1. JOB DETAILS:
Position Title: Section Head: HR Business Partner
Broad Band: M11: Experienced professional
Talent Pipeline Layer: Managing Others (MO)
2. OVERALL JOB PURPOSE:
The role holder is responsible for managing HRBP team and activities related
to different regions including recruitment, learning & development,
performance and career management and HR operations ensuring timeliness and
accuracy in line with set HR Policies and procedures. The responsibility also
includes developing the budget for the Operational HR Business Partner section
as per the defined HQ processes and procedures.
3. QUALIFICATIONS, EXPERIENCE & SKILLS:
Qualification:
1. Bachelors Degree in a relevant discipline or equivalent from a recognized
institution
Experience:
1. At least 8 years of relevant experience
Skills:
* Effective management skills
* Sound knowledge and understanding of practical impact of all relevant regulatory and statutory requirements
* Sound knowledge and understanding of Ma'aden codes, regulation, rules, procedures and processes
* Subject matter expert on the specific processes
* Competent in using applicable technology software and/or systems
* Teamwork and ability to deal with diversity
* Sound understanding of fundamentals of business processes
* Proficient attention to detail
* Coping with pressures and setbacks
* Advanced ability to gather information and accumulate data
* Results driven
* Design thinking
* Facilitation and influencing skills
* Curios and innovative
* Ability to adapt to and facilitate change
* Proficient knowledge of Ma'aden commercial practices
* Effective oral and written communication
* Analytical and critical thinking
* Advanced knowledge of discipline processes and procedures
* Advanced problem solving and decision making skills
* Advanced writing and reporting skills
* Following rules, regulations and procedures
* Advanced proficiency at application of theory to practical design and detailed design
* Apply and demonstrate sound problem analysis techniques
* Sound emotional intelligence
4. KEY ACCOUNTABILITIES:
Focus Area
Get results through individual contributions
Operational / Functional
1. Self & team consistently meets targets, due dates and quality standards
(production, service, advice, etc.)
2. Achieve Quality targets by consistently reducing all non-value-adding work
3. Cost target achievement by consistently improving team productivity
4. All Plans and team objectives consistently executed and achieved in a safe
working environment
5. Productivity target achievement
6. Achievement of Saudization targets
1. Coordinate with HR Operations Excellence Head and HC SVP in order to
understand all implemented HR frameworks, guidelines, policies and procedures
to assess applicability in BUs and provide feedback accordingly
2. Assess and gather BU's/regions' recruitment needs and communicate with
Recruitment and On-boarding function in order to ensure approval and inclusion
in the recruitment plan and budget
3. Coordinate with Recruitment Department in order to conduct job-specific
interviews for selected positions to ensure meeting specific business units
talent needs
4. Ensure induction sessions are being conducted for new joiners to introduce
Ma'aden's culture, values, management, location, policies and procedures, etc.
5. Oversee on-boarding process of new joiners to ensure availability of all
documents and manage preparation of all formalities such as registering
employees in the HR system, acquiring security clearance, allocating office
space, requesting IT related tools, providing work-related equipment, etc.
6. Review performance evaluation guidelines, forms and tools of BUs employees
to ensure fairness in progress review and calibration ratings and alignment
with planned individual career progression.
7. Validate calibration ratings of performance results received from
Compensation department and provide recommendations regarding employee's
promotion, salary raise, rotation or contract termination and report to
Performance and Career Management for revision, consolidation and approval
8. Manage the implementation of compensation and benefits scheme and
procedures and manage reward decisions based on individual performance
outcomes to ensure fairness, equity and consistency with HQ's practices
9. Collaborate with Business Heads in order to assess training needs, based
on employees' performance appraisal results and personal development plans,
and accordingly manage regions' training plans and budget
10. Review report summarizing regional training plans and budget and submit
it to L&D stakeholders to ensure inclusion in development of course catalogue
and training budget
11. Manage payroll activities and process all benefits transactions to ensure
execution of monthly payroll and continuously update of transactions into the
system in an accurate and timely manner
12. Ensure all records and data related to regional employees are updated and
maintained in the HR system
13. Handle government relations to validate eligibility of employees for the
issuance of all related paperwork and visa permits
14. Lead management of employee relations requests including contract
renewal, leaves tracking, health insurance, grievance, etc. to ensure
execution in a timely and accurate manner and employee satisfaction
15. Constantly monitor set HR guidelines, processes and policies to provide
HQ with feedback on their applicability in BUs and identify improvement
recommendations
Leadership
1. Establish High performance in the team through Goal clarity and alignment
of all team members (performance direction)
2. Drive Team performance and performance management through regular
performance reviews and giving recognition where it was due; Always deal with
performance issues in a proactive manner
3. Increase the Team skill level, succession and career progressions though
by enabling the achievement of development objectives for one self and all
team members
4. Change management and communication well communicated and effectively
executed across the business
5. Quality diversity decisions on opportunity utilization (Employee
Movements)
6. Creates a high performance culture and values driven environment (team
motivation and wellness) by Improving engagement and enablement levels that
results in high performance
7. Governance and legal compliance (audits and inspection)
8. work alignment and collaboration across boundaries (value chain)
9. Resources availability and optimization by ensuring that Cost effective
resources are available for results delivery on a daily basis
10. Diverse succession pipeline planning and retention
* Get results through empowering others to act
* Enable team members to achieve competence for career progression
* Coaching and development of own staff
* Mentor
* Avail staff for training and development required due to change initiatives
* Avail staff for development opportunities (incl. rotation to other Affiliates; International assignments)
* Ensures team motivation and team wellness
* Lives company values and ensures compliance of team to the values
* Apply new ideas and work methods and opportunities for improving business results through team engagement
1. Contribute to a working environment and culture which engages all HR
Business Partner staff
2. Evaluate employees within HR Business Partner function and ensure
appropriate trainings are provided to enhance their performance, development
and work product. Address performance issues and make recommendations for
improvements.
