversee leave management process while ensuring that employee leave requests and balances are managed efficiently and in compliance with prevailing policies.
• Act as a key mediator in resolving workplace conflicts and issues to foster a collaborative environment.
• Oversee disciplinary process to ensure fairness, consistency and compliance with company policies.

Talent Acquisition & Workforce Planning

• Oversee the development of a comprehensive talent acquisition strategy to meet the growth requirements of the business.
• Discuss and agree with each Head of Department (HOD) on staffing needs on a yearly basis.

HC Policy & Procedures

• Oversee the development of Company Employee Handbooks (EH) as a repository for all policies and procedures for MML and MIL.
• Develop a Policy/Procedure issuance mechanism via Internal Memo circulation as well as holding information session.
• Review all new policies and procedures and ensures compliance before signing off for implementation.
• Act as the Liaison with the Group to receive and discuss on the applicability of Group Policies to the local Mauritian context.

Employer Branding & EVP

• Develop actions around ‘The XXX Way’ to guide employee’s behaviours.
• Organise company-wide events such as team-building and other initiatives to create momentum around values and culture.

Talent Management & Leadership Development

• Collaborate with each HOD to develop a comprehensive talent management strategy to identity critical skills and competencies for current and future needs in each department.
• Develop a Succession Plan for all leadership and critical roles to address retention concerns per department.

Learning & Development

• Oversee the roll-out of a Training Needs Analysis (TNA) to identify skills gaps and development needs per department.
• Develop a Learning & Development (L&D) strategy for the next 2 years, based on the TNA.

Culture & Engagement

• Collaborate with Group to launch Employee Engagement Surveys, Pulse surveys, while ensuring adequate timelapse between surveys to avoid survey fatigue.
• Develop clear action plans to address areas of improvement identified following survey results.

Team Leadership

• Guide and coach the HR team to ensure each team member is working optimally.
• Distribute team’s workload to ensure that it is equitably shared by all team members to meet operational demands.
• Monitor employee attendance, handle leave requests to ensure continuity of operations.
• Identify and address any conflicts or disputes that arises among the team promptly and fairly to ensure a harmonious work environment.

General Office Administration

• Oversee the overall office administration through the supervision of the General Office administration team.
• Ensure that the office facilities are maintained as a safe, clean and functional office environment.
• Manage all contracts and relationships with office suppliers, vendors and service providers to ensure that they respect the level of service and are efficient in the delivery of their services.
• Ensures that the office premises complies with Health, Safety and other regulatory standards.
• Oversee reception, guest management, while maintaining a professional and welcoming environment.
• Oversee and participate in all audits such as ISO 9002, 27001, Group, Client as well as Building Syndic.

Perform any other cognate duties as may be requested by the Managing Director (MD) and/or any other persons as may be assigned by the MD.

Educational Level and Experience

• Bachelor’s degree in Human Resources, Organisation Development or related field of study.

• 10 -15 years’ experience, with at least 3 years’ experience in a leadership HR role.

Skills and Abilities

• Leadership and People Management: Ability to lead and mentor HR teams and influence organizational culture and leadership.
• Strategic Thinking: Ability to align HR strategies with business goals and drive long-term success.
• Expertise in local labour laws: In-depth knowledge of Mauritian labour laws, compliance regulations, and best practices.
• Conflict Resolution and Employee Relations: Strong problem-solving skills in addressing employee grievances, conflicts, and disciplinary matters.
• Communication Skills: Excellent verbal and written communication for engaging with employees, leadership, and external stakeholders.
• Analytical Skills: Ability to analyze HR metrics, trends, and data to inform decisions and improve processes.

Proactive reserves the right: 

• To call only the shortlisted candidates for interview.
• Not to make any appointment following this advertisement nor to assign any reason whatsoever for accepting or rejecting any candidate.