Manager-HR S&D (Food Services)
Sharjah, AE
منذ 5 يوم

Job Summary

Manager HR is to partner with business leaders to facilitate achievement of optimum business results and to deliver sustainable talent pipeline and to secure an engaging and distinctive culture based on IFFCO values.

Purpose of role : Accountable for the people agenda within the FS Business unit and the driving force behind creation and implementation of people strategy.

Regarded by the FS Business Unit as the expert in the field of People Performance & HR. To represent the complete HR Service / Value Chain for the FS Business unit.

Roles & Responsibilities

Act as a single point of contact for internal customers

Support internal customers in achieving their Business Goals

Help HR COE is to deliver state-of-the-art HR Processes

  • Define & Execute HR Strategy : Drive the creation & execution of the People Strategies & Plans that attract, develop and retain employees to support the organizational short and long term business needs to drive competitive advantage and address opportunities and threats.
  • Drive flawless execution of local, regional and Global IFFCO FS HR Initiatives. Coordinate and execute workforce planning for the FS business unit.

  • Organizational Design & Development : Pro-actively challenge the established organizational structure of the business unit to drive superior performance (taking account of company principles, policies & local business context).
  • Ensure people issues are a key consideration when discussing and planning business activities. Manage smooth organizational transitions using best practice change management methodologies.

    Shape the culture to align with company goals & initiatives through supporting & coaching Line managers in their implementation of core people processes.

    Work with leaders to define team and organizational development needs to design and facilitate delivery of solutions e.g. team development events.

  • Performance & Talent Management : Ensure Performance and Talent Management drive the achievement of business goals through objective and development plan setting, performance calibration and talent development.
  • Lead talent review / calibration programmed to ensure high performance is rewarded and developed in line with the Management Development Cycle.

    Implement business unit succession planning / talent management plans that support business goals. Ensure People Managers use tools effectively to assist individual and team performance improvement at all levels.

  • Employee Engagement : Establish and maintain effective win win working relationships with employees and their representatives through an environment that fosters communication and cooperation.
  • Promote and foster a culture and environment that is productive, open, empowering, safe and equitable and coach others to behave and make decisions in line with the company principles.

  • HR CoE & CoS services : Ensure Line Managers and Employees understand the HR model, can quickly, and efficiently access solutions.
  • Collaborate with CoE and CoS to ensure initiatives and projects are designed and implemented that support business people plans.

    Provide objective and timely feedback to CoE and CoS on the quality of service to ensure the overall HR service to the business unit meets or exceeded agreed standards.

  • Functional Development : Work as part of cross functional / CoE HR teams to develop HR practice and process developments that contribute to enhancing the HR contribution to the business.
  • KPIs

    Define & Execute HR Strategy : Initiate, Support, Regularly reviewed People Plans

    Plan & Manage the Future Workforce aligned with business needs

    Strategic HR KPI : percentage People Plan actions on Track. Organizational Design & Development : Set up Effective Organizational Design

    Diversify Workforce represent consumer base

    Strategic HR KPI : Leadership Effectiveness Index, percentage Female Managers, Performance Enablement Index, Salary competitiveness Performance & Talent Management : Attract the Right People

    Increase Motivation / Engagement

    Strategic HR KPI : Development plan quality, Low Performer improver rate, High Performer turnover, percentage key positions filled by succession plan

    Employee Engagement : Local surveys.

    Quality, Safety, Turnover, Overtime KPIs.

    Strategic HR KPI : Employee Engagement index, Absenteeism, Audit results.

    HR CoE & CoS services : Attract the Right People, Develop People, Retain the Right People - plus delivery as regards Service level agreements plus Org. Assessment Maturity Profile

    Strategic HR KPI : Data Quality, Quality of Selection, High Performer pay for performance rate.

    Functional Development : KPI dependent on specific task / project. Task / Project completed in line with objectives, time, and budget.

    Work experience requirement

    Minimum 8-12 years of experience as HR Generalist in mid -large sized organization. Nearly 3-5 years Business partnering profile.

    Strong understanding of local labor laws.

    Key Experiences :

    Leadership and exposure in all parts of the HR function e.g. CoE, CoS, HRBP

    Successful experience in creating, implementing & executing HR Strategies for a BU

    Effective influencing and coaching of senior leader stakeholders

    Sustained success leading, coaching and developing people in a high performing team environment

    Experience in leading significant change and business transition in organizations e.g. Mergers, acquisitions, disinvestures, joint ventures, turnaround etc.

    Worked within a Matrix environment; achieving results through effective influencing and collaborating

    International exposure and range of business experiences in different environments, cultures, categories, factory & Industrial Relations experience.


    Minimum Graduate, preferable an MBA in HR from a recognized university

    CompetenciesOwnership & Result OrientationBusiness AcumenTalent Management and AcquisitionBusiness FinancialsPerformance ManagementHR People & Processes operationsSelf and Team ManagementPlanning & Decision MakingStrategic ThinkingChange Management

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