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Human Capital Structure under SayProRoyal-1 SayPro Royal Board Committee

1. Human Capital Director

• Role: The Human Capital Director leads the Human Capital function, developing strategies for talent acquisition, workforce development, employee engagement, and performance management. This individual will ensure that the human resources align with the goals and values of SayProRoyal-1, maintaining the right balance between traditional leadership and modern skills.

2. Recruitment & Talent Acquisition Manager

• Role: Manages the recruitment processes, ensuring that SayProRoyal-1 attracts, selects, and hires talent with the necessary skills and cultural alignment. This person will also manage partnerships with recruitment agencies and maintain a strong talent pipeline for future needs.

3. Training & Development Manager

• Role: Focuses on the continuous development of the workforce, including designing and implementing training programs that enhance employee skills, foster leadership development, and ensure that the workforce is well-prepared to meet the challenges of the SayProRoyal-1 projects and goals.

4. Employee Engagement & Culture Manager

• Role: Responsible for fostering a positive organizational culture that reflects the values of SayProRoyal-1. This includes improving employee satisfaction, promoting collaboration and inclusivity, and ensuring that staff members feel connected to the larger vision of the committee. The manager will also organize community-building events and activities that align with the values of SayProRoyal-1.

5. Performance Management & Compensation Manager

• Role: Oversees the performance management system, ensuring that employee performance is aligned with organizational goals. This role is also responsible for developing compensation and benefits packages, ensuring they are competitive and reflective of the value employees bring to the committee.

6. HR Administration & Compliance Officer

• Role: Ensures that all HR operations are compliant with legal regulations and internal policies. This includes overseeing employment contracts, benefits administration, labor law compliance, and handling employee relations.

7. Diversity & Inclusion Coordinator

• Role: Focuses on promoting diversity and inclusion within the workplace. This includes initiatives that ensure a diverse, equitable, and inclusive environment where all employees, regardless of their background, feel valued and respected.

8. Organizational Development & Strategy Advisor

• Role: Works with the Human Capital Director and the senior leadership team to align the workforce strategy with the long-term goals of SayProRoyal-1. This role involves advising on organizational structure, change management, and continuous improvement to ensure that SayProRoyal-1 can adapt and thrive in an evolving environment.

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Visual Representation of the Human Capital Structure:

                    Human Capital Director
                            |
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         |                        |                      |
Recruitment & Talent    Training & Development   Employee Engagement & Culture
      Acquisition               Manager                         Manager
        Manager
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  Performance Management  HR Administration &     Diversity & Inclusion  Organizational
    & Compensation        Compliance Officer       Coordinator              Development
         Manager                                                         & Strategy Advisor

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Key Functions of the Human Capital Team within SayProRoyal-1:

1. Strategic Workforce Planning: Ensuring that the right skills and talent are in place to support the execution of SayProRoyal-1 initiatives. This involves forecasting future human capital needs and ensuring the workforce can support the committee’s evolving needs.
2. Talent Acquisition: Attracting high-quality candidates that fit within the values and culture of SayProRoyal-1. The recruitment process should focus on cultural alignment as much as technical capability.
3. Leadership Development: Identifying high-potential leaders within the organization and providing them with the development and mentorship needed to grow into key leadership roles within SayProRoyal-1.
4. Employee Engagement: Ensuring employees are motivated, aligned with the organization’s vision, and engaged in their work. This will help retain top talent and improve overall productivity.
5. Performance and Accountability: Implementing performance management systems that not only assess employee output but also encourage continuous growth, feedback, and accountability.
6. Cultural Alignment: Developing initiatives that support SayProRoyal-1’s values, focusing on the integration of cultural and community values into the organization’s day-to-day operations.
7. Employee Well-being: Providing programs that promote physical and mental well-being to ensure that employees are healthy, motivated, and have the work-life balance necessary to contribute to the long-term success of the project.

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This structure ensures that the Human Capital function at SayProRoyal-1 is comprehensive, focusing not only on recruitment and compliance but also on employee development, engagement, and alignment with the broader vision and culture of the organization.