Regional Human Resources Business Partner
Tearfund
Total years of experience :9 years, 4 Months
- Build and maintain a strong relationship with key stakeholders within the program team and the wider HR global network
- Work with local HR teams to successfully plan, design and implement people-related activities through the lifecycle of the program
- Provide HR Leadership expertise and strategy for regional or functional business leaders
- Influence, communicate and collaborate across business and HR Global Strategies and strategy approach
- Partner with Global People Services with various HR activities including hiring, terminations, performance reviews, disciplinary actions, and business strategy implementation
- Lead and provide input regarding the development of policies and procedures for specific functions and communicate the information to other team members
- Provide accountability for the quality and delivery of end results and provide joint financial/resource planning responsibility for specific functions from an HR standpoint
- Develop, implement, and execute a recruiting strategy to fill current openings
- Build a pipeline of talent to fill future openings as the company continues rapid growth
- Determine the most effective recruiting process based on position/division
- Develop strong relationships with hiring managers to obtain understanding of position and department needs
- Develop and maintain a social recruiting campaign to reach active and passive candidates, including content development, vendor relationship management, and platform management
- Facilitate internal hiring process for corporate and store-level positions
- Partner with Director of people & culture to equip hiring managers with interviewing knowledge and skills
- Develop and/or refine position description content as needed
- Review applications, conduct phone and face-to-face interviews, and coordinate interviews with hiring managers
- Conduct pre-employment assessments, background screens, and reference checks
- Source temporary staff as necessary
- Negotiate employment offer terms and extend offers to candidates
- Coordinate pre-employment requirements
- Facilitate complete new hire onboarding process through first day of employment
- Optimize talent acquisition process by implementing industry best practices and ensuring compliance with all country and ordinance employment law requirements
- Collaborate with HR team in a variety of ongoing projects and initiatives
- Recruitment: Coordinate MENA National & International recruitment process for SMTs and available as surge capacity for recruitment of staff in country programmes; Train hiring managers on the recruitment processes; Build applicant sources by providing organization information, opportunities, and benefits, maintaining and creating rapport; Liaising with line managers to write Job Advertisements; Provide monthly recruitment reports and provide recommendations; Coordinate orientation process and arrivals checklist for all new staff
- Contracts management: Ensure that all contract templates reflect minimum requirement of local labor law and DRC Operational Handbook; Be responsible for timely and accurate preparation of appropriate contracts for employees, consultants, volunteers, interns.
- Policy Development: Support Regional HR Manager in creating and updating a MENA Regional Recruitment Strategy, Attraction and Retention Policy and ensure implementation across MENA countries.
- Compliance: Being aware of and following any legal requirements for recruitment in all MENA countries; Advise manager and HR professionals in region on issues related to HR compliance and correct procedures.
- Learning & Development: Coordinate with the Regional HR Manager Capacity Building activities for HR teams in MENA region and train HR teams in MENA region on DRC HR tools and systems.
- Performance Management: Conduct PADA trainings for staff with the Regional HR Manager; Track PADA form submission and follow-up with Managers to make sure that all staff has a probation review form completed by their line manager.
- Well-being: Initiate team-building activities and celebrations in MENA RO; Support Regional HR Manager to develop and implement staff care strategy for MENA region
- Compensation and Benefits: Conduct salary and benefits surveys and revise national staff salary scales with the Regional HR Manager and advise hiring managers on compensation rates
- HR Administration
- Recruitment: Manage Country HR team in organizing the currently on-going recruitments and contracts in line with the legal obligations.
- Capacity Building: Define clear roles and responsibilities for different HR teams at country office and field offices and trainings on the roles; make recommendation for structure of HR Department.
- Well Being: Propose staff care initiatives plan for DRC Turkey based on the findings from the staff well-being survey.
- Organizational Development: Review the DRC Iraq staffing and organogram and make recommendation of staffing gradations in line with DRC Global International Position Evaluation.
- Policy Development: Review current policies and standards operating procedures, make recommendations and revisions and ensure implementation across the country.
Responsibilities include but not limited to the following:
- Support and coordinate end to end recruitment of all expatriates in MENA grade A1-A10.
- Manage end to end recruitment of all national staff in the MENA Regional Office.
- Available as surge capacity for recruitment of staff in country programmes (Jordan, Lebanon, Iraq, Turkey, Syria, Libya, Tunisia, Algeria).
- Involved in creating and updating the regional recruitment strategy.
- Maintaining and monitoring our two HR software applications ”HR Manager” and ”HRM Easy”.
- Manage the regional induction and the oversee the on-boarding processes for the MENA region.
- Develop job postings, pre-screened candidates for open positions.
- Support interview process and maintain administration.
- Responsible for the short and long term planning and day-to-day operations.
- Maintained employee files and evaluations.
- Held responsible for the coordination of mystery shopping projects in assigned region.
- Developed job postings, pre-screened candidates for open positions in mystery shopping.
- Conducted interviews, selected candidates, prepared job offers and regret letters.
- Carried out orientation program, trained employees in mystery shopping techniques and skills.
- Maintained employee files and evaluations.
Thesis: HRM and Cultural Diversity with a Reference in the discrimination Against Women in the Hierarchy. Courses: Human Resource Management, Foundations of Management, Foundation of Organization, Leadership and Org. Communication, Personnel Economics, Corporate strategy & organization design
Management electives: Business Administration and Management, Management Information Systems, Design of Socio-Economics Studies, Marketing Research, Economics of Insurance, Risk Management.