Ivory Coast Head of Human Resources

Job Title: Ivory Coast Head of Human Resources
Department: Human Resources
Reporting line: Ivory Coast Country Lead
Location: Abidjan, Ivory Coast

About ENGIE Energy Access (EEA)

ENGIE Energy Access is a leading Pay-As-You-Go (PAYGo) and mini-grids solutions provider in Africa, with a mission to deliver affordable, reliable and sustainable energy solutions and life-changing services with exceptional customer experience. The company is a result of the integration of Fenix International, ENGIE Mobisol and ENGIE PowerCorner; and develops innovative, off-grid solar solutions for homes, public services and businesses, enabling customers and distribution partners access to clean, affordable energy. The PAYGo solar home systems are financed through affordable installments from $0.14 per day and the mini-grids foster economic development by enabling electrical productive use and triggering business opportunities for entrepreneurs in rural communities. 

With over 1,700 employees, operations in nine countries across Africa (Benin, Cote d’Ivoire, Kenya, Mozambique, Nigeria, Rwanda, Tanzania, Uganda and Zambia), over 1 million customers and more than 5 million lives impacted so far, ENGIE Energy Access aims to remain a leading clean energy company, serving millions of customers across Africa by 2025. 

www.engie-africa.com

www.linkedin.com/company/engie-africa

Job Purpose/Mission  

EEA Côte d’Ivoire is seeking a highly motivated, independent, creative, and experienced Head of HR to lead the HR team and enable to high performance of the country team. This person will report to the Country Director and work closely with departmental Heads and Managers, to identify company talent, human resources and administrative needs and priorities, and execute on these. 

Responsibilities 

Talent Strategy and Systems Building

• Talent Acquisition - Apply best practices and execute seamless systems to continue hiring exceptional and diverse talent, with efficiency, high quality, and a positive candidate experience. 
• In collaboration with Department Leads, define recruiting needs in advance 
• Manage relations with external recruiting firms 
• Define and follow recruitment procedures to create a fair process that selects the best candidates 
• Position EEA as an employer of choice for motivated and high performing candidates in Cote d’Ivoire 
• Communicate and oversee internal recruitment 

Talent Development.

• Create and execute a strategy to deliver professional development and growth opportunities across all Fenix employee types, including performance management strategy, learning and development programming, career pathing, succession planning for key leadership roles, and leadership coaching programming. 
• In collaboration with Department Leads, evaluate training needs in each team in advance 
• Organise and present professional development trainings, in collaboration with external training agencies 
• Oversee performance evaluation process with the aim of supporting employee development and growth 
• Accompany managers in supporting under-performing employees with performance improvement plans, and manage disciplinary cases. 

Compensation and Benefits Strategy

• Job grading and salary structure: continue iterating on our job grading framework and the accompanying salary structure to ensure that our compensation strategy is inclusive, values-driven, and business enabling. 
• Benefits administration: design and execute on our benefits program and continuously iterate on our core offerings to ensure our package is attractive and inclusive. 

Compliance, Policies, and Processes.

Ensure that our internal policies that support our people-forward approach are fully compliant with labour law in Cote d’Ivoire, while building systems and processes to make all of our HR functions nimble and efficient.  

Employee Relations

• Iterate and improve channels of communication for staff to escalate issues and ensure an incredible team experience for all employees 
• Respond to employee questions about employment conditions 
• Proactively communicate with employees about our internal procedures and their rights 
• Work with the Comité des Délégués and the Comité de Santé et Securité to respond to employee concerns and create a better workplace 

Onboarding and Offboarding

Iterate and improve onboarding and offboarding experiences that set employees up for success as they join EEA, create a strong alumni community of former EEA employees as they leave, and support managers to handle difficult exits where necessary while staying compliant with labor law. 

Culture and team engagement 

• Evangelise for the EEA Family culture and ensure that it is living, breathing, and constantly resonant with our exceptional and diverse team. To be measured by our annual team engagement survey and other pulse checks. 

Ethics 

• Be a role model and actively encourage a culture of ethics for all employees and salespeople in EEA.  
• Proactively communicate Ethics policies, including Whistleblower, Conflict of Interest, Gifts, and other policies, to all employees.  Plan trainings and other education and awareness raising measures 
• Comply with all Engie ethics policies and reporting requirements 
• Investigate and escalate cases of Ethics violations in EEA CI 

Health, Safety, and Security 

• Analyse health, safety, and security risks to the organization and its employees, and take necessary measures to reduce elevated risks 
• Train staff in practical and relevant health and safety measures 
• Complete monthly reporting requirements, and report HSS incidents when they arise 
• Ensure all worksites and operations are compliant with Engie HSE requirements 
• Coordinate the response in the event of an HSS incident 

At EEA, we have high expectations for our managers. Each manager plays a key role in creating an exceptional experience not only for our customers but for every person on our team. Our managers help EEA realize our ambitious goals while developing their own leadership skills and facilitating growth for their direct reports.  

We believe that great managers: 

• Deliver ambitious results: As a high-performing and accountable leader, you create an enabling environment for effective action and bold decision which contribute to successful delivery of results. 
• Act with integrity: As an ethical leader you are honest, respectful, objective, and transparent. You create and build upon a foundation of trust and openness. 
• Inspire and mentor the team: As an inspirational leader you walk the talk. You empower and coach your team with trust and humility. 
• Are accessible: as an accessible leader, you develop and maintain deep connections with stakeholders through approachability and active listening. 
• Ensure diversity and inclusion: as an inclusive leader, you ensure diversity and foster a sense of belonging. 

Required Skills & Experience

Experience: 

• 5+ years work experience implementing and leading Talent or Human Resources teams and policies, preferably with an international company with diverse teams, with at least 1 years’ experience in Cote d’Ivoire 
• In depth understanding of Ivorian employment law 
• Professional experience managing high performing teams 
• Outstanding written and verbal communications skills in English and French 
• Outstanding planning and implementation skills 
• Entrepreneurial spirit and collaborative nature 
• Ability and drive to work independently and to follow through on all tasks 
• Solution-oriented, critical thinker 

Qualifications: 

• Degree in Human Resources or similar 

Language(s):  

• English (advanced level spoken and written) 
• French 

 Technology: 

• Proficiency in Microsoft office products, especially Word and Excel 
• Proficiency in HR systems and databases 

ENGIE is an equal opportunity employer, promoting diversity and committed to creating an inclusive environment for all. All applications are screened based on business needs, job requirements and individual qualifications, without any regard to origin, age, name, sexual identity, orientation or preference, religion, marital status, health, disability, political opinions, union involvement or citizenship. Our differences are our strengths!  

A significant exposure to Ethics risk given the geographical footprint (9 African markets) and type of activities (B2C, with large sales force on the field), this hire is critical for business continuity.