Mr. David Adzovie
Director, HR

The Director of Human Resources is responsible, among other things, for the following:

• Leading in the development and implementation of the personnel policies of the University;
• Provision of strategic planning with respect to the personnel needs of the University;
• Ensuring timely renewal and termination of employment contracts;
• Institute and maintain a system for monitoring and evaluating the performance of all employees by the University and submit reports thereon to the Vice Chancellor and the Council;
• Ensure that disciplinary action is taken against staff of the University alleged to have engaged in any misconduct identified as an offence under these Statutes, the Criminal Code, 1960 (Act 29) and the Labour Act, 2003 (Act 651);
• Manage and advise on the collective bargaining process and collective agreements with unionised staff; and
• Institute a system for continuing education and in-service training for all employees of the University.

Other Key Deliverables - General

• Driving the development, growth and performance of people to deliver UHAS’ core mandate
• Providing guidance and leadership in the promotion of a positive UHAS culture.
• Aligning the University to implement HR initiatives, practices and policies in line best practices
• Engaging VC, Directors, Deans & HODs in implementing the performance management system
• Deploy Employee Pulse Survey aimed at understanding HR issues in the value chain.
• Identify HR gaps and developed roadmap to solving them.
• Ensure opportunities are delivered to grow & develop our people for the benefit of the individual and the University.

Collaborative Relationships, Employee Relations & Compliance with Labour Regulations

• Providing direction, in implementing ideas in relation to unions, local labour regulations.
• Provide support to management in the resolution of sensitive employee-related matters.
• Developing key HR & OD Policies, Employment Policy, Diversity and Inclusion Policy etc.
• Administering compensation, promotions, transfers & health & safety.
• Trained Deans and newly appointed HODs on their roles and responsibilities.
• Aligning HR Strategy with Organizational Strategy and measuring HR and OD impact
• Building a Talent Management Culture, ensuring succession and adequate talent pipeline.
• Complying with all statutory requirements and educating management about such requirements.
• Tracking and managing any risk to the business in terms of corporate or legal exposures.
• HR planning and Overall Organizational Capability Management.

Managing the Employment Life Cycle

• Developing Organizational capability through identification, recruitment & retention of key talents aligned with business goals.
• Facilitating Organization Design & structures for staff management and channels.
• Defined training needs and developed training programmes based on gap analysis.
• Managing training budget, training evaluation and revising as necessary.
• Developing effective working Relationships with teams and org units with well-defined accountabilities.

Deployment of the Enterprise Resource Planning System (SAP)

• Requirement Analysis for implementing the maiden Enterprise Resource Planning System.
• Working with the ICT Directorate and Team to further understand user requirements and map strategies to work around major bottlenecks in the deployment.
• Developing the HR Module Document for capturing and data.