Head- HR KSA & Bahrain

Job Summary

• To lead the Human Resource Management function for assigned business unit(s) and/or business group by formulating Human Resource strategies, systems and processes that help the group meet its goals and objectives and thus facilitate individual growth, motivation and development.
• To undertake overall responsibility for staff welfare, administration and security for the assigned business unit(s) organization.

Roles & Responsibilities

• Develop Human Resources budget for the assigned BU and ensure adherence to the same.
• Contribute to development of the annual business plan for the BU organization by giving inputs on manpower, wage costs, training costs and costs of other HR initiatives.
• Drive cost savings by deployment of efficient recruitment and training strategies, manpower studies and productivity enhancement.
• Responsible for aligning the HR strategy to the overall BU strategy and priorities.
• Ensure succession planning for all critical positions within the assigned BU.
• Conceptualize Business Segment level change initiatives to constantly remain best in class.
• Work closely with the Senior Leadership to develop business continuity plans, by developing contingency mechanisms around competency availability, people and policies.
• Guide and support the Business Unit HR team in enforcement of all Group level HR policies and procedures.
• Oversee design of initiatives to enhance the motivation and employee satisfaction levels for the BU workforce.
• Understand the pulse of the BU workforce through regular interaction with employees.
• Support the corporate HR team and Business Unit HR team in carrying out induction of the organization.
• Study the manpower deployment for the BU organization based on the internal and external manpower productivity metrics and recommend suitable changes.
• Assist the senior management on a wide range of critical people issues like top management selection and development, executive compensation, leadership development, succession planning for critical jobs and critical issues related to employee relations.
• Support Corporate HR and CoEs in implementation of Performance Management System at corporate office and units to facilitate objective definition and measurement of employees’ performance and link PMS to other HR systems such as training and rewards.
• Drive leadership pipeline development for the BU through succession planning and identification of top talent within the organization.
• Collaborate with the Corporate L&D team and the BU leadership in design and deployment of the Capability building to ensure manpower productivity and engagement.
• Support the Corporate HR and CoEs in design, development and roll-out of compensation & benefit policies and guidelines, compensation structure and incentive programs.
• Support Target delivery for all BU team members including ensuring awareness, appreciation and alignment by the leadership.
• Review compliance to all legal and statutory requirements for the respective BU organization
• Review industrial relation issues across all locations dealing with domestic inquiries, discipline management, absenteeism and grievance and recommend process improvements in order to bridge any gaps that may exist
• Oversee proper functioning of employee grievance redressal system to capture all employee issues and grievances and highlight the same to the senior management team.

KPIs

• % reduction in hiring turn-around-time
• % reduction in attrition rate
• % improvement in employee engagement scores
• Adherence to HR processes and policies
• Number of training hours
• % reduction in health and safety incidences

Work experience requirement

Minimum of 12+ years of related experience, in a similar role of HR Business Partner, preferably in FMCG sector in Middle-East and North-Africa region. Global / regional / sub-regional experience is must

Qualification

• MBA in Human Resources from a reputed university
• CIPD Level 5 out of 7

Competencies

• Business Acumen
• Succession Management and Career Framework
• Talent Development
• Regulatory Compliance
• HR Policies and Processes
• Self and Team Management
• Planning & Decision Making
• Strategic Thinking
• Change Management
• Ownership & Result Orientation