Regional HR Business Partner

Job Description

Overview of the roleTo 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.ÿWhat you will doOrganisational Development

• Strategyÿ

In liaison with the Business MD, SHRBP, 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.ÿCreate and support a continuous improvement environment for HR Activities within the Business Units.

• Capability

Ensure new employees are properly inducted into the business and given support to become productive as quickly as possible.ÿDevelop succession plans and retention strategies for key talent and positions. Develop and execute a learning and development plan that equips individuals with necessary skills.ÿFormulate and implement performance management plans to improve performance or assist with exit from the organisation.ÿTraining & 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.ÿEnsure training needs of key and high potential staff are identified and delivered.ÿEnsure all key positions have identified successors.ÿEmployee RelationsManage ER issues within the business units.ÿSupport line managers in creating a culture of employee engagement based upon ?Al Futtaim Way? values.ÿReinforce at all times a culture of meritocracy, performance-focus and diversity.ÿAct as an advisor to line managers in order to educate them and minimise risk.ÿEnsure compliance with local law and Group policy throughout the employee lifecycle.ÿCommunicate and implement changes to HR policies and procedures.ÿEnsure disciplinary procedure is properly applied before any employee is exited from the business.ÿBusiness PartneringAct as a trusted business partner and coach to senior line management.ÿConsult and support line managers across the business units.ÿFocus on measuring the employee engagement of the business units and take actions necessary to improve it.ÿAdvise, coach and mentor management and HR team on people related issues.ÿAct as change agent and facilitate transition.ÿÿWorkforce OptimisationPlay an advisory role in creating and managing a lean and multi-skilled workforce.ÿSupport and facilitate the implementation of business structure reorganisation and consolidation to deliver efficiencies.ÿPlay a key role in communicating organisational messages and monitoring feedback within the business units.ÿEnsure compliance with localisation policy and targets.ÿLook at business unit productivity and take necessary actions to improve it.ÿFinancial Management-Provide line management with regular and financial reporting of employee costs. Ensure annual manpower budgeting exercise is conducted accurately and efficiently.ÿCreate, obtain approval for and manage HR Department budget. Ensure HR Team adherence to the business financial systems and processes.ÿHR 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.ÿTo ensure that Emiritization focus is maintained and diversification goals are reinforced and achieved.ÿ

Keyskills :