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Regional HR Manager - Compass Project Consulting **FILLED, STARTDATE JAN 2023**
Dubai, UAEHead Office, Dubai. Salary package is open for the correct candidate
Please reach out to lana.mcghee@compass-pc.com for a confidential chat|
|
Regional Head of Human Resources |
| Location | Global remit. |
| Base | Shall be based within the CPC Dubai Office with regular travel to branch offices as per requirements of the business. |
| Workplace | Compass is a young, energetic versatile organisation that seeks highly driven, capable and independent personnel that can deliver intelligent, accelerated, and professional project solutions to clients of all sizes and backgrounds from concept right through to operational hand-over. |
| Role | The role entails three main functions: Recruitment: Sourcing and onboarding the best talent, worldwide, within time and cost constraints. Employee Relations: Maintaining strong relations with team members, driving standards, and limiting turnover. Training and Development: Ensuring team members have access to tools, information, and support to flourish. |
| Core Values (LIVE) | L - Leadership I - Integrity V - Vigilance E – Evolution |
| Reporting To | Managing Director |
| Competence | Professional Motivated Well Spoken Well Written Punctual Reliable Team Building & Culture Relationship Building & Management |
| Experience | Previous recruitment, training, HR, and business management experience in Construction, Engineering, or Architectural industries will be highly regarded. |
| Qualifications/Skills | MS Office - Expert Adobe InDesign - Desired HR Management / LMS system knowledge UAE and KSA Labor Regulations Knowledge Completed relevant HR and Compliance Training Courses A University degree in social sciences and business management will be highly regarded. |
| Recruitment | |
| Planning | Developing and delivering on the annual recruitment plan. |
| Leadership | Deploying and leading recruitment resources as required to meet the recruitment plan. |
| Benchmarking | Benchmarking relevant talent pools and salaries worldwide, to ensure focus (inc roadshows) is kept in the right places. |
| Process | Continual refinement of the outreach, screening, interviewing and recruitment process (and systems) to improve its engagement and effectiveness. |
| Paperwork | Ensure all candidates receive all relevant paperwork, particularly clear role descriptions before their onboarding. |
| Compensation and Benefits | Annual review and adjustment of company compensation and benefits (by role/band). |
| Recruitment Marketing | Agree and liaise with Marketing to deliver on the annual recruitment marketing plan. |
| Onboarding | Ensure recruiters proactively manage the onboarding process to ensure as smooth and clear as possible whilst minimizing time and costs (particularly in KSA). |
| Employee Relations | |
| Leadership | Deploying and leading employee relations resources as required to manage the group’s headcount (inc PRO/GRO and office management resources) |
| Onboarding | Ensure a smooth, professional, and comprehensive onboarding and induction experience for all new resources. |
| HR Manual and Employee Handbooks | Amend as required and ensure employee relations are administering policy (inc behavior, leave, expenses) |
| Regulation | Ensure the Company adheres to the relevant labor department reporting requirements. |
| Compensations & Benefits | Monitor pay increases, ensure within pre-set bands, and set standards of merit. |
| Engagement | Work with management to manage regular internal comms and maintain high levels of employee engagement toward the company’s vision and goals. |
| HR Information System | Implement and utilize applicable HR software to ensure ready access to accurate and useful information. |
| HR Data and Analytics | Report monthly on trends, risks and solutions. |
| Policies | Provide recommendations and implement policy changes concerning the above, as required. |
| Confidentiality | Improve existing standards and maintain strict confidentiality in all HR-related matters. |
| Events, Team building | Plan, budget and oversee the annual events and team building calendar. |
| Culture | Work with management to identify and correct / amplify cultural behaviors. |
| Offboarding | Ensure a proactive and professional approach to offboarding individuals, inc undertaking exit interviews and using this information to inform policy change. |
| Saudiisation, Nationalisation and Emitarisation | Minimize the overhead costs associated with these regulations. |
| Training and Development | |
| Tools | Curate and ensure access to all relevant training tools. |
| Training | Identify training needs, and set and implement an annual training programme. |
| RICS / CIPS / PMI etc | Agree on targets with management and encourage team members to take up relevant industry body accreditations. |
| Development | Implement career mapping, to allow team members to self-navigate. |
| Performance Reviews | Implement an effective and efficient performance review system. |
| Health and Wellbeing | Implement relevant health and wellbeing programmes. |