11 Feb Human Capital Associate

Posted at 14:46h in jobs by

Job Title: Human Capital Associate (HR People Services)
Job Category: Level II – Technical/Professional
Job Location: Dansoman, Accra (On-site)
Job ID: PG/04/2025/S008
Job Posted: March 17, 2025
Application Due Date: March 25, 2025
Monthly Gross Salary Range: GH₵ 5,709.60 – GH₵ 6,280.30

Job Summary

The job holder will be responsible for HR People Services with key functions including Talent Acquisition, Learning & Development, Performance Management, Occupational Safety & Health, and Administration as part of the core functions of the Human Capital & Admin. Department of PREBBiE Group. The job holder will implement strategies to increase talent engagement and create a positive work environment, provide administrative support, ensure seamless operations, and contribute to the development of a high-performing team. The talent will initiate professional development and training programs to help talents succeed in their respective line of work. He/she will monitor how many talents are trained, their performance, their manager’s feedback and the results to see if more training is required.

Key Responsibilities

Talent Acquisition

  • Support the talent acquisition process by managing applicant tracking systems and job postings.
  • Import applicant details and assist in screening resumes, coordinating interviews, and communicating with candidates.
  • Maintain accurate records of candidate information and recruitment activities.
  • Generate reports on recruitment metrics from the ERP and provide insights to improve the hiring process.
  • Coordinate with hiring managers and external recruitment agencies to ensure timely and efficient hiring.

 

Learning & Development

  • Conduct training needs analysis to identify skill gaps and development opportunities.
  • Design, develop, and deliver training programs and workshops to enhance talent skills and knowledge.
  • Coordinate with external trainers and vendors for specialized training sessions.
  • Monitor and evaluate the effectiveness of training programs and make necessary adjustments.
  • Maintain accurate records of training activities and talent progress.

 

Performance Management

  • Assist in the development and implementation of performance appraisal systems.
  • Develop, review, and maintain performance metrics and reports to track talent performance.
  • Support managers and talents in setting performance goals and objectives.
  • Monitor and track talent performance, providing feedback and coaching as needed.
  • Identify and address performance-related issues and develop improvement plans.
  • Facilitate the weekly 1-on-1 meeting requirements, mid-year, and annual performance review process.

 

Occupational Safety & Health

  • Implement and enforce safety policies and procedures to ensure a safe working environment.
  • Conduct regular safety audits and risk assessments to identify potential hazards.
  • Organize safety training and awareness programs for talents.
  • Investigate accidents and incidents, and recommend corrective actions.
  • Maintain compliance with local and state safety regulations.

 

Administration

  • Collaborate with the HC team to analyze talent engagement surveys and people data to identify opportunities for improvement.
  • Maintain and update talent records and databases including biodata, contact list, workiversary, leave allocation, attendance records etc.
  • Assist with recruitment and onboarding processes, including coordinating interviews and preparing offer letters.
  • Develop budgets for review and coordinate logistics, materials, and facilitation for talents.
  • Support HR-related administrative tasks, such as official correspondence, benefits administration, and employee relations.
  • Prepare reports and presentations for management as required.
  • Handle talent inquiries and provide timely and accurate information.
  • Assist with special projects, including talent events, corporate social responsibility, and compliance initiatives.
  • Perform other relevant tasks as assigned by line manager and GCEO

 

Key Performance Indicators

Time-to-Hire: Maintain or reduce the average time-to-hire by 20%.

  • Metric: Track the time from job posting to offer acceptance.
  • Target: Achieve an average time-to-hire of 30 days or less.

Candidate Satisfaction: Maintain a candidate satisfaction rating of 85% or higher on a quarterly basis.

  • Metric: Conduct regular surveys to measure candidate satisfaction after onboarding.
  • Target: Achieve an average applicant satisfaction rating of 85% or higher.

Training Participation: Increase the number of employees participating in training programs by 15%.

  • Metric: Track the number of employees participating in training programs.
  • Target: Achieve a minimum of 45 employees participating in training programs per quarter.

Training Effectiveness: Maintain a training effectiveness rating of 80% or higher on a quarterly basis.

  • Metric: Conduct regular surveys to measure training effectiveness.
  • Target: Achieve an average training effectiveness rating of 80% or higher.

