Mavin is looking to hire a seasoned People Operations Manager who will be responsible for improving the productivity of the organisation’s employees. This position assesses company-wide developmental needs to drive training initiatives and identifies and arranges suitable training solutions for employees. He/She will actively research, identify flaws in processes and operations, and propose improvements and implement effective methods to educate, enhance performance and recognise performance.

Our ideal candidate is responsible for running data checks and ensuring all HR records are accurate and up to date, and that all queries are answered in a timely fashion. He/She will provide on-boarding support for new hires and will often work alongside other teams. Excellent communication and interpersonal skills are essential for this role. He/she will work closely with the Director of Operations to forecast hires according to the business needs, providing growth and career development for the employees in the organisation.

• Conduct orientation sessions for new employees
• Create efficient evaluation processes within the organisation
• Evaluate the needs of the company and plan training programs accordingly.
• Provide company with classroom training, demonstrations, on-the-job training, meetings, conferences, and workshops.
• Provide performance feedback and monthly HR reports to the director of operations and COO
• Deploy monthly HR newsletters for staff education
• Plan the implementation and facilitation of activities and events, budget spending, material production and distribution, and other resources to ensure that operations are managed within approved budgets.
• Create and implement career development and growth forecast
• Gathering and analysing cross-functional performance data
• Develop efficient systems for gathering information on performance
• Gathering and analysing cross-functional performance data
• Presenting statistical performance analysis and recommending solutions
• Design and review policies related to employee performance–while ensuring full compliance with current policies
• Lead, develop and inspires teams within the organisation
• Provide training and development to managers on best practices
• Identify, report, and resolve workplace or interpersonal barriers to performance
• Setting performance objectives and updating as necessary
• Digital tracking of meetings and interviews, as well as feedback and review appraisals, make it possible to track progress over time and quantify performance metrics.

• The company presents this job description as a guide to the major areas and duties for which the jobholder is accountable. However, the business operates in an environment that demands change, and the jobholder’s specific responsibilities and activities will vary and develop. Therefore, the job description should be indicative and not as a permanent, definitive, and exhaustive statement.

• 3-5 years working experience in a similar role
• Minimum bachelor’s degree in relevant field
• Minimum 3 years of experience designing and implementing employee growth and development programs.
• CIPM or any relevant certifications
• Must be passionate about people and love data
• Proven management skills and ability to deal with a wide range of issues
• Ability to use performance management information through critical appraisal and interpretation.
• To plan, manage and deliver performance improvements with stakeholders and staff alike
• Ability to develop plans for improvement and monitoring.
• Ability to motivate, lead, negotiate and inspire staff to achieve positive outcomes
• Ability to initiate, lead and manage projects to meet agreed on outcomes either as a lead or as a stakeholder in a project group.
• Ability to work with a wide and diverse range of partners and stakeholders at different levels of the organisation

• Mapping out employee journey and lifecycle
• Data analysis report on the employees of the organisation
• Create employee growth/career development
• Culture development & transformation
• Deploy succession plan for all departments
• Improve engagement

We love working async and this means you get to do your schedule. We empower ownership and proactivity and when in doubt default to action/asking instead of waiting.