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KPI’s |
Core job Responsibilities |
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1. |
Strategy Policies and Procedure
- Recommend and implement the HR policies, procedures to the Company in line with the HR Group’s objectives.
- Execute career development, Emiratization, and succession planning strategies.
- Implement HR strategies to enhance employee engagement and satisfaction.
- Identify and recommend HR initiatives, processes, and HR manual in coordination with Group-HR.
- Ensure HR processes, documentation and controls are aligned with quality (ISO 9001) and environmental governance (ISO14001) standards, including audit readiness and document control requirements.
- Identify significant metrics and indicators to assess and monitor performance effectiveness of all HR functions.
- Deal with sensitive and confidential information related to work with discretion to protect the interests of the company.
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2. |
Workforce planning
- Collaborate with Group HR to identify workforce planning demand plans and talent gaps within Subsidiary.
- Facilitate promotions to ensure alignment with the resource strategy and company strategy.
- Review the proposed job analysis to ensure they capture essential requirements, and responsibilities accurately.
- Review the result of job evaluation recommendations in collaboration with Group HR to address any concerns regarding evaluation outcomes.
- Keep track on subsidiary manpower and outsourcing budget to optimize operational efficiency, implement cost control and provide recommendations for improvement.
- Provide accurate manpower planning and budgeting data to the line manager.
- Coordinate with external printing services on card design requirements and provide employee information.
- Work with IT department to ensure card activation and access procedures.
Job Promotion & Salary Increment
- Send formal promotion or salary increment requests to Group HR based on organizational restructuring or other relevant reasons.
- Draft cover letters addressed to the Head of the unit for the employee being promoted or increase.
Internal Transfer Request
- Receive transfer requests from relevant departments or employees.
- Review transfers requests based on organizational needs, employee qualifications, performance, and career development.
- Coordinate with Group HR to implement approved change process in the system.
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3. |
Recruitment
- Work closely with hiring managers to identify staffing needs for current and future recruitment plans.
- Oversee recruitment processes from job posting through the portal, to candidate processes assessment and selection within specified grade.
- Manage all recruitment administration, including approval purposes within the grade (7-15).
- Review resumes CVs sourced from LinkedIn and Naukri platforms.
Recruitment Agencies
- Collaborate with recruitment agencies ensuring timely and effective support for staffing needs.
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4. |
Performance Management & Employee Development
- Collaborate with department heads to set performance expectations and goals in align with organizational objectives.
- Lead the performance appraisal process for EMX employees by ensuring fair and consistent evaluations and providing process guidance and support to managers and employees as needed.
- Facilitate comprehensive workshop sessions or any learning tools for all staff to provide guidance and support on the performance management process and employee development plans.
- Generate status report and follow up on the completion of three phases (Planning, Mid-year Review & Final evaluation) ensuring deadlines are met and data is accurately recorded.
- Collaborate with the department heads to provide performance feedback for (Low Performance) and calibration to implement development plans in coordination with Group HR Performance.
- Follow up with department heads to provide potential talent pool of successors in accordance with the succession planning framework and initiative.
New hired- Probation Period
- Monitor and ensure all performance evaluations for new hires during their probationary period are completed and submitted by the established deadlines.
Learning & Development
- Conduct employee needs assessments to identify skill gaps within subsidiary.
- Oversee the planning, coordination and design of learning and development programs to ensure effective execution and alignment with organizational priorities.
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5. |
Employee Operations
- Generate official acceptance of employees’ resignation and communicate with the HR Group to take necessary actions.
- Receive an official probation period confirmation of employee's report from performance and coordinate with the Group HR to issue Hayakom Letters.
- Review retirement notifications from Group HR for employees aged 60 and above, follow up on extension approvals, and provide necessary documentation to Group HR for processing; otherwise, proceed with End-of-Service (EOS) formalities.
- Conduct internal audits to ensure HR practices align with company policies and regulatory requirements.
Attendance
- Receive periodic attendance report addressing issues, such as work remotely, shift allowance, overtime etc.).
- Identify necessary action like (warnings, deduction, adjusting schedules, Termination) in coordination with Group HR Payroll operations.
Health Insurance, Health & Safety
- Follow up with insurance provider related to the employee reimbursement to ensure accuracy, and compliance with company eligibility for reimbursement.
- Provide advice and guidance on health & safety matters to ensure workplaces meet safety standards and regulations.
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6. |
Employee Relations
- Manage employee relations, resolve complaints and grievances, ensuring a positive work environment by conducting investigations.
- Conduct exit interviews to gather feedback for continuous improvement.
- Develop and implement an induction program for new employees from (G:17 & below) to facilitate smooth onboarding.
- Design and implement initiatives and programs to support employee retention and motivation.
- Draft and implement Service Level agreements aligned with HR framework.
- Ensure effective awareness of HR policies and procedures to all employees in subsidiary, fostering clarity and compliance across the organization.
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7. |
Budgets and Plans
- Monitor annual budget allocation for manpower, training, projects, and other expenses within subsidiary, by collaborating closely with both finance and Group HR to identify areas for improvement and not exceeded.
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8. |
Synergies with Stakeholders
- Collaborate regular meetings with Line Managers and provide HR-related support to their respective section’s employee/ workplace-related issues.
- Partner with Group HR and HRBP to drive seamless subsidiary HR operations and deliver data-driven HR insights and analytics for decision-making.
- Liaise with external stakeholders, including government entities, to ensure regulatory compliance and foster positive relationships.
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9. |
Reports
- Prepare Timely & accurate reports and presentations covering all aspects of the HR operations for effective decision-making.
- Review current employee information in an appropriate manner for easy retrieval, reference, and audit.
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10. |
People Management
- Promote a high standard of employee motivation through regular employee communication, training and equipping with the best tools to achieve the maximum results.
- Cascade objectives of employees in the operations sections and supervise their achievement according to the performance indicators set for each objective.
- Conducts team meetings to update members on best practices and continuing expectations.
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12. |
Other Tasks
- Perform any other responsibilities relating to this job request or work task as allocated by the Line Manager.
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