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Objective of the role:
Contributes to the development of local HR function in line with long-term local business plan and global HR strategy.
This profile is applicable for the Medium / Large Countries (according to the country scoping).
Areas of responsability:
The HR Director is part of the Country Management Team. The objectives of the job are threefold:
Development maintenance of HR-related processes and policies that support the organisation.
Implementation and strengthening of: an employee-oriented, high-performance culture that emphasizes empowerment, quality, and productivity
an attractive employer brand on the local market.
Management office-related services/facility management.
The HR Director is part of the Country Management Team. The objectives of the job are threefold:
Development maintenance of HR-related processes and policies that support the organisation.
Implementation and strengthening of: an employee-oriented, high-performance culture that emphasizes empowerment, quality, and productivity
an attractive employer brand on the local market.
Management office-related services/facility management.
Areas of responsibilities (What)
Recruiting and staffing
Provides the framework for job analysis/job design, staff forecasting and budgeting and delivers required data to finance.
Establishes and leads the standard recruiting, hiring, internal mobility and off-boarding practices and procedures – with clear responsibilities for line management - necessary to recruit and hire a superior workforce.
Process owner for the recruiting process, managing the recruiting budget.
Talent Management - Training and Development
Conducts an (annual) Training and Development needs assessment with special attention given to talents, with line management providing inputs for future skills and competences needed.
Establishes an in-house employee training system that addresses company training needs including new employee onboarding or orientation, management development, production cross-training, the measurement of training impact, and training transfers.
Coordinates all Human Resources training programs and assigns the responsibility of Human Resources and line managers within those programs – line management primarily responsible for functional/technical skills assessment and development.
In close cooperation with Headquarters leads the implementation of the performance management system that includes performance development plans and employee development programs.
Assists with the development of and monitors the spending of the training budget. Maintains employee training records.
In alignment with Headquarters develops and manages the talent identification and career management process.
Compensation and Benefits
In alignment with Headquarters establishes the company job grade structure, pay policies, and oversees the variable pay systems within the company including bonuses and salary merit increases.
Leads competitive market research on compensation to establish pay practices and pay bands that help to recruit and retain superior staff; participation in at least one salary survey every one to two years.
Monitors all pay practices and systems for effectiveness and cost containment.
Monitors best practices in benefits through research and up-to-date information on available products.
With the assistance of the Head of Finance, obtains cost-effective, employee benefits, monitors options and cost savings.
Recommends changes in benefits offered, especially new benefits aimed at employee engagement and retention.
Human Resources Information Systems (HRIS)
In alignment with Headquarters manages the use and local maintenance of HRIS and other local systems, providing information for the employee intranet, wikis, newsletters, and so forth.
Utilizes the HRIS system to eliminate…