مدیر ارشد سرمایه انسانی

Job Description

• Define, develop and lead HR policies and process to support business strategy and optimize the quality of organization and management systems such as: • Values, remuneration systems policy, Job functions & grading, recruitment process, performance reviews systems, learning & development, internal regulations, employee relations, internal communication, etc. • Lead the HR advisory function; coach the Company leaders on personal effectiveness, help setting strategy, direct teams and organization design & development. • Elaborate and apply the workforce manpower plan within the 3year Company business plan, including headcount, staff costs and skill development forecasts. • Implement and ensure people (employee) performance review process. • Manage directly the coordination of performance reviews for senior key managers and high potential talents. • Manage the talent detection process and ensure the succession planning process for key positions across the Company. • Promote and organize biannual top management seminars (Top 50). • Define and implement annual leadership development priorities. • Ensure the Company’s remuneration & benefits policy are competitive and in line with the market. • Promote the Company Strong Employer Brand for internals: Drive recognition and reward initiatives, encourage empowerment with employee consultancy and bottom up approaches, promote culture and employee engagement (see Company culture activities). • Promote the Company Strong Employer Brand for externals: Build up relations with external partners (recruitment, consultancy, resources companies, etc.), build up relations with target business schools and universities, and ensure external visibility via the Company website and regular recruitment events. • Guide and lead the selection process for key recruitments. • Develop, implement and communicate the Company’s corporate values, culture and leadership philosophy. • Lead cultural initiatives such as strategy understanding cascade to employees, cascade the Company values, encourage success celebration events, promote employee internal communications (newsletter, phone directory, etc.), invent and communicate the common Company codes and symbols. • Implement and conduct employee engagement surveys and action plan follow ups. • Promote Team building policy and actions. • Ensure the HR role as a representative both for employees and senior managers: guide, mediate and advice. • Manage employee relations (instances.) • Ensure governance compliance through adherence to local laws and regulations. • Ensure the internal Company regulations are diffused, followed and respected. • Ensure all employee contract provisions are respected. • Ensure a coherent job grading and salary leveling across the Company. • Lead and conduct all disciplinary processes according to local laws and the Company regulations. • Implement appropriate HRIS to ensure a secure and efficient people management • Lead the “to be” skill mapping process. • Provide skill assessment toolkit. • Ensure skill assessment process. • Coordinate skill assessment results and define skill gap priorities. • Implement skill gap development and training. • Ensure the Capacity Building Plan internal communication. • Define and set individual and collective objectives (KPI’s) for the department, cascaded down from the general department objectives, within the performance review process. • Evaluate the individual and collective objective achievements. Suggest rewards and salary increases within the salary review process cycle. • Optimize and improve the department performance in terms organization and sizing. Escalate specific training needs. • Supervise and follow the department day to day activity, fix priorities, chose orientations and take decisions. Guarantee the coherence of mid and long term projects. • Organize and run regular department meetings to cascade information of the company strategic orientation and collect information (issues, problems, difficulties) to escalate. • Motivate and engage the people by regular communication and monitoring of the teams. • Guarantee the social climate within the department, mediate and solve employee conflicts when necessary. • Contribute to the definition of the annual department budget. Ensure its centralization and follow up.