Participates in the definition of business objectives in the area of responsibility and defines the strategic HR priorities to support the business strategy. Oversees implementation of all HR processes in the area of responsibility, including workforce planning, performance management, talent management, talent acquisition, remuneration, workforce reduction, and other processes as applicable.Partners with business leaders to understand current issues that can be supported or resolved… Show more Participates in the definition of business objectives in the area of responsibility and defines the strategic HR priorities to support the business strategy. Oversees implementation of all HR processes in the area of responsibility, including workforce planning, performance management, talent management, talent acquisition, remuneration, workforce reduction, and other processes as applicable.Partners with business leaders to understand current issues that can be supported or resolved through existing, new, and/or improved HR practices, processes, or policies. Counsels business leadership on the most effective solutions to resolve issues and support long-term objectives.Oversees activities regarding industrial relations and organized labor within area of responsibility.Acts as HR Partner to top managerial positions in the area of responsibility on different HR aspects.Ensures compliance with legislation and HR policies, and adherence to Occupational Health & Safety and compliance standards in all areas of responsibility.Ensures that the area of responsibility is properly organized, staffed, skilled and directed. Guides, motivates and develops direct and indirect subordinates within HR policies Show less

Manages processes for assigned groups of employees based on Group guidance and HR Management instructions.Oversees implementation of all HR processes within area of responsibility, including workforce planning, succession planning, performance management, talent management, talent acquisition, remuneration, workforce reduction and other processes as applicable.Participates in the definition of long-term business objectives and defines the strategic HR priorities to support business… Show more Manages processes for assigned groups of employees based on Group guidance and HR Management instructions.Oversees implementation of all HR processes within area of responsibility, including workforce planning, succession planning, performance management, talent management, talent acquisition, remuneration, workforce reduction and other processes as applicable.Participates in the definition of long-term business objectives and defines the strategic HR priorities to support business strategy.Partners with business leaders to understand current issues that can be supported or resolved through HR practices, processes, or policies. Counsels business leadership on the most effective solutions to resolve issues and support long-term objectives.Oversees activities regarding industrial relations and organized labor within area of responsibility.Ensures compliance with local legislation and HR policies, and adherence to OHS and compliance standards in all areas of responsibility.Ensures that the area of responsibility is properly organized, staffed, skilled and directed. Show less

Establish strong working relationships with business stakeholders across the regions and understand the business model to identify people priorities.Providing support and council to business stakeholders on the full range of HR and people issues.Supporting assigned business areas in undertaking an annual resource forecasting exercise to feed into both the budgetary and recruitment planning processes.Develop and facilitate the delivery of short, medium and long term resourcing plans… Show more Establish strong working relationships with business stakeholders across the regions and understand the business model to identify people priorities.Providing support and council to business stakeholders on the full range of HR and people issues.Supporting assigned business areas in undertaking an annual resource forecasting exercise to feed into both the budgetary and recruitment planning processes.Develop and facilitate the delivery of short, medium and long term resourcing plans through the development of recruitment capabilities, application of talent development, talent management and succession planning.Ensure compliance of group policies and procedures.Understand, manage and foster a positive Employee Relations climate across the regions.Provide Input/recommendations on remuneration package to be in line with Regional C&B governance.Ensure quality induction process for new hires. Ensure Performance Management system consistently applied across the countries, controlled and aligned to business strategies with a focus on development.Proactively facilitate and coach in change management and organizational development initiatives Show less

Work directly with management in the business to assist them in identifying capability gaps and solutions to enhance their capabilityProviding support and council to line management on the full range of HR and people issuesTraining line managers on new systems, policies & porceduresEnsuring full application of performance management cycle for all employeesHandles all governance, control, and audit requirements required from the HRManage the entire recruitment process from… Show more Work directly with management in the business to assist them in identifying capability gaps and solutions to enhance their capabilityProviding support and council to line management on the full range of HR and people issuesTraining line managers on new systems, policies & porceduresEnsuring full application of performance management cycle for all employeesHandles all governance, control, and audit requirements required from the HRManage the entire recruitment process from sourcing and advertisement, screening and selection, negotiation of offers, to placement and on-boardingSupporting assigned business areas in undertaking an annual resource forecasting exercise to feed into both the budgetary and recruitment planning processes.Ensure all vacancies are filled as per the approved SLA and that staff turnover in filled posts does not exceed the % agreed on.Design pay structures.Develop and implement bonus and profit sharing schemes..Conduct market scan to apply the best market practices in employee benefits including medical coverage, pension, and life insurance to achieve high employee satisfaction level.Act as the HR policies owner, this include developing new policies and reviewing of existing ones.Responsible for job evaluation.Coordinate succession and development planning for key roles and individuals Show less

First point of contact for Managing Director’s direct reports in relation to all HR support needed to meet strategic business objectives. Deal and respond to verbal and written queries from staff on all HR issues. Interpreting and advising on local HR policies on staff related matters.Ensure the abidance of HR standards and best practice within business units.Coordinate and consolidate manpower needs for business units in liaison with Head of HR and line managers.Ensuring… Show more First point of contact for Managing Director’s direct reports in relation to all HR support needed to meet strategic business objectives. Deal and respond to verbal and written queries from staff on all HR issues. Interpreting and advising on local HR policies on staff related matters.Ensure the abidance of HR standards and best practice within business units.Coordinate and consolidate manpower needs for business units in liaison with Head of HR and line managers.Ensuring full application of performance management cycle for all employeesEnsure role profiles/job descriptions were updated and evaluated. Supports in handling all governance, control, and audit requirements required from the HR Business Partners’ function.Work closely with Training deptartment to ensure proper needs assesment are in place and that training plans are properly running with their departmentsHandling recruitment needs of business units. Manage Organizational design including SAP Organizational charts.Reviewing the recruitment plan and following up on department managers to fulfill the plan.Manage Major projects such as restructuring, short-term planning and headcount reduction.Employee Engagement(Launching EOS focus groups and discussing with the employees’ the results received and the action plans required to improve these results next year). Show less

Receiving CVs from walk in candidates, via e-mail, career fairs or through staff referrals.Screening all CVs and filtering them to select those that fit with CIB requirements.Filing and maintaining the selected CVs, categorized according to faculties and levels of graduation. This sharpens the effectiveness of the data as a management memory, controls time and helps simplify the search for any data when required.Arranging with the AUC for the Bank’s admission exam and confirming… Show more Receiving CVs from walk in candidates, via e-mail, career fairs or through staff referrals.Screening all CVs and filtering them to select those that fit with CIB requirements.Filing and maintaining the selected CVs, categorized according to faculties and levels of graduation. This sharpens the effectiveness of the data as a management memory, controls time and helps simplify the search for any data when required.Arranging with the AUC for the Bank’s admission exam and confirming upon settled dates.Following-up on CVs of examined candidates for interviews. Show less