| HR Business Partner – AFWJ | |
| Al Futtaim Group Dubai, UAE Ref: HP698-1209 |
|
The RoleThe RoleAl Futtaim Watches & Jewellery, part of the Al-Futtaim group is known for its wide variety of international brands to suit every taste and pocket, ensuring convenience to retail shoppers, wholesalers, and corporate clients. Al-Futtaim Watches & Jewellery includes renowned brands names such as Fossil, Esprit, Raymond Weil, Seiko, Kolber, Westar, Alba, Delma. Outlets are spread across the prime shopping malls, and numerous Duty Free channels in the GCC and the Sub-Continent. The range of jewellery products includes a wide variety of pearls under the Minato brand name, plus precious stones set in 18 carat gold and certified loose diamonds from Europe. We now have an exciting role for an experienced HR Business Partner to join our Watches and Jewellery team based in Dubai. The purpose of this role is to: • To have a deep understanding of the business, and in particular the sources of profit and the cost base, so as to implement HR strategies and practices that support robust business growth; reinforce a culture of performance focus, meritocracy and diversity; and comply with Group HR policy. • To act as a trusted advisor to senior line management on all human capital management matters. • To support AFWJ Management in the development of Group HR policy and practice, and with the delivery to the business of AFWJ-Group wide HR initiatives. Your Principle Accountabilities would include: 1. Strategy - In liaison with Business Head and Head HR of EET Division create a HR strategy for the business, and an annual HR Plan. - Communicate plans and progress against the plan to the HR function and the Business Units. - Create and support a continuous improvement environment for HR activities within the Business Units (i.e. optimal use of processes, systems and practices). 2. Financial Management - Provide line management with regular and accurate reporting of employee costs - Ensure annual manpower budgeting exercise is conducted accurately and efficiently. - Create, obtain approval for, and manage HR department budget.Ensure HR Team adherence to the business' financial systems and processes. 3. Business Partnering - Act as a trusted business partner and coach to senior line management. - Consult and support line managers across the business units. - Focus on measuring the employee engagement of the business units and take actions necessary to improve it. - Advise, coach and mentor management and HR team on people-related issues. 4. Workforce Optimisation - Play an advisory role in creating and managing a lean and multi-skilled workforce. - Support and facilitate the implementation of business structure reorganisation and consolidation to deliver efficiencies. - Play a key role in communicating organisational messages and monitoring feedback within the business units. - Ensure compliance with localisation policy and targets. 5. Employee Relations - Manage ER issues within the business units. - Support line managers in creating a culture of employee engagement based upon 'Al-Futtaim way' values. - Reinforce at all times a culture of meritocracy, performance-focus and diversity. - Act as an advisor to line managers in order to educate them and minimise risk. - Coordinate the implementation on OH&S and injury management policies within the teams. - Ensure compliance with local law and Group policy throughout the employee lifecycle (from contract of employment to termination processes). - Communicate and implement changes to HR policies and procedures. - Ensure disciplinary procedure is properly applied before any employee is exited from the business. 6. Organisational Capability - Ensure new employees are properly inducted into the business and given support to become productive as quickly as possible. - Develop succession plans and retention strategies for key talent and positions. - Develop and execute a learning and development plan that equips individuals with necessary skills. - Formulate and implement performance management plans to improve performance or assist with exit from the organisation. 7. Performance Management - Take necessary steps to create a performance focused culture where high performers are rewarded and inadequate performers are given an opportunity to improve or terminated. - Ensure compliance with the annual appraisal review: that all staff are properly appraised and have proper objectives/KPI's. - Ensure proper follow through to appraisal exercise. - Ensure all pay increases, bonus or incentive awards, and promotion proposals are justified and comply with policy. - Work with Group Compensation specialists to ensure up to date market pay comparison data is always available. - Make C&B recommendations to the Divisional Management Teams and Group HR regarding non-routine role changes, promotions and transfers. - Manager the salary and bonus review processes in line with Group HR policy and procedure.Ensure any incentive schemes are fit for purpose, comply with Group policy, and are 8. Training and Development - As part of annual HR plan, specify training initiatives required to support the businesses. - Liaise with Group Training Department to ensure appropriate initiatives are delivered. - If appropriate (e.g. in the case of business specific training needs), work with Group Training Department to identify and retain external training providers. - Ensure training needs of key and high potential staff are identified and delivered. - Ensure all key positions have identified successors. 9. Recruitment - As part of annual HR plan specify key recruitment requirements for the following year, and communicate and discuss these with Group Recruitment. - Work with line managers and Group Recruitment to ensure all recruits are of an acceptable standard and are thoroughly vetted and reference checked. - Ensure all new recruits are properly inducted. - Ensure proper due diligence is conducted at the end of probation periods. 10. HR Function Development - Participate in project work as required to develop HR policies, procedures and practices. 11. Metrics - Based on Group metrics methodology prepare and circulate a monthly human capital metrics pack giving metrics that are tailored to the management requirements of the business. - Take actions necessary to address any trends or issues highlighted by metrics. 12. Administration - Ensure all required HR administrative processes are executed efficiently and with impeccable attention to detail. - Ensure reporting hierarchy and organisation unit structure within SAP HCM is kept up to date.Act as HR system champion and when required participate in system design and testing. |
RequirementsRequirementsTo be seriously considered we will be looking for the following: • Minimum Qualification/Training: Bachelor/Degree qualified, ideally with relevant postgraduate qualification in HR or business. • Field of Specialisation: Psychology, HR Management or Business Management. • Professional Knowledge: i. Change Management ii. Organisational Development iii. Management Development iv. Performance/ Compensation Management v. Recruitment and Selection vi. Employee Relations vii. Mentoring/Coaching viii. Human Capital Metrics |
About the CompanyAbout the CompanyEstablished in the 1930's, the Al-Futtaim Group initially operated as a trading enterprise. Rapid development throughout the 1940's and 50's saw it establish itself regionally as an integrated commercial, industrial and services organisation, positioning itself one of the leading business houses in the lower Gulf region. Today, it operates collectively over 40 companies bearing the Al-Futtaim name, dominates many market segments in the UAE, and has expanded its sphere of operation to include Bahrain, Kuwait, Qatar, Oman and Egypt. The Group comprises a diverse range of strategically positioned operating subsidiaries and associate companies, structured to give the Al-Futtaim Group the flexibility and versatility to keep ahead of local competition while keeping pace with the ever-evolving global business scenario. The Group’s continued investment in world-class systems technology is clear evidence of its commitment to maintain leading edge performance and service delivery. The success of the Al-Futtaim Group can be attributed to a business approach that combines the ability to change with the traditional values of integrity, service and social responsibility that define its core business philosophy. This, linked with the Group’s belief in decentralisation, gives the heads of the operating companies a high degree of functional autonomy and authority, providing the Group with essential flexibility, and individual employees a clearly defined work culture and sense of responsibility. |
This Position is closed or expired
|
|
|