New blog post: Assistant Manager - Human Resource Understand business and related dimensions. Prepare a Single Frame document. Discuss and finalize Single Frame. Agree on key focus areas & measures. Derive HR implications of business strategy. Develop HR strategy and scorecard. Communicate and align HR team + Ops-Comm. on strategy Build operational plans. Setup review mechanisms. Track progress on HR strategy in order to meet strategic objectives of the business and the HR function. Review factors affecting organization effectiveness (such as organization structure, role clarity, cross functional integration); Guide OD Head / L&D Head & propose improvement in process, systems etc. Devise HR initiatives and direct team on design and deployment Monitor implementation of agreed action-plans; Provide visibility, resources, and communication support to GAMBA initiatives & HR team in implementation of HR initiatives in order to meet Big Five objectives. Analyze business growth projections and manpower requirements. Analyze turnover, Forecast short-fall / surplus of talent availability. Devise appropriate recruitment plans. Align recruitment and selection process with BCF. Introduce new tools such as Assessment centers, aptitude tests etc. Identify talent pipeline gaps for key pillar positions. Consult business heads; Initiate appropriate succession / development plans (such as Fast Track programme) in order to prepare for adequate talent availability. Implementation of PMS, create linkage between PMS, BCF and Value Charter; Educate HR Committee, senior managers and employees on revised PMS & guidelines; Approve coaching programmes to guide managers on providing feedback & recognition, managing performance issues etc in order to create a high performance culture. Facilitate FGDs; Facilitate prioritisation of areas for improvement; action plans & HR updates; Set-up review mechanisms to track progress; Track impact on business results and employee turn-over, over time; Conduct communication events that explain such mechanisms, policies and procedures as needed; Seek feedback on HR policies and systems; Review effectiveness of grievance redressal mechanism; Resolve escalated issues in order to improve retention of talent and maintain high productivity levels. Build HR team in line with business plans; Clarify roles and set accountabilities; Discuss and set KRA and KPIs for team; Review their performance; Coach and guide team; Identify training needs of team; Identify and groom successors; Implement employee engagement and team building activities in order to have a motivated and effective HR & Admin function. Review exception reports on Admin and HR services; Intervene on escalated cases; Direct and advise resolution of compliance issues; Review liaison activities with government; Approve critical correspondence and compliance reports to ministries in order to comply with regulatory norms Implement the R & R across the division; Chair steering-committee meetings on rewards and recognition; Approve nominees for recognition programmes. Provide inputs to annual compensation benchmarking survey. Analyze findings; Recommend adjustments to compensation policies, where needed; Guide managers on deployment of compensation policy and practices in order to position the Company competitively amongst its peers. Job Details Date Posted: 2014-09-02 Job Location: Dubai, United Arab Emirates Job Role: Human Resources/Personnel Company Industry: Automotive Preferred Candidate Career Level: Mid Career Gender: Male Apply Now - Jobs in UAE - Jobs in Abu Dhabi, United Arab Emirates - Jobs in Dubai, United Arab Emirates - Human Resources/Personnel Jobs in UAE - Search All Jobs ift.tt/eA8V8J Click Here To Apply ift.tt/qaNcIJ ift.tt/1pDcuMW ift.tt/eA8V8J What are your thoughts?
Posted on: Tue, 02 Sep 2014 09:52:52 +0000
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