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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