Activities and Responsibilities for SayProRoyal-5 SayPro Royal Board Human Capital (HC) Committee

Talent Management

Talent Strategy: Develop and oversee the organization’s talent management strategy
Succession Planning: Implement and monitor succession planning for key leadership roles
Talent Acquisition: Oversee strategies and policies for recruiting and onboarding top talent
Retention Strategies: Develop and implement strategies to retain key employees

Workforce Planning

Workforce Strategy: Develop long term workforce planning strategies aligned with organizational goals
Workforce Analysis: Analyse current workforce composition and future needs
Talent Gap Identification: Identify and address gaps in skills and talent within the organization
Workforce Optimization: Optimize workforce size and structure to meet strategic objectives

Compensation and Benefits

Compensation Strategy: Develop and oversee the organization’s compensation strategy and policies
Salary Reviews: Conduct periodic reviews of salary structures and make recommendations for adjustments
Benefits Programs: Develop and manage employee benefits programs, including health, retirement, and wellness plans
Benchmarking: Benchmark compensation and benefits against industry standards and best practices

Performance Management

Performance Evaluation: Oversee the development and implementation of performance management systems
Goal Setting: Ensure alignment of individual goals with organizational objectives
Performance Reviews: Monitor and review the performance appraisal process and outcomes
Development Plans: Create and oversee performance improvement and development plans

Leadership Development

Leadership Programs: Develop and implement leadership development programs and initiatives
Executive Coaching: Provide or oversee executive coaching and mentoring for senior leaders
Leadership Assessment: Conduct assessments to identify leadership potential and development needs
Talent Development: Support the development of high potential employees for future leadership roles

Organizational Culture and Employee Engagement

Culture Initiatives: Develop and promote initiatives to strengthen organizational culture and values
Employee Engagement: Oversee programs to enhance employee engagement and job satisfaction
Survey and Feedback: Conduct employee surveys and gather feedback to measure engagement and identify areas for improvement
Recognition Programs: Implement employee recognition programs to reward and motivate staff

Diversity, Equity, and Inclusion (DEI)

DEI Strategy: Develop and oversee the organization’s diversity, equity, and inclusion strategy
DEI Programs: Implement and monitor DEI programs and initiatives
DEI Metrics: Track and report on diversity metrics and progress toward DEI goals
Bias Training: Provide training and resources to address and reduce unconscious bias

Training and Development

Training Programs: Develop and oversee training and development programs to build employee skills
Career Development: Support career development and growth opportunities for employees
Learning Management Systems: Implement and manage learning management systems (LMS) for tracking and delivering training
Training Evaluation: Evaluate the effectiveness of training programs and make improvements as needed

Health, Safety, and Wellness

Health and Safety Policies: Develop and enforce health and safety policies and procedures
Wellness Programs: Oversee the development and implementation of employee wellness programs
Safety Compliance: Ensure compliance with occupational health and safety regulations
Crisis Management: Develop and implement plans for managing health and safety crises

Employment Policies and Compliance

Policy Development: Develop and review employment policies and ensure they comply with legal requirements
Compliance Monitoring: Monitor compliance with employment laws and regulations
Employee Relations: Address employee relations issues and disputes
Legal Updates: Stay informed about changes in employment law and adjust policies as needed

Organizational Development

Change Management: Develop and oversee change management strategies for organizational transformations
Organizational Design: Review and recommend changes to organizational structure and design
Process Improvement: Identify and implement process improvements related to human capital management
Strategic Alignment: Ensure that organizational development initiatives align with strategic objectives

Strategic Workforce Analytics

Data Analysis: Utilize data analytics to inform human capital decisions and strategies
Reporting: Develop and present reports on workforce metrics and trends to the board
Predictive Analytics: Use predictive analytics to anticipate future workforce needs and challenges
Data Integration: Integrate human capital data with other organizational data sources for comprehensive analysis

Employee Communication

Communication Strategies: Develop strategies for effective communication with employees
Information Dissemination: Ensure that important information and updates are communicated effectively across the organization
Feedback Channels: Establish and manage channels for employees to provide feedback and voice concerns

Talent Retention and Succession Planning

Retention Strategies: Develop and implement strategies to retain top talent and reduce turnover
Succession Planning: Create and manage succession plans for key roles within the organization
Talent Reviews: Conduct regular talent reviews to identify and develop potential successors

Employee Experience

Onboarding: Oversee the onboarding process to ensure a positive experience for new hires
Employee Journey: Manage and enhance the overall employee experience throughout their tenure with the organization
Exit Interviews: Conduct exit interviews and analyse data to improve retention and address potential issues

Compensation and Benefits Administration

Administration: Oversee the administration of compensation and benefits programs
Payroll: Ensure accurate and timely processing of payroll
Benefits Enrolment: Manage the benefits enrolment process and address employee inquiries

Strategic HR Strategic Partnerships

HR Collaboration: Collaborate with HR leaders and other departments to support strategic initiatives
External Strategic Partnerships: Build and maintain Strategic Partnerships with external HR consultants, vendors, and industry groups
Benchmarking: Benchmark HR practices against industry standards and best practices

Ethical and Legal Compliance

Ethical Standards: Ensure adherence to ethical standards and practices in all human capital activities
Legal Compliance: Ensure compliance with employment laws and regulations
Audit and Review: Conduct regular audits and reviews of human capital practices to ensure compliance

Innovation in Human Capital Management

New Technologies: Explore and implement new technologies and tools to enhance human capital management
Best Practices: Stay informed about and adopt best practices in human capital management
Innovation Projects: Lead and support innovation projects related to human capital

Committee Governance

Charter Development: Develop and maintain the HC Committee’s charter, defining its roles and responsibilities
Charter Review: Regularly review and update the charter to reflect current practices and regulatory requirements
Meeting Management: Schedule and manage committee meetings, ensuring effective discussion and decision making