Associate Manager - Business Partner

About Emirates Global Aluminium

Emirates Global Aluminium is the world’s biggest ‘premium aluminium’ producer and the largest industrial company in the United Arab Emirates outside the oil and gas industry.  EGA is an integrated aluminium producer, with operations on four continents from bauxite mining to the production of cast primary aluminium and recycling. EGA employs over 7,000 of these people including more than 1,200 UAE Nationals. EGA operates aluminium smelters in Jebel Ali and Al Taweelah in the United Arab Emirates, an alumina refinery in Al Taweelah, a bauxite mine and associated export facilities in the Republic of Guinea, a speciality foundry in high strength recycled aluminium in Germany, and a recycling plant in the United States.

JOB PURPOSE:
To provide support in developing and implementing Human Capital  strategies and policies within the respective assigned  function in close collaboration with their leadership and ensure there is a link between all areas in the function and with Human Capital to maintain open communication and resolve all Human Capital  issues.

KEY ACCOUNTABILITIES:
Policies, Processes  & Procedures
    Contributes to improvements to departmental policies and supports the implementation of procedures and controls with the respective function/projects ensuring that all relevant procedural/legislative requirements are fulfilled while delivering a quality, cost-effective service to internal customers.
    Communicates newly established policies to the business and acts as an active change agent to the Human Capital changes.
    Guides