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HR Director | Toyota | Cairo, Egypt

1.00 to 10.00 Years   Cairo, Egypt   26 Apr, 2021
Al Futtaim Group
1 Jobs Openings
Job LocationCairo, Egypt
EducationNot Mentioned
SalaryNot Mentioned
IndustryAccounting
Functional AreaNot Mentioned

Job Description

ABOUT THE ROLEWe are currently looking for HR Director to act as a trusted advisor to senior line management on all human capital management matters; to ensure a keen understanding of the business so as to implement HR strategies and practices that support robust business growth; reinforce a culture of performance focus, meritocracy and diversity; and comply with Group HR policy.?ABOUT THE RESPONSIBILITIESOrganisational DevelopmentA. Strategy?In liaison with the Business MD, Group MD and Group HR Director create a HR strategy for the business and the annual HR Plan. Communicate plans and progress against the plan to the HR Function and the Business Units.?Create and support a continuous improvement environment for HR Activities within the Business Units.B. CapabilityEnsure new employees are properly inducted into the business and given support to become productive as quickly as possible.?Develop succession plans and retention strategies for key talent and positions. Develop and execute a learning and development plan that equips individuals with necessary skills.?Formulate and implement performance management plans to improve performance or assist with exit from the organisation.?Resource ManagementEnsure that the right high potential staff are recruited by the business and formulating plans for internal mobility within the division to plug any?gaps that arise. Setting clear standards for recruiting associates across AFM which to ensure a fair and consistent approach and candidate experience. Headhunting high calibre candidates for key strategic roles. Optimize the usage of the casual lab or budget and ensure the division does not overrun on cost.?Training & DevelopmentAs part of the HR Plan specify training initiatives required to support the business, liaise with Group Training Department to ensure appropriate initiatives are delivered.?Ensure training needs of key and high potential staff are identified and delivered.?Ensure all key positions have identified successors.?Compensation and BenefitsPromote equity in the division by ensuring associates are being paid at the same level

  1. New Joiners: AFG recruitment policy is followed AND ensuring associates performing the same roles/duties are paid in an equitable fashion
  2. Existing Staff: Aligning salaries and benefits internally to rectify legacy issues to promote a just culture
Play a key part in developing and improving the Sales Incentive Plans across the division to ensure AFM is competitive while being mindful of cost.?Performance ManagementCreate, maintain and improve the tools required for the business to promote a culture of fairness and transparency when it comes to managing performance. These tools would also be used for the annual performance reviews and personal development purposes.
  1. s: Overseeing the HRBPs and providing guidance in the process to ensure roles are standardized and that there is a comprehensive Job description for all positions. Put a mechanism in place to ensure the JDs are reviewed and updated regularly
  2. Standard Operating Procedure: Develop and maintain a SOP on performance management that is in line with AFG policy and protects the division against claims of wrongful termination
  3. Objective Library: Provide guidance to the HRBPs (train the trainer) on holding workshops to ensure an objective library scorecard is developed for all roles
?Employee RelationsManage ER issues within the business units.?Support line managers in creating a culture of employee engagement based upon ?Al Futtaim Way? values.?Reinforce at all times a culture of meritocracy, performance-focus and diversity.?Act as an advisor to line managers in order to educate them and minimise risk.?Ensure compliance with local law and Group policy throughout the employee lifecycle.?Communicate and implement changes to HR policies and procedures.?Ensure disciplinary procedure is properly applied before any employee is exited from the business.?Business PartneringAct as a trusted business partner and coach to senior line management.?Consult and support line managers across the business units.?Focus on measuring the employee engagement of the business units and take actions necessary to improve it.?Advice, coach and?mentor management and HR team on people related issues.?Act as change agent and facilitate transition.??Workforce OptimisationPlay an advisory role in creating and managing a lean and multi-skilled workforce.?Support and facilitate the implementation of business structure reorganisation and consolidation to deliver efficiencies.?Play a key role in communicating organisational messages and monitoring feedback within the business units.?Ensure compliance with localisation policy and targets.?Look at business unit productivity and take necessary actions to improve it.?Financial ManagementProvide line management with regular and financial reporting of employee costs. Ensure annual manpower budgeting exercise is conducted accurately and efficiently.?Create, obtain approval for and manage HR Department budget. Ensure HR Team adherence to the business financial systems and processes.?HR PolicyTo ensure compliance to HR policy is maintained, to review and strengthen business internal controls and procedures, ensure compliance of DOA and provide leadership on process and governance. Ensure compliance with laws, regulations and other requirements.?To ensure that Emiritization focus is maintained and diversification goals are reinforced and achieved.?

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