Objectives/Goals

1. Strategic Talent Management

Ø  To attract, develop, and retain a highly qualified and motivated workforce aligned with the university's mission and strategic goals.

2. Competency-Based HR Development

Ø  To implement competency-based human resource management systems that enhances employee performance and institutional efficiency.

3. Workforce Planning and Optimization

Ø  To ensure optimal workforce planning, staff development and succession planning to meet the dynamic needs of the university.

4. Institutional Capacity Building

Ø  To design and coordinate professional development programs that builds the capacities of academic and administrative staff.

5. Compliance and Good Governance

Ø  To ensure the university's human resource policies and practices comply with national labor laws and higher education regulations.

Duties and Responsibilities

1. Human Resource Planning

•        Develop and implement strategic HR plans aligned with the university’s goals.
•        Conduct workforce needs assessments and coordinate recruitment based on institutional priorities.

2. Recruitment and Selection

•        Lead transparent, merit-based hiring processes for academic and administrative staff.
•        Oversee orientation and onboarding programs for new employees.

3. Competency Mapping and Job Profiling

•        Identify key competencies required for various roles and develop job descriptions accordingly.
•        Create and maintain a competency framework for staff evaluation and development.

4. Staff Performance Management

•        Implement a performance appraisal system based on measurable KPIs and competencies.
•        Provide feedback mechanisms and coaching support for underperforming staff.

5. Training and Development

•        Design and implement continuous professional development (CPD) programs.
•        Collaborate with internal and external training providers to enhance staff capacity.

6. Employee Welfare and Relations

•        Promote positive staff relations through regular communication, recognition, and welfare programs.
•        Address grievances, conflicts, and disciplinary matters in a fair and lawful manner.

7. Data Management and HR Information Systems

•        Manage accurate HR data through integrated human resource information systems (HRIS).
•        Generate analytical reports for decision-making and reporting to regulatory bodies.

8. Policy Development and Implementation

•        Formulate HR policies and guidelines in accordance with national and institutional standards.
•        Ensure regular review and dissemination of HR policies to all staff.

9. Succession Planning and Career Development

•        Identify talent pipelines and high-potential staff for succession into leadership roles.
•        Facilitate career path planning and mobility within the institution.

10. Monitoring, Evaluation, and Reporting

•        Track the impact of HR initiatives and report progress to university leadership.
•        Use data and feedback to continuously improve HR services and staff satisfaction.