Human Resources Manager (EOI)
- Purpose of Position
The role of Human Resources Manager plays a vital role in supporting the project by proactively translating business requirements into effective Human Resources and Talent Acquisition practices & strategies. This position will guide and direct the project people strategy, supporting leaders and employees for the ongoing success and growth of the project.
- Primary Responsibilities
The primary responsibilities of the Human Resource Manager are to:
Customer Service and Delivery
- Proactively support the delivery of HR processes on the business side and continuously monitor and review HR transaction flows for process improvements.
- Ensure the project meets its legal obligations by reviewing, developing, and implementing contracts, policies, and procedures as required.
- Train employees in the application of new and existing systems, policies, and procedures.
- Oversee all activities related to the employee lifecycle, from setup and onboarding of new hires through the induction process, employee relations, managing benefits programs, employment changes, international mobility, miscellaneous HR projects and research, and assisting with exit procedures.
- Ensure rollout and implementation of HR programs – Recruitment, Performance Management, Compensation and Benefits, Learning & Organisation Development, HR Communications, HRIS, etc.
- Manage the performance management process for employees, maintain data, and produce status reports.
- Liaise with Corporate HR regarding the salary review process for the project.
- Ensure the project complies with regional and Global HR policies in line with business, legal and jurisdictional requirements; and promote the use of HR systems, policies, and processes.
- Respond to queries from employees on HR policies, procedures and operational HR issues.
Relationships, Communication & Development
- Build strong partnerships with the business and provide counsel, advice, and coaching support to line managers and employees to enhance the performance and capability of their teams and address a range of workforce issues.
- Act as a change agent in managing organisational change as it relates to Project, Regional and Global HR initiatives.
- Utilise and analyse various sources of feedback (exit interviews, onboarding interviews, surveys, etc.) to shape and guide regional HR strategy.
- Drive employee engagement and retention initiatives, encompassing effective culture and communication strategies, leadership, team development, and workforce metrics.
- Help build capability by driving talent acquisition efforts to identify, recruit, develop, integrate/on-board, and retain key talent.
- Contribute to health and wellbeing initiatives to ensure a safe and healthy working environment.
- Perform other job-related duties that may be assigned from time to time.
- Reporting Requirements
- Attendance at team meetings, other requested meetings and regional meetings (e.g. townhalls).
- Regular (minimum of monthly) one to one meetings with your line manager on the status of personal KPIs career development discussions and any other matters.
- Authority Levels
- The role is required to analyse and make sound recommendations to the management team and other business leaders.
- The role is expected to contribute to process improvement through innovative and cost-effective proposals/ideas/suggestion.
- The role requires an adequate degree of autonomy with appropriate consultation where applicable.
- Minimum Education and Experience Required
- Relevant bachelor’s degree in a relevant discipline or equivalent level of experience;
- Previous relevant experience in HR, preferably within a professional services environment.
- Proven track record of working with the business on a consultative and partnering basis.
- An excellent understanding of relevant Employment Law, superior research and analytical skills and ability to break down problems or challenges in a practical and logical way to make informed and accurate recommendations.
- Experience in implementing new initiatives and influencing stakeholders.
- Ability to make recommendations to effectively resolve problems or issues using judgment consistent with standard practices, policies, procedures, regulations, or government law.
- Ability to objectively coach employees and management through complex, difficult, and emotional issues.
- Ability to own and drive HR projects through to completion.
- Strong written and verbal communication skills and the ability to influence in order to achieve outcomes.
- Demonstrated commitment to equity, diversity and inclusion, particularly in a multi-cultural environment.
Applications close 30th September 2024.
