Human Capital Manager

Roles and responsibilities

The Human Capital Projects Manager is responsible for facilitating the execution of Majid Al Futtaim Retail’s strategic HC priorities as an independent transformation enabler, managing strategic, cross-country/ cross-functional programs and projects.

The role holder is also responsible to aid change management to drive big changes & create a positive impact at all levels of the organization, in close collaboration with the leadership teams at corporate and country levels to drive and achieve strategic priorities. The role holder also supports the Talent Management and Culture transformation initiatives.

ROLE PROFILE

• Collaborate with the CHRO & COEs to develop and continuously enhance the HC strategy and operating plans of Majid Al Futtaim Retail’s functions and countries.
• Manage global/local transformational programs and projects; identifying and structuring problems; analyzing root causes; developing and recommending solutions; mitigating identified risks, while managing a complex stakeholder landscape in collaboration with corporate and country functional points of contact (POCs)/teams as per the agenda initiative
• Create ad-hoc reports and presentations for management periodically (HC Townhall Meetings, REC Meetings, CEO presentations, Board updates, Zone Meetings)
• Support the Talent Development team with critical role identification, succession planning and culture cascade
• Ensure regular information exchange with all relevant stakeholders and update them on the development progress across projects
• Utilize HR dashboards, reports, and visualizations to effectively communicate HR data and insights to stakeholders.
• Provide HR data-driven insights and recommendations to support strategic decision-making and drive HR initiatives
• Ensure all Human Capital Audit items reported by the Audit and Advisory service team are addressed and closed by the relevant Human Capital Stakeholders

REQUIREMENTS

• Bachelor’s Degree in a Business Administration/Management or related role
• Certification in CIPD, SHRM or other Human Capital Certifications is preferred
• 5+ years in a multi-national and large corporate environment and/ or top-tier consultancy
• Proven ability to lead with influence
• Strong business communication and presentation skills with proven experience managing executive-level communications

Desired candidate profile

1. Talent Management

• Recruitment and Selection: Overseeing hiring processes to attract top talent.
• Succession Planning: Identifying and preparing employees for future leadership roles.
• Employee Retention: Developing strategies to keep high-performing employees within the organization.

2. Employee Development

• Training and Development: Designing and implementing programs to enhance employee skills.
• Leadership Development: Creating programs for emerging leaders to develop managerial skills.
• Performance Management: Conducting performance appraisals, setting development goals, and providing feedback.

3. Compensation and Benefits Management

• Salary Structures: Developing competitive compensation structures that align with industry standards.
• Benefits Administration: Managing employee benefits programs, such as health insurance, retirement plans, and bonuses.
• Incentive Programs: Creating rewards and recognition programs to motivate employees.

4. Organizational Development

• Change Management: Leading and supporting organizational changes and transformations.
• Culture Building: Ensuring the organizational culture aligns with company values and promotes employee engagement.
• Employee Engagement: Designing programs that promote employee satisfaction and a positive work environment.

5. HR Strategy and Planning

• Workforce Planning: Forecasting staffing needs and planning for future workforce requirements.
• HR Metrics and Analytics: Analyzing HR data to measure the effectiveness of programs and initiatives.
• Compliance: Ensuring HR practices adhere to labor laws, regulations, and company policies.

6. Communication and Negotiation

• Conflict Resolution: Handling disputes or misunderstandings between employees or teams.
• Negotiation Skills: Mediating between management and employees, especially during salary, contract, or policy negotiations.
• Stakeholder Management: Communicating HR initiatives and strategies to leadership and employees effectively.