HR Director

Job description / Role

- Develop and execute HR strategy in line with business priorities
- Develop and manage HR Development processes and policies: Talent Management, Training, Workforce Management & Recruitment, Performance Management & Appraisal, Compensation (strategy), Grievances, Organization Development
- Develop and manage HR Administration processes including payroll administration
- Develop and manage HRIS, in particular contribute HR perspective in ERP selection (project)

Description of activities and key responsibilities of the function:
- Translate organization goals into HR Strategy & Plan for the entire organization, including a Workforce Plan, Recruitment Plan, Training Plan and a Compensation & Benefits Plan
- Coordinate the development and implementation of HR processes and policies for the entire organization. Drives the change to professional HR services
- Prepare and control yearly budget of the HR department
- Establish and implement policies and procedures for effective and efficient functioning of the HR department in collaboration with superintendents
- Translate organization goals into Key Performance Indicators (KPI's) for HR
- Provide leadership and guidance to HR Manager and Project HR Manager
- Ensure optimal staffing for effective functioning of the HR department
- Recommend on staffing needs for the HR department following human resource procedures and processes
- Ensure optimal development opportunities of HR staff
- Ensure that the yearly performance management cycle will be executed for all staff within the HR department

Requirements

- Master Degree in HRM, or equivalent
- Projects organizations in dredging, marine construction and engineering, or equivalent
- 10 + Years of experience

Behavioural skills
- Able to act on C-level management. Establish and maintain company vision, direction, and guiding principles. Ability to translate the vision into a workable plan. Effectively delegating to next layer of management or appropriate employees.
- Serve as a role model in the company. Motivate and inspire others to develop knowledge, skills and behaviors
- Has an authentic leadership style and naturally adjusts his style to the situation, recognised leader within functional area as well as outside functional area
- Show accountability for set agreements on an organization level and able to translate departmental KPIs in desired behaviour and act as a role model on this
- Able to translate departmental goals and KPIs in concrete work and SMART expectations
- Proactively serve and efficiently respond to internal and/ or external client needs
- Maintain excellent client relationships and expand network in order to serve business priorities
- Initiates and stimulates horizontal- (between departments) and vertical (between different layers) cooperation in the organization.
- Knows how to clarify the common divisor from various parties in a complex hierarchy and create a basis of general/ organizational interests
- Show respect, flexibility and loyalty to colleagues throughout the organization
- Communicate effectively with all levels of the organization orally and in writing. Actively listens and is persuasive in reasoning
- Adapts oral and written communication style to the audience, able to convince based on compelling arguments
- Drives the change in the organization
- Balance the need for commitment with the need for timely problem resolution. Engaged in complex problem solving with multiple stakeholders
- Ability to identify and mitigates risks within the scope of the department and related to other department interfaces Function specific experience
- General HR: administration, professional development, HR metrics and reporting, HR development
- Organization change
- HR department management
- C- level management experience

About the Company

Oil and Gas exploration is evolving on a global scale, putting the need for specialist talent at the top of the agenda. Its a vast, political, complex, heavily candidate-lead market with the emphasis on dynamic, multiple project opportunities, rather than the pre-recession security of long-term positions.

For businesses, the need to innovate in emerging, competitive markets has put the pressure on and with major oil companies selling off their assets to smaller independent operators, the games gained plenty of new players too.