Director HR
Role Purpose:
Manages and coordinates the company's human resources function across sub-functions such as recruitment, training and development, compensation and benefits, and employee relations to meet company’s business requirements. Partner with the relevant key leaders in the sub-region for key people decisions/ advices. This is the top human resources position for a specific location (store, site, unit, etc.) but is governed by policies and frameworks established by the larger corporation.
Responsibilities:
1) Strategy Execution:
Leading the execution of human resources strategy, policies and practices within the sub-region to support long-term business needs.
Ensure the teams responsible for implementing and execution HR strategy, policies within the sub-region know and fully understand HR policies and processes.
2) Business Partner:
Partnering to the sub-regional VPs and teams in support of these teams with respect to the people related matters and provide counselling and support to these teams in finding solutions.
Develops guidelines and procedures which assist line management in implementing human resources policy, for example: employee training and development programs, safety and security programs, salary structure, performance management and recognition, talent management and compensation and benefit plans for manager and director level
3) People Management:
Coach and develop the functional team, ensuring staffing, and stimulating talent management (workforce & succession planning, performance management, …) through indirect lines.
Foster well trained and motivated staff.
Ensure the development of organizational capability in the sub-regional HR team.
Create and maintain a good work climate, stimulate empowerment, engagement and cooperation, fostering a culture of diversity and inclusion, employee well-being and continuous improvement.
4) Continuous Improvement:
Continuously identify opportunities for process optimization of HR processes and practices within the sub-region. Bring these optimization opportunities to the Global CoEs for consideration and global process refinement.
5) Compliance:
Ensures compliance of the organization practice with applicable labor legislation and collective labor agreements. Provides advice to managers and ensures uniform interpretation of Labor laws. Secures professional legal support from internal or external legal counsel as require.
Together with FD ensures full accuracy of the data to provide relevant reporting and data HR analytics.
6) Union Relations:
Manage union relationships for the country of employment and support the Business Services Teams for the industrial relations in the other countries of the sub-region.
7) HR Processes:
Takes responsibility for rolling out HR processes within the sub-region.
