Job Details

Job ID: SES986

Job Title: HR Manager (Iraqi Only)

Job Type: Permanent

Consultant: Ms Angela

Sector: FMCG

Location: Baghdad

Posted: 13 Nov 2018

Description:

Job Description

1. JOB DETAILS

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Job Title

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Human Resources Manager

Department

Human Resources

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Business Unit

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Iraq (Sales and Manufacturing

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Location/ Address

Baghdad

2. JOB PURPOSE

The high-level overview of what the job is required to do

  • ▪  ProvideHRLeadership

  • ▪  Review organisational design

  • ▪  Set, monitor and deliver HR Budget

  • ▪  Talent Acquisition

  • ▪  On-boardnewemployees

  • ▪  CapabilityDevelopment

  • ▪  PerformanceManagement

  • ▪  EnsureEmployeeEngagement

  • ▪  ProvideinputtoCompensationandBenefitsschemes

  • ▪  EnsurebasicEmployeeServices

  • ▪  Report

  • ▪  EnsureHealthandsafety

  • ▪  Change Management

3. JOB DIMENSIONS/ SIZE

3.1 QUANTITATIVE DIMENSIONS

The scope of responsibility of the job based on financial targets

Number of employees directly managed

2 employees

Number of employees indirectly managed

Around 200 +

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3.2 STAKEHOLDERS

The interactive network related to this job

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INTERNAL STAKEHOLDERS

  • ▪  BU Director

  • ▪  HR Team

  • ▪  All employees

EXTERNAL STAKEHOLDERS

▪ RecruitmentandTrainingvendors,▪ Consultants

4. KEY ACCOUNTABILITIES

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Responsibility

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Indicator

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Targets

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Provide HR Leadership

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  • ▪  Communicate the BU Strategy

  • ▪  Guide business according to set

    policies

  • ▪  CoachmanagementonHRprocesses and best practice

  • ▪  Resolveconflict

  • ▪  Enhanced business productivity

  • ▪  Compliancewith procedural and

    legislative requirements.

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Review organisational design

  • ▪  Gather current and future manpower needs and costs

  • ▪  Designstructures

  • ▪  Findefficiencies

  • ▪  DocumentJobDescriptions

  • ▪  Facilitate up to date grading of all roles

  • ▪  Accuratemanpower planning and budgeting

  • ▪  Uptodate Organisational

    Structures in required format

  • ▪  Costreductiontargets met

Set, monitor and deliver HR Budget

  • ▪  Complete annual budget

  • ▪  Manage resources, processes, systems needed to effectively and efficiently deliver performance of the department

  • ▪  Managethepayreviewprocess providing valuable input to managers on controlling their budgets

▪ Optimum investment on all HR related costs

▪ Adherence to format and deadlines

Talent Acquisition

  • ▪  Advertise vacancies

  • ▪  Ensure selection methods are fair

  • ▪  Conduct competency based interviews, with line management

  • ▪  Conduct previous employment referrals

  • ▪  Coordinate efforts with Recruitment Service providers

  • ▪  Prepareandextendoffers

  • ▪  Talent Acquisition Process adhered

  • ▪  30 day turnaround time for vacancies

    (exceptional, difficult roles to be considered)

  • ▪  90%acceptancerateof offers

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▪ Keep line management updated on progress of every vacancy

On-board new employees

  • ▪  Coordinationofon-boardingprocess

  • ▪  FacilitatetheWelcomeProgram

  • ▪  Quality Control the Functional Induction value provided by line manager

  • ▪  AdherencetoOn- boarding process

  • ▪  All employees attended to Welcome Program within probation period

Capability Development

  • ▪  Identifylearningneeds(derivedfrom P&D Reviews)

  • ▪  Create an Annual Training Plan for technical (hard) and behavioural (soft) training

  • ▪  Source,coordinateandmeasure suitable training solutions

  • ▪  Conduct People Review(s), including performance, potential, retention, mobility and succession

  • ▪  Monitor quality implementation of Development and/or Improvement Plans (for relevant employees)

▪ Accurateanalysesof P&D Review

▪ Track ROI of training investments

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Performance Management

  • ▪  Educatelinemanagersonhowto conduct Performance and Development Reviews

  • ▪  Providecoachingandconsultingto managers on effective performance management intervention, managing discipline and grievances

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  • ▪  CompliancetoP&D Cycle

  • ▪  80%completionofP&D Reviews

  • ▪  Performanceof employees reflects the business performance

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Ensure Employee Engagement

▪ Coordinate annual Full and Pulse surveys

▪ Communicateresultstomanagement ▪ Create and implement an Action Plan

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  • ▪  ActionPlanaddresses dimensions that need attention

  • ▪  85%ResponseRateon surveys

  • ▪  Scoreimprovementon focussed dimensions

Provide input to Compensation and Benefits schemes

▪ Assistinrecommendingthe appropriate compensation and benefits policy and salary structure

▪ Wellresearchand benchmark information provided

Ensure basic Employee Services

▪ Oversees the handling of HR transactions and processes, employee services, grievance, resignation, etc. and ensures delivery

▪ Employee Services are completed in a timely manner

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of service in a timely manner to meet HR business needs of business units

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Report

  • ▪  Complete monthly HR Report

  • ▪  Provide management with requested information

▪ Up-to-dateandeffective reports provided

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Ensure Health and safety

▪ Ensureplant/officeisasafework environment for people

▪ Supervise all major activities / inspections or audit

▪ Compliance standards met

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Change Management

  • ▪  Fosters, supports, and instils a culture focused on continuous improvement and change orientation through the utilization of HR management tools and techniques such as design and delivery of behavioural change programs, organizational analysis and diagnosis, open communication, and collaboration with the various business unit leaders to facilitate the adoption and implementation of such philosophy and processes

  • ▪  Assistintheformulation, development, and securing approval for, and implementation of change management initiatives through setting objectives, duration, and resources needed for effective conduct and subsequently program management and communication to business units and key stakeholders

  • ▪  Communication, collaboration, fairness, and openness are recognized and appreciated as central to work culture.

  • ▪  Change initiatives are effectively planned, resourced, communicated, and managed.

5. COMPETENCIES

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5.1 QUALIFICATIONS & KNOWLEDGE

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Qualifications

▪ Bachelor’s degree in Human Resources (or equivalent)

Knowledge

▪ HayGradingSystem▪ IraqLabourLaw

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5.2 SKILLS

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Technical Skills

  • ▪  Advanced proficiency in MS Excel (Version 2013)

  • ▪  Intermediate proficiency in MS Outlook, Word, Excel and PowerPoint (Version 2013)

  • ▪  Success Factors (SAP)

  • ▪  Analytical&ProblemSolving

  • ▪  PeopleManagement

  • ▪  High level of written and verbal communication in English and Arabic

  • ▪  PlanningandOrganising

  • ▪  ConsultationandFacilitation

  • ▪  EthicalPractice

  • ▪  Business Acumen

  • ▪  Critical Evaluation

  • ▪  CustomerFocus

  • ▪  EffectiveCommunication

  • ▪  Positive Relationships

  • ▪  Sense of Urgency

  • ▪  Discipline

  • ▪  Accountability

  • ▪  Learning

  • ▪  Agility

  • ▪  Initiative

5.3 EXPERIENCE

  • ▪  Minimum of 5 years in managing Human Resources in a similar or larger business environment

  • ▪  Minimum of 2 years in managing Human Resources in Iraq

  • ▪  FMCG and/or Supply Chain experience (advantageous)