People and Culture Manager

Job Description

The overall purpose of this position is to lead and support Hamrahtel Group‘s People and Culture objectives to contribute to the achievement of the organization’s purpose and deliver on strategic outcomes. the People and Culture Manager is required to effectively build the people and culture capability of the organization; lead and manage an effective human resources function to support the management of the employee lifecycle. The position also has a key role as an ambassador for organizational culture and values, ensuring they are visible, embedded, and upheld.

DUTIES and RESPONSIBILITIES:

The key responsibilities of this position are:

STRATEGY and LEADERSHIP:

• Develop and execute Hamrahtel's people and culture strategy.
• Contribute to the development and achievement of Hamrahtel’s medium and long-term strategy, ensuring effective inclusion of key people and cultural considerations.
• Read and understand the broader business environment and provide expert and informed analysis and strategic advice to ongoing operations and expected decisions.
• High-level analysis of key people data and trends in support of strategic priorities, advising an appropriate course of action as required.

ORGANISATIONAL DEVELOPMENT and CULTURE:

• Contribute to the development of a robust culture through role modeling Hamrahtel's values and the behaviors which drive this culture.
• Design and lead initiatives including research and diagnostics (e.g. annual employee engagement survey and exit interviews), to maximize the engagement of all employees and build organizational commitment to the desired culture.
• Work in partnership with Hamrahtel marketing and communications team on effective internal communications in support of organizational development.
• Scope, develop, and lead implementation of Hamrahtel diversity and inclusion strategy.

TALENT MANAGEMENT:

• Ensure a clear employee value proposition in support of candidate attraction.
• Provide the recruitment process with suggestions and initiatives regarding organizational cultural values to ensure the appropriate fit between new hires and the organization.
• Develop formal induction processes and procedures.
• Develop workforce and succession planning processes.

PEOPLE DEVELOPMENT:

• Ensure the integrity of Hamrahtel's job framework and job pathways across all job families.
• Build a culture of performance across the organization with oversight and continued development of the performance review and development framework.
• Embed a coaching culture in support of delivering on strategy outcomes.

RISK and COMPLIANCE:

• Ensure alignment and adherence with organizational quality assurance, governance policies, processes and standards, and external legal and regulatory requirements.
• Ensure enabling, fit-for-purpose HR policies and procedures are developed and embedded in day-to-day practice.
• By supporting the group leaders, ensure employee issues are dealt with in a prompt time frame so Hamrahtel is not exposed to potential legal risk, including assisting in investigations into grievances and complaints where required.

HR MANAGEMENT:

• Responsible for the effective operations of all normal people and culture activities to support the management of the employee lifecycle.Internal and external organizational reporting (i.e. monthly, quarterly, and annual reporting to business plan KPIs, executive team reporting, board reporting, etc.).
• Assist the executive team with planning, budgets, and reporting, including evaluating people and culture results and trends.

COMMUNICATION:

• Foster and maintain trusted and professional relationships with the executive team.
• Develop strong partnerships with all members.
• Collaborative working relationship with all teams.
• Foster and maintain effective relationships with people managers.