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JD - Head of HR

The document describes the job description for a Head of HR & Administration position. The role is responsible for translating HR strategy into solutions to support business objectives. Main responsibilities include talent recruitment, retention, development, and operational delivery. The position manages 4 direct reports and indirect reports. Requirements include a bachelor's degree in HR, 5-7 years of experience in a similar role, strong communication and analytical skills, and proficiency with Microsoft Office. Challenges include establishing a business partnership, delivering value to the business, and maintaining effective communications.

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188 views4 pages

JD - Head of HR

The document describes the job description for a Head of HR & Administration position. The role is responsible for translating HR strategy into solutions to support business objectives. Main responsibilities include talent recruitment, retention, development, and operational delivery. The position manages 4 direct reports and indirect reports. Requirements include a bachelor's degree in HR, 5-7 years of experience in a similar role, strong communication and analytical skills, and proficiency with Microsoft Office. Challenges include establishing a business partnership, delivering value to the business, and maintaining effective communications.

Uploaded by

maaz.aly
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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JOB DESCRIPTION

Job Title Head of HR & Administration Manager’s


Name
Job Holder’s Manager’s Job
Name Title
Department Direct reports 4

Location Indirect reports

Issue date Revision date

Job purpose

The Head of HR & Administration is responsible for translating HR strategy into HR solutions to
support the organization in the attainment of strategic priorities and business objectives and
thus enabling it to win in the marketplace. The position is part of the TAG management team
and builds strong partnerships across the HR function to deliver value-added service to the
business. To this end, the Head of HR & Administration maintains an effective level of
understanding of the business unit's financial position, its short-term & long-term plans and its
culture.

Head of HR & Administration manages the organization’s human resources by defining and
implementing HR policies, programs, and practices. This position acts as a link between two
parts (employees and the Company).

Main responsibilities and key tasks

Providing leadership and direction to the HR`& Admin function and all HR and Admin
team members in delivering the following business objectives:

Talent Recruitment

 Partner with local leadership to recruit talent while ensuring the organization is lean,
efficient and best adapted to the needs of the business and the organization
 Ensure recruitment processes are best in class and speedily executed

Talent Retention

 Actively drive the talent agenda : match people to roles where they can maximize their
talent and contribution i.e. create high performing teams; Provides guidance on
workforce planning and succession planning
 Consult with line management, providing HR guidance when appropriate
 Provide day-to-day performance management guidance to line management (e.g.,
coaching, counselling, career development, disciplinary actions).
 Work closely with management to improve work relationships, build morale and
engagement, and increase productivity and retention
 Analyse market trends and metrics to develop solutions, programs and policies in
partnership with the HR group
 Leverage HR analytics and share information to guide decision making related to
employee compensation and benefits
 Manage and resolve complex employee issues; conduct effective, thorough and
objective investigations

Talent Development

 Growing and developing all members of the team with a clear learning and development
plan, including follow through of their learning, development and performance based on
their yearly objectives
 Coaching and strengthening the local leadership to strengthen people management

Operational Delivery

 Leads on workforce performance management across the TAG, designing and


implementing performance improvement initiatives (e.g., competency frameworks and
360-degree feedback processes) • Develops and implements strategic workforce
planning initiatives and works with Learning and Recruitment colleagues to build a plan
to address these
 Design and implementation of employee engagement approaches, analysis of output
and feedback to TAG leaders to drive continuous improvement
 Taking an evidenced-based approach, design culture change interventions in alignment
with TAG’s strategic goals, providing tools and support for organizational use, alongside
providing advice and guidance to leaders around desired behaviors and role-modeling
 Monitor trends and data related to organization development using workforce analytics
and qualitative data analysis, reporting insights to the Management for Organisational
Development and Learning as well as leadership teams across the Council, identifying
opportunities to enhance the learning and development offer
 Design and delivery of interventions to meet organizational development needs identified
in continuous improvement frameworks such as Investors in People and Healthy
Workplace Charter to retain and improve accreditation status.
 Facilitate change and propel improvement through the development of staff surveys and
other feedback mechanisms. Gain insights to enhance leadership and organization
culture, identify bottlenecks and support development through analysis, feedback and
recommendations for action.
 Comfortably works within a whole system and advises on inclusive strategies for
organizational change, transformation, and alignments such as learning organization,
collaboration and joint outcomes, innovation and feedback culture
 Foster's commitment, equity, diversity and engagement based on an environment of
trust, diagnosing underlying causes of inequalities, and recommending and delivering
organization development strategies to address identified trends or issues. Stakeholder
Management
 Maintains strong relationships across the leadership to facilitate a clear understanding of
strategic direction, performance, engagement or skills challenges
 Works in collaboration and partnership with colleagues, responding to their unique
needs and contributing to the delivery of key outcomes for the Organization.
 Acting as an influential player, expert lead and adviser to colleagues, ensuring business
strategy and key deliverables are achieved

Value Creation

 Providing professional expertise and challenges that build organizational, departmental


and people capabilities effectively
 Driving forward the improvement of employee performance and the building of a strong
and rigorous development culture
 Developing the internal capacity of the organization to be the most effective it can be in
delivering sustained and improved outcomes for residents over the long term.

HR Operations and Compliance

 Responsible for all aspects of personal administration: Recruitment, contracts, payroll,


time management system, disciplinary actions, exits, etc.
 Manage the relationship with the social partners i.e. work councils and unions; balancing
the needs of the organization with acceptable working conditions for the staff/wellbeing
 Maintain a good level of knowledge of local labour law requirements reducing legal risks
and ensuring regulatory compliance. Partners with the legal department as
needed/required.
 Ensure compliance of all internal processes, procedures, and documents with local
labour laws within Plant.

Administration Services
 Responsible for all aspects of Employee Transport: Effective and efficient approach
 Responsible for all aspects of Cafeteria Management: Food delivery, utensils and
equipment
 Ensure Security and surveillance across the plant and replace or place of staff or vendor
as required
 Ensure organization traveling in an efficient manner
 Develop and design Housekeeping SoPs and implement them in the whole plant office
area.
 Other administrative tasks and assignments as per needs

Job requirements

- Fluent English (verbal & in writing) and Urdu.


- Minimum of a bachelor’s degree in Human Resources
- 5 to 7 years of experience in Human Resources in a similar role
- Ability to lead, guide and coach people through influencing, mentoring and coaching
skills
- Strong business acumen
- Excellent verbal and written communication skills, ability to interact effectively with all
levels in the organization by demonstrating excellent interpersonal skills
- Strong analytical skills
- Ability to prioritize, manage time effectively, escalate issues appropriately, and keep
information confidential is critical
- Ability to comprehend, interpret, and apply the appropriate sections of applicable laws,
guidelines, regulations, ordinances, and policies.
- Proficient with Microsoft Office or related software.
- Experience of working in a matrix and/or working with the shared service structure is an
advantage.
- People management experience.

Job complexity and challenges

- Establish a true business partnership through influencing & listening skills; maintain a
good level of business acumen
- Focus on the various roles to deliver added value to the business.
- Apply actual labor legislation.
- Strategy in labor relations, advising in contracts, negotiating agreements.
- Maintain relations with all different departments.
- Ensure communications are effective and clear.
- Embody the company mission, vision, values
- Teams' management: Training programs, promotion plans, communication skills,
performance evaluation.
- Maintain a good work environment to encourage excellent productivity in the company.
- Identify weaknesses in the teams to establish corrective actions.

HR & Administration Organogram

Head of HR &
Administration

Deputy Manager HR
Trainging and OD Specialist Talent Aqusition Specialist Administration Specialist
Analytics and Operations

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