مدیر شرکای تجاری منابع انسانی

Job Description

The incumbent is responsible for the end-to-end career management of employees including learning and development, talent sourcing and acquisition as well as employee counseling/compliance. Act as the first point of contact for related departments in order to ensure the efficient running of the people and culture processes and to provide professional services. Support and coach line managers in all operational and administrative aspects of people and culture including recruitment, performance management, talent development, successor planning, and talent review with close collaboration and support of People and Culture Shared Services and People and Culture Business Support.

Areas of Responsibility:

1) Talent Management:

• Handle talent management process including talent acquisition, talent review, succession planning, building talent pools, and managing the workforce planning.

2) Performance Management and Learning and Development:

• Lead performance management process to support line managers to facilitate and identify development gaps and learning needs, deliver training and facilitation sessions with support of People and Culture Shared Services and supervise the learning and development activities to ensure strong links between business needs, people development priorities and talent placement.

3) Policies and Compliance:

• Implement and ensure people and culture policies and strategies are in-line with JTI global standard, local regulation and corporate culture. In liaison with legal team, support managers by providing advisory and consultative services on all aspects of employee relations ensuring compliance with best practice and employment law.

4) Recruitment/Talent Acquisition:

• Identify the recruitment gaps and work closely with hiring manager(s) and People and Culture Shared Services for the end-to-end recruitment process including sourcing, interviews, assessments, etc. align with JTI recruitment policy in order to ensure quality of new hires as well as a timely and effective hiring process.

5) People and Culture Projects and Initiatives:

• Monitor, support and provide required services to projects or activities that supports the delivery of people and culture departmental strategies and company objectives as well as supporting People and Culture Business Partners. Support and implement any people and culture procedure and initiative reinforcing employer branding and increasing engagement levels of employees.