JOB PURPOSE:

To work in partnership with n-2 and n-3 roles by understanding their HR requirements, to ensure that they receive the needed HR support in timely manners, and thus support the achievement of the Group’s strategic objectives through aligned people plans and solutions.

KEY ACCOUNTABILITIES:

Strategic Contribution

·       Ensure effective cascading of the functional strategy into department business plans to ensure vertical alignment and horizontal integration with other interfacing departmental strategies.

People Management

·       Manage the effective achievement of assigned objectives through the leadership of the assigned department(s) by setting of individual objectives, managing performance, developing and motivating staff to maximise sectional performance.

·       Lead the talent development initiatives for the assigned department, collaborating with technical/discipline experts and thereby ensure the availability of talent to fit business requirements.

·       Act as a role model and drive adherence to organisational values and ethics by employees of the assigned department to foster a value driven culture within the Group.

 Budgeting and Financial Planning (if required)

·       Manage the preparation and recommend the department budget and monitor financial performance versus the budget while ensuring all sectional activities are conducted in line with the approved guidelines.

Advisory & Coaching

·       Develop a strong partnering relationship with n-2 and n-3 roles in designated areas of the business, acting as an internal consultant to diagnose, develop and implement effective HR strategies and people plans which support business goals and drive sustained performance.

·       Advise, guide and support all employees on all HR disciplines and policies to drive effective HR practices which are appropriate to the Group’s culture, size and growth ambitions. Keep abreast of current legislation/trends in order to develop practical and appropriate policies and procedures, communicate and embed ensuring they are relevant to the ongoing needs of the Group.

·       Coach and support managers with performance management process to help them manage complex employee relations issues.

Collaboration

·       Engage and collaborate with n-2 and n-3 and with HR product partners to develop value propositions and products for business in order to improve people performance and overall business capability.

Organisational Restructuring

·       Influence, advise and guide the scoping and implementation of organisational restructures, providing challenge and insight to ensure alignment with the Group’s strategic direction and business unit goals.

Talent Development and Retention

·       Manage the development of action plans to support, succession, retention and development of high potential individuals and Emiratis in collaboration with HR product partners and Manager in order to ensure business continuity and employee progression and development.

 Policies, Systems, Processes & Procedures

·       Manage and ensure effective implementation of the departmental policies, procedures and controls covering all areas of assigned department activity so that all relevant procedural/legislative requirements, fulfilled while delivering a quality, cost-effective service.

Continuous Improvement

·       Lead the identification of opportunities for continuous improvement and sustainability of systems, processes and practices considering global standards, productivity improvement and cost reduction.

Reporting

·       Ensure that all department reports are prepared timely and accurately and meet Group requirements, policies and quality standards.