Skill Gap Reduction: Reduce the number of skill gaps identified in the training needs analysis by 20%.

  • Metric: Track the number of skill gaps identified in the training needs analysis.
  • Target: Achieve a reduction of at least 20% in the number of skill gaps.

Performance Review Completion: Ensure that 100% of performance reviews are completed on time.

  • Metric: Track the completion rate of performance reviews.
  • Target: Achieve a completion rate of 100% for performance reviews.

Safety Incident Rate: Reduce the safety incident rate by 20%.

  • Metric: Track the number of safety incidents.
  • Target: Achieve a reduction of at least 20% in the safety incident rate.

Safety Audit Compliance: Maintain a safety audit compliance rate of 95% or higher on a quarterly basis.

  • Metric: Conduct regular safety audits to measure compliance.
  • Target: Achieve an average safety audit compliance rate of 95% or higher.

Employee Data Accuracy: Maintain an employee data accuracy rate of 95% or higher on a quarterly basis.

  • Metric: Conduct regular audits to measure employee data accuracy.
  • Target: Achieve an average employee data accuracy rate of 95% or higher.

Talent Engagement Survey: Increase the talent engagement survey participation rate by 15%.

  • Metric: Track the participation rate of employees in the talent engagement survey.
  • Target: Achieve a minimum participation rate of 80% for the talent engagement survey.

HR-Related Administrative Tasks: Complete all HR-related administrative tasks within the specified timeframe, with a target of 95% or higher on a quarterly basis.

  • Metric: Track the completion rate of HR-related administrative tasks.
  • Target: Achieve an average completion rate of 95% or higher for HR-related administrative tasks.

Training Program Delivery: Complete at least 6 training as scheduled on the HC Calendar for the year.

  • Target: Training programs specified in the HC Calendar.
  • Metric: Total number of training programs delivered within the year / Total number of planned training programs

Performance Improvement Plans (PIPs) Implementation: Ensure timely goal alignment of employees who are on PIP.

  • Target: 100% implementation for identified talents.
  • Metric: Number of PIPs implemented / Total number of talents requiring PIPs.

Budget Development and Logistics Coordination

  • Target: 95% of tasks completed on or before the deadline. Timeliness of budget development and logistics coordination.
  • Metric: Number of tasks completed on time / Total number of tasks.

Timely Report and Presentation Preparation

  • Target: 95% of reports and presentations completed on or before the deadline.
  • Metric: Number of reports and presentations completed on time / Total number of reports and presentations.

Compliance Rate

  • Target: 100%
  • Metric: Percentage of compliance with safety protocols, regulatory requirements, and company policies.

 

Other Conditions of Assessment

Staff performance assessments will be based not only on the achievement of Key Performance Indicators (KPIs) and job description responsibilities, but also on demonstration of organizational values and behaviors, quality of relationships and teamwork, adaptability, initiative, compliance with policies and procedures, and contribution to a positive and inclusive work culture.

PREBBiE Group shall be responsible for the provision of transport, office support and other material requirements to facilitate the work of the Human Capital Associate. The job holder shall be assessed based on KPIs as it would be attached to his/her appointment letter. Other conditions of service can be found in the staff handbook.

At PREBBiE Group, we are committed to Diversity, Equity & Inclusion. United by our strong Group values, we thrive on the diversity of who we are, where we come from, what we’ve experienced and how we think. We are committed to nurturing an inclusive environment where people can truly be themselves, grow to their full potential and feel they belong. #BetterTogether #ExcellingTogether

Minimum Requirements

  • Bachelor’s degree in Human Resources, Business Administration, or related field.
  • Graduates with three to five (3 – 5) years of experience in a similar role within Human Resources.
  • Strong knowledge of Learning & Development, Occupational Safety & Health, and Performance Management principles.
  • Excellent communication, organizational, and interpersonal skills.
  • Proficiency in HR software and Microsoft Office Suite.
  • Ability to handle confidential information with integrity and professionalism.

 

All applications submitted via email at humancapital@prebbiegroup.com should indicate the Job ID and Job Title in the subject of the email. No application will be considered after the closing date. Applicants are advised to attach a recent CV/Resume in a PDF version to their email. Only shortlisted applicants will be contacted.

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