bayt.com
Job Description
Job Description & Role:
Ensure effective management and strategic development of the Human Capital in line with company policies and government regulations to create competent workforce and good work culture as per the Company Values. Supervises management of employees and protection of all company resources and assets. Responsible for ensuring that all activities are carried out in accordance with the latest labour laws, company’s values and its rules and regulations, including HSE.
REPORTING STRUCTURE
Number of Staff Supervised: 6
Direct Reports: 2
KEY ACCOUNTABILITIES
• Develop a strategic approach to human resource development and management to ensure the effective implementation of the strategy and operational plans
• Ensure delivery of an effective HR service through efficient planning, delegation and supervision of work processes
• Develop appropriate human resource policies, process and standards
• Represent the company in responding to inquiries and addressing concerns
• Present clear, concise and accurate reports and correspondence
• Manage the recruitment, selection, appointment of all categories of staff
• Manage development of job description and maintain updated versions
• Ensure proper employee records, HR forms, handbooks and performance appraisal
• Ensure all payroll transactions are processed efficiently by maintaining the employee database regarding salary and pay
KEY RESPONSIBILITIES
HR strategy
• Develop and set professional standards for the HR functions including but not limited to process improvement
• Develop HR Strategy and annual HR budget
• Analyze budget trend and identify cost optimization opportunities
Organization Design
• Develop and implement systems and processes to manage organization structure, evaluation and grading of jobs, ensuring boundaries and controls are in place to maintain the integrity of the grade structure, and grading processes
Legal Compliance
• Comply with regulatory requirements for HR strategy and decisions
• Ensure employees are informed of workplace laws and regulations
• Perform audit of company policy and procedures to ensure they are aligned with all applicable laws
HRMS
• Understand and define the HR Data, HR Management Systems (HRMS) and their correlation and impact
• Understand and define the mechanism of extracting HR Data, generating HR Reports and securing information in the HRMS
• Ensure effective utilization of the HRMS including but not limited to data entry, data retrieval, HR processes, generating and printing reports, etc.
HR Business Partnering
• Network broadly across business functions identifying interrelationships and interface issues
• Apply techniques to achieve influence, impact and results with stakeholders, across organizational boundaries
Resource & Talent Planning
• Develop and apply strategic workforce planning and its sub elements
• Develop, implement and participate in resourcing procedures
• Implement various assessment tools
Talent Management and Competency Development
• Define Competency Framework, its importance and application process
• Communicate the principles and process of a competency-based learning framework to employees within the organization
• Support Managers in identifying Competency Gaps
• Manage the implementation of annual training plan (based on IDPs, competency maps and development programs)
• Work with subject matter experts and/or third-party learning & development suppliers and take the lead in the development of major programs across the organization
• Recommend the most appropriate delivery channel
Employee Management
• Ensure development of employee relations policies and practices
• Investigate and resolve complex employee relations or Union relation issues
• Design and implement projects to drive employee engagement
• Implement a range of metrics to measure and track employee engagement
• Lead internal and external research to develop and manage an attractive employer brand proposition
Performance & Reward
• Administer & monitor the Performance Management system
• Develop an annual merit and bonus matrix, aligned to the performance management system, for management approval
• Use job evaluation approaches, market knowledge, benchmarking data and survey results to advise on changes to the reward and benefit strategy and structure to increase attraction or retention of employees
• Audit company reward/benefit model to ensure that it delivers the intended outcomes
AUTHORITY & DECISION MAKING
• In accordance with the “Delegation of Authority Manual”
Skills
Key Skills:
– Management
– Human Resource Planning
– Administration
– Communication
– Leadership
– Microsoft Office
– Performance Management
– Human Capital Management
– Policy Analysis
– Operational Efficiency
– Budgeting
– Planning
– Organizational Design
– HR Software
– HR Policy Formulation
– Talent Management
– Analytical Skills
Additional Requirements:
SKILLS, QUALIFICATIONS & EXPERIENCE
Competencies:
• Strong interpersonal skills, with the ability to communicate, consult and negotiate
• Excellent organizational skills, attention to detail and ability to meet tight deadline
• Strong analytical and problem-solving skills, supervisory and leadership skills
• Ability to prioritize tasks and to delegate them when appropriate
• Proficient with Microsoft Office Suite or related software
Minimum Qualification/Experience:
• Bachelor’s degree in human resources management or business administration
• 10 years broad human resources experience
• 5 years’ experience in a capacity looking after HC function in a large organization