Jr. Human Resource Business Partner

Job description / Role

Established in the 1930s as a trading business, Al-Futtaim Group today is one of the most diversified and progressive, privately held regional businesses headquartered in Dubai, United Arab Emirates. Structured into five operating divisions; automotive, financial services, real estate, retail and healthcare; employing more than 35,000 employees across more than 20 countries in the Middle East, Asia and Africa, Al-Futtaim Group partners with over 200 of the world's most admired and innovative brands. Al-Futtaim Group's entrepreneurship and relentless customer focus enables the organization to continue to grow and expand; responding to the changing needs of our customers within the societies in which we operate.

By upholding our values of respect, excellence, collaboration and integrity; Al-Futtaim Group continues to enrich the lives and aspirations of our customers each and every day

Overview of the role:

To act as a trusted advisor to line management on change management, integration management, HR budget and plan, staffing, talent management processes and execution; to ensure a keen understanding of the business 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.

What you will do:

Talent Management
- In liaison with the Head of HR, execute talent management strategy which will ensure having the right talent for the right position through internal and external selection of candidates.
- Work with line managers to develop succession plans and retention strategies for key talent and positions. Prepares talent maps for all functions
- Track the progress of HIPO/Potential employees to ensure a strong pipeline of candidates.
- Work with line managers to propose a right candidate for vacancies and prepare promotions proposal
- Review and implement performance management plans to improve performance or assist with an exit from the organization.

Talent Acquisition
- Ensure all jobs have updated Job Descriptions, line managers are guided in defining organizational requirements and job scopes to ensure a multi-skilled team and lean organization
- Ensure all Line Managers have access to IGROW success factors, trained and effectively using with proper guidance by the HRBP.
- Liaise with the AF Talent Lead to attract the right talent, lead and manage the recruitment process in line with internal audit guidelines and procedures as well as timely to complete the recruitment in less than 45 days.
- Propose, update and develop selection tools for different roles and support/train line managers in interviewing and assessment.
- Plan a recruitment calendar for new Store Openings and implement assessments with line managers and the AFG Talent Acquisition Team.
- Ensure compliance with localization policy and targets reaching targets in UAE and KSA.
- Ensure offers are made in line with DOA and MPC budget

Training & Development
- Conduct training needs analysis each year to prepare the L&D proposal and calendar.
- Ensure new employees are properly inducted into the business and given support to become productive as quickly as possible with L&D Team
- Ensure training needs of key and high potential staff are identified and delivered. Ensure all key positions have identified successors.
- Track the progress of HIPO employees and review their progress with line managers to go to assessment for the next level
- Prepare quarterly L&D presentations for Line Managers in order to show the ROI and impact of learning calendar.

Employee Relations (ER)
- 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 to educate them and minimize risk.
- Ensure compliance with local law and Group policy throughout the employee lifecycle.
- Communicate and implement changes to HR policies and procedures.
- Ensure that the disciplinary procedure is properly applied before any employee is exited from the business.

Business Partnering
- Act as a trusted business partner and coach to 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.
- Act as a change agent and facilitate transition.

Reporting
- Join Trade Meetings by presenting weekly HR priorities
- Prepare and report MBR reports by Brand
- Ensure monthly recruitment and talent KPIS are reported and reviewed. (Vacant positions, internal recruitment rate, time to fill vacancy, progress of talent pipeline)
- Propose action for any issues indicated by KPI

HR Policy
- Ensure compliance to HR policy is maintained, to review and strengthen business internal controls and procedures, ensure compliance of DOA and provide leadership on process and governance.
- Ensure compliance with laws, regulations and other requirements. Safeguard that Emiratization focus is maintained, and diversification goals are reinforced and achieved.

Requirements

Minimum Qualifications and Knowledge:

Education: Human Resource, Psychology or Business Management Degree. CIPD qualification desirable

Minimum Experience and Knowledge:
- Minimum Five years HR Generalist Experience.
- Previous experience as a HR Business Partner.

Job-Specific Skills: Change Management, Organisational Development, Management Development, Performance/ Compensation Management, Recruitment & Selection, Employee Relations, Mentoring/ Coaching, Human Capital Metrics, Analytical skills, Financial modeling skills, Good communication skills and Problem-solving skills.

About Al-Futtaim Retail

Al-Futtaim Retail has established itself as one of the leaders in Retail across the Middle East, Africa & Asia over the past 30 years. We have developed partnerships with some of the biggest and most respected Brands in the world including IKEA, ACE and Toys R Us in the Middle East and the Inditex Group of Brands (Zara, Mango, Bershka and P&B) across Asia. We are also one of the largest Global partners of Marks and Spencer's in both regions with over 75 stores offering both fashion & food options.

Most recently we have been responsible for bringing brands to the Middle East for the first time with the exciting launches of Watsons and B&Q and we aim to continue to be agile and adaptive to our markets with new launches and further development. For this to be possible we aim to recruit the best talent from all backgrounds who will continue to challenge and develop our diverse workforce which includes over 100 nationalities across 12 countries. Join us today and make a difference...

About the Company

Established 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 Groups 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 Groups 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.