Sr. HRBP
Delivery Hero – Talabat for Store Services Ltd
Total des années d'expérience :13 years, 9 Mois
- As senior HR business partner, support the senior management and the operational improvements in alignment with the team to increase departmental efficiency, provide best-in-class service to the organisation, and ensure file and system data integrity. Provide high support on Employee Relations and grievance matters, guaranteeing high engagement. Coordinate intra-HR team activities and programs ensuring high collaboration between HR management, talent and rewards.
- Support the (C&B) including performance management, setting policies and procedures, organisation structure designing, workforce and workforce controlling and planning, staff management and business support, management support, and work environment maintenance, development training, learning & development planning and budget designing
- Establishing HR/Admin/IT Department from the start
- Develop and implement organisational development programs, employee orientation and training programs, benefits plans, policies and guidelines, database management procedures, equal opportunity employment programs, and employee records and documentation policies. Evaluate effectiveness through compiling and analysing data and preparing and distributing various reports on HR metrics to ensure met needs.
- Designing Reward system (C&B) including performance management, setting policies and procedures, organisation structure designing, workforce and workforce controlling and planning, staff management and business support, management support, and work environment maintenance, development training, learning & development planning and budget designing
- Community supporting and maintaining the channel of communication with local authorities and community representatives to manage the grievances
Responsibilities include but not limited to:
1. HR directors are responsible for the smooth and profitable operation of a company’s human resources department. Typically, they supervise and provide consultation to management on strategic staffing plans, compensation, benefits, training and development, budget, and labor relations. An HR director is also expected to take a leadership role in developing a culture that enables employees to perform in accordance to a firm’s objectives.
2. HR directors can effectively plan, design, develop and evaluate human resource-related initiatives that support organizational strategic goals. In addition, HR directors can lead performance management, talent assessment, and effective labor relationships, including negotiating and administering labor agreements.
3. Daily tasks may vary, but a typical HR director supervises staff and reports to the chief executive officer on issues regarding implementation of policies and procedures, safety of the workforce, recruiting and hiring high-performing employees, and labor, legislative and other human resources issues.
4. HR directors can also direct the development and implementation of organizational development programs, employee orientation and training programs, benefits plans, policies and guidelines, database management procedures, equal opportunity employment programs, and employee records and documentation policies. Evaluating effectiveness through compiling and analyzing data can be another important function of the HR director, and they typically prepare and distribute various reports on HR metrics to ensure needs are met.
5. Ensuring compliance with local laws and industry regulations is also vital to the continued success and profitability of a firm, as is advising department managers on legal implications of HR issues related to discipline and employee grievances. Planning and overseeing the HR department budget can be an additional duty of the HR director
6. Develops organization strategies by identifying and researching human resources issues; contributing information, analysis, and recommendations to organization strategic thinking and direction; establishing human resources objectives in line with organizational objectives.
7. Implements human resources strategies by establishing department accountabilities, including talent acquisition, staffing, employment processing, compensation, health and welfare benefits, training and development, records management, safety and health, succession planning, employee relations and retention, AA/EEO compliance, and labor relations.
8. Manages human resources operations by recruiting, selecting, orienting, training, coaching, counseling, and disciplining staff; planning, monitoring, appraising, and reviewing staff job contributions; maintaining compensation; determining production, productivity, quality, and customer-service strategies; designing systems; accumulating resources; resolving problems; implementing change.
9. Develops human resources operations financial strategies by estimating, forecasting, and anticipating requirements, trends, and variances; aligning monetary resources; developing action plans; measuring and analyzing results; initiating corrective actions; minimizing the impact of variances.
10. Accomplishes special project results by identifying and clarifying issues and priorities; communicating and coordinating requirements; expediting fulfillment; evaluating milestone accomplishments; evaluating optional courses of action; changing assumptions and direction.
11. Supports management by providing human resources advice, counsel, and decisions; analyzing information and applications.
12. Guides management and employee actions by researching, developing, writing, and updating policies, procedures, methods, and guidelines; communicating and enforcing organization values.
include but not limited to:
- Human Resources: Established and maintaining standard human resources management system,
providing support and guidance to line managers, established and updating grading and salary
structure for the company, providing Human Resources services at all levels, implementing all of
the respective local laws pertaining tax and social insurance liabilities of staff, established
recruitments procedures, compensation, entitlements, termination of staff, insuring staff
compliance with the instructions outlined in the policies and manual of the company, developing
the manual as required, conducting performance evaluation for staff on a regular bases, capacity
building through training of local staff. Maintaining organization chart and chain of
communications as required. Personnel files maintained and recorded on a daily bases.
Designed and maintaining the Master Sheet “main HR-Finance datasheet” containing local staff
figures. Designed the Payroll system for the company and it’s updated through monthly reports
to Finance Department. Cooperating in any related financial issues and as required. Reporting any
issues related to staff payment and changes.
- Administration: Liaison with and providing effective management assistance to the company.
