HR Business Partner

Roles and responsibilities

To act as a trusted advisor to line management on change management, integration management, HR budget and plan, staffing, talent management processes and execution ; to ensure a keen understanding of the business so as to implement HR strategies and practices that support robust business growth; reinforce a culture of performance focus, meritocracy and diversity; and comply with Group HR policy.

What you will do:

Talent Management

• In liaison with the Head of HR, execute talent management strategy which will ensure having the right talent for the right position through internal and external selection of candidates
• Work with line managers to develop succession plans and retention strategies for key talent and positions. Prepares talent maps for all functions
• Track progress of HIPO/Potential employees to ensure a strong pipeline of candidates.
• Work with line managers to propose right candidate for vacancies and prepare promotions proposal
• Review and implement performance management plans to improve performance or assist with exit from the organization.
  

Talent Acquisition

• Ensure all jobs have updated Job Descriptions, line managers are guided in defining organizational requirements and job scopes to ensure a multi skilled team and lean organization
• Ensure all Line Managers have access to IGROW success factors, trained and effectively using with proper guidance by the HRBP.
• Liaise with the AF Talent Lead in order to attract the right talent, to lead and manage the recruitment process in line with internal audit guidelines and procedures as well as timely in order to complete the recruitment in less than 45 days.
• Propose, update and develop selection tools for different role and support/train line managers in interviewing and assessment.
• Plan a recruitment calendar for new Store Openings and implements assessments with line managers and AFG Talent Acquisition Team.
• Ensure compliance with localization policy and targets reaching targets in UAE and KSA.
• Ensure offers are made in line with DOA and MPC budget.

Desired candidate profile

• Conduct training needs analysis each year to prepare the L&D proposal and calendar.
• Ensure new employees are properly inducted into the business and given support to become productive as quickly as possible with L&D Team.
• Ensure training needs of key and high potential staff are identified and delivered. Ensure all key positions have identified successors.
• Track progress of HIPO employees and review their progress with line managers to go to assessment for next level.
• Prepare quarterly L&D presentations for Line Managers in order to show the ROI and impact of learning calendar.
  

Employee Relations (ER)

• Support line managers in creating a culture of employee engagement based upon ‘Al Futtaim Way’ values. Reinforce at all times a culture of meritocracy, performance-focus and diversity. Act as an advisor to Line Managers in order to educate them and minimise risk.
• Ensure compliance with local law and Group policy throughout the employee lifecycle.
• Communicate and implement changes to HR policies and procedures.
• Ensure that the disciplinary procedure is properly applied before any employee is exited from the business.
  

Business Partnering

• Act as a trusted business partner and coach to line management. Consult and support Line Managers across the business units.
• Focus on measuring the employee engagement of the business units and take actions necessary to improve it.
• Advise, coach and mentor management and HR team on people related issues.
• Act as change agent and facilitate transition.
  

Reporting & Compliance

• Join Trade Meetings by presenting weekly HR priorities.
• Prepare and report MBR reports by Brand.
• Ensure monthly recruitment and talent KPIS are reported and reviewed. (Vacant positions, internal recruitment rate, time to fill vacancy, progress of talent pipeline).
• Propose action for any issues indicates by KPI.