Accountabilities:
- To develop competitive strategies for recruitment, employee relations, employee / organization development, performance management, HR process excellence etc.
- Work closely with Unit/Function Heads to develop and drive the HR Strategy and value proposition to support achievement of business objectives
- Drive human resource compliance and ensure standardization and consistency of human resource practices and policies
Responsibilities :
HR strategies and initiatives:
Translate strategic and tactical business plans of the organization into HR plans:
- Plan, develop, organize, implement, direct and evaluate the organization's human resource function and performance.
- Participate in the development of the organization's plans and programs as a strategic partner, but particularly from the perspective of the impact on people.
- Evaluate and advise on the impact of long-range planning of new programs/strategies and regulatory action as those items affect the attraction, motivation, development and retention of the people
Reports to:
Functionally: Chief Executive Officer
Direct - HR Managers
Indirect - Resources of the organization.
Global HR Policies and Procedures:
- Maintain an up-to-date framework of policies and procedures that enable the business to employ, engage, develop and manage its people in accordance with Group values and applicable employment and other statutory regulations
- Enable business managers and staff to understand and access these policies and procedures as appropriate to their roles and responsibilities
- Advise the Management Team on HR trends that effect the business
Recruitment & Retention:
- Lead global Manpower Planning based on approved plans and recommend appropriate employment options (Permanent, Contract, Temporary, Outsourced, etc.)
- Provide and manage a recruitment and selection service to the business that enables approved vacancies to be filled with suitable candidates
- Ensure that all personnel involved in the recruitment and selection process are supported and trained to fulfill their roles
- Provide guidance and support to employees who wish to develop their careers within the Company
- Be responsible for employee engagement & retention strategies to reduce attrition
- Analyze attrition, productivity and other metrics with a view to enable optimum utilization of human resources
Compensation and Benefits:
- Design, implement and update appropriate approaches to rewards and recognition practices
- Ensure that Company's pay, incentive and benefits structure reflects market values and appropriate internal relativities
- Administer the annual review process and recommend increment and benefit budgets to the Management Team
Performance Management & Appraisals:
- Lead the development of the Group's Global Performance Management and Appraisal processes and systems
- Support the business to implement the Group's system and ensure that all employees effectively participate
- Report on the outcomes of the process and develop action plans accordingly
Training & Development
- Provide a service that effectively meets the needs of the business, its managers and employees through implementation of processes that ensure:
- Training and development needs are regularly identified
- Activities to address the needs are effectively planned, delivered and evaluated
- Monitor employee participation rates
Employee Relations
- Provide guidance and support to managers and staff in order to effectively manage issues of discipline and grievance in accordance to Company values, policies and procedures
- Ensure that managers understand their roles in these processes and are trained accordingly
- Facilitate regular staff consultation and communication processes
Health & Safety
- Maintain high standards of health and safety according to Company policies and local regulations
- Advise the Management Team on areas for potential improvement
Industrial Relations
- Manage Industrial Relations program of the Group: Analyze collective bargaining agreement to develop interpretation of intent, spirit, and terms of such agreements.
- Advise the management team and union officials in development, application and interpretation of labor relations policies, regulations and practices
- Monitor implementation of policies concerning wages, hours and working conditions to ensure compliance
- Represent management in wage negotiations and settlements
- Manage appointed Labor officers and intervene as appropriate to address issues relating to grievances, arbitration and other related labor issues
HR Information Systems
- Ensure accuracy of data contained in Enterprise System
- Provide HR related reports to the Management Team
Development of HR Function
- Lead the development of the Group's people agenda globally, through involvement in design, development, implementation and evaluation of various HR programmes
Contacts:
Internal :
- Functional Heads
- Local HR Managers
External :
- Approved professional advisors
- Statutory auditors and legal bodies
- Recruitment & Training agencies
Essentially required :
Desirable :
Educational Qualification :
Masters in Human Resources / Sociology / Psychology from a recognized university / institution with good academic record.
Diploma in Industrial relations. Certified in SHRM / IHRM.
Certified in Labor laws
Experience :
Minimum experience of 10-15 years with international / global exposure to HR Strategies Development & Implementation
Specialized in organizational planning, compensation and labor relations globally
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