Issuing processing letters and agreements with official sides, government and other agencies if
required. Initiate solutions and resolve problems. Issuing official letters about Social Insurance
and Income Tax liabilities to the local authorities.
- Legal: Established direct communications with local authorities and updating the Human
Resources Systems once there are any new applied laws in the country. Following up with any
changes and new revisions about the related Iraqi Laws. Ensuring company is in compliance with
the Iraqi Laws concerning respective regulations
Main Activities
Develop and implement a human resources plan and personnel management policies
and procedures
Promote workplace safety.
Provide advice and assistance to staff and management on pay and benefits systems
Research and monitor human resource systems in other organizations within the
community.
Explain and provisions of the personnel policy.
Explain employment standards and legislation such as workers compensation, labour
standards and Fair Practice Act.
Organize the transitional provisions of employee compensation, pay and benefits
when positions are transferred or new positions are funded through contribution
agreements and other special funding arrangements.
Arrange for the repairs of computers and other office equipment and assist with
organizing staff to carry out work due periods of equipment shutdowns.
Attend Council meetings to provide information, when necessary.
Provide advice and assistance to Director on staff recruitment
Resume: Kawan B. Mohammed
Page | Phone Korek telecom :
Prepare notices and advertisements for vacant staff positions.
Schedule and organize interviews
Participate in applicant interviews
Conduct reference checks on possible candidates
Prepare, develop and implement procedures and policies on staff recruitment
Monitor daily attendance.
Investigate and understand causes for staff absences.
Recommend solutions to resolve chronic attendance difficulties.
Provide basic counseling to staff who have performance related obstacles.
Provide advice and recommendations on disciplinary actions.
Monitor scheduled absences such as holidays or travel and coordinate actions to
ensure the staff absence has been adequately covered off to ensure continuity of
services.
Inform affected staff or residents of unexpected absences from work and coordinate
actions ensuring the continuity of services such as cancellation of events and locating
keys.
In cooperation with other Human Resources staff, manage and oversee the systems that track
the “work hours” of staff working within ACDI/VOCA offices and operational sites At the end
of each payment cycle (i.e. day, week, month), the work hours are to be approved by the
appropriate manager for facilitating payroll preparation and payments.
Oversee provision of support in the recruitment of new national staff, e.g. through vacancy
announcement posting, scheduling of interviews, developing/managing personnel files, obtaining
staff signatures/approvals.
Develop and maintain all national staff personnel files to ensure they are complete and kept up to
date. Examples of documents to keep in the personnel files: Letter of Assignment, Assumptions
of Risk, Media Release Form, Curriculum Vitae
Overseeing organization and maintenance of electronic and regular project files.
Assure the positive progress of implementing the SME projects in cooperation with
the implementing partners and program staff.
Conducting business plans and feasibility studies to determine feasible applications
submitted by the proposed grantees.
Supervise and create vendors data base for Iraq items lists with prices taken in
consideration the amount fluctuations and changes in prices.
Facilitate meetings with implementing partners and grantees were applicable.
Visit project sites and ensuring the up to standard implementation of projects upon
program regulations and guidelines.
Work with Implementing Partners and Program Officers to ensure continued
progress after project identification and “hand-off”
Carry out other tasks assigned by the Business Development Team Leader in
accordance with the incumbent skills and availability.
Attend QC (Quality Control) meetings with the lead QC for updating the site
information, reporting daily reports, in charge of the mix design of the concrete
mixture and testing coordinating to the general construction laboratories
(controlling the concrete cube tests
Policy form…etc Also, assist in distribution of information among employees about official
decisions and/or actions received by the HR department.
In cooperation with the HR/Admin Senior Manager, ensure compliance of the staff with
ACDI/VOCA rules and regulations, and policies and procedures as stated in the PPPM
\[Personnel Policies and Procedures Manual\].
Draft correspondences as required by the direct supervisor.
In cooperation with the HR/Admin Senior Manager, assist in providing communication and/or
clarification to staff about new ACDI/VOCA Policies and Procedures.
Assist in coordinating new staff recruitment and orientation in consultation with the direct
supervisor.
In consultation with the direct supervisor and cooperation with other HR staff, maintain staff
Leave Tracking Datasheet and prepare the monthly Annual Leave report.
Assist in liaising with and providing effective management assistance to the ACDI/VOCA Office.
Assist in preparing and maintaining administrative data as required by the direct supervisor.
Assist in announcing for vacant positions, preparing national staff set of recruitment papers
especially CSDPII, prepare draft copies of the monthly report, HR Master Sheet, Income Tax and
Social Insurance calculations.
Assist the HR Senior Manager in preparing the monthly reports for the insurance company
Assist the HR Senior Manager in preparing the monthly Social Insurance Office in Kirkuk
Assist the HR
self-Developing as an effective HR practitioner, Recording, analysing and using information, Understanding organizations and the role of HR, Resourcing talent, Supporting good practice in performance and reward management, Supporting good practice in managing employment relations.