3. Motivate and reward employees as per their performance evaluation by
providing salary increases, bonuses, promotions within allocated budget and as
per the company guidelines
4. Monitor and push the HR Business Partner function for innovation, thereby
continually enhancing quality and reducing cost by streamlining processes,
procedures and automation
5. Lead identification, assessment and recruitment of potential HR Business
Partner function employees
6. Identify and ensure adoption / compliance with world class trends and best
practices in HR Business Partner with the goal of ultimately driving cost
reduction and quality enhancement
7. Report to HR Operations Excellence Head on a periodic basis key
operational KPIs
8. Submit to HR Operations Excellence Head and above on a regular and ad hoc
basis input for business planning and operational improvements
9. Define performance goals and KPIs at the start of the year in discussion
with HR Operations Excellence Head
10. Monitor work quality and escalate any pressuring issues in a timely
manner
11. Keep abreast of professional developments, new techniques and current
issues through continued education and professional growth
Relationships
1. Fully understand customer and supplier needs and ensure customer/partner
service level agreements
2. Build effective working relationship with managers, peers, team members,
customers and suppliers
3. Liaison with service and support functions/upstream - downstream interface
management
4. Ensure knowledge transfer within own area of responsibility
5. Build effective networks (internal and external) to the benefit of the
team
6. Use opportunities and appropriate communication tools to effectively
communicate information to the team
* Facilitate effective communication up and down from management and also within own and other stakeholder teams
* Network and collaborate with service providers (e.g. Finance, SC, IT, Communications, etc)
* Build and maintain sound relationships with consultants and external service providers
* Identify and support inter-dependencies (synergies) with own and other departments within the value chain
* Build and maintain sound networking with external professional bodies/forums
Internal:
1. Report to HR Operations Excellence Head
2. Maintain healthy working environment within the overall HR Business
Partner team
3. Coordinate / collaborate with Section Heads to resolve escalated
operational issues and deliver efficient services
4. Manage internal customer relationships regarding strategic issues
5. Regularly oversee any relevant subordinate team staff for quality and
efficiency
External:
1. Manage external customer relationships regarding strategic issues
5. COMPETENCIES:
Technical/Functional
Core competencies:
People practices - Understanding the range of people practices needed to be an
effective people professional
Culture and behaviour - Understanding people's behaviour and creating the
right organisation culture
Business acumen - Understanding your organisation, the commercial context and
the wider world of work
Analytics and creating value - Understanding analytics and its use in creating
insight and measuring value
Digital working - Understanding the digital environment and how to apply
technology in a people context
Change - Understanding how to effectively enable change
Policy, regulation and law relevant
Specialist Competencies:
Employee experience - Creating a holistic approach around engagement and well-
being which enables workers to have a voice and be their best
Employee relations - Ensuring the relationship between an organisation and its
people is managed through transparent practices and relevant law
Diversity and inclusion - Creating inclusive cultures where individuals can
thrive
Learning and development - Ensuring workers have the knowledge, skills and
experience to fulfil individual and organisational needs and ambitions
Organisation development and design - Using a systemic approach and
application of behavioural science to drive organisation performance
People analytics - Using analytics to inform organisation decision-making
Resourcing - Identifying, attracting and assessing to get the right people for
the organisation
Reward - Creating remuneration and benefits approaches aligned to current and
future organisation needs and market conditions
Talent management - Maximising potential through talent identification,
engagement and planning
Leadership
* Developing self and others
* Drive digitalisation within the function
* Teamwork and collaboration
* Continuous improvement
Safety
* Safety advocate - anywhere and everywhere
* Advanced knowledge and application of HSE rules and procedures
* Sound knowledge of applicable HSE legislation and regulations and its practical implications
* Concern for own wellbeing and that of others
* Ability to contribute to fostering a safety culture
* Drive and facilitate Ma'aden Safety Culture Transformation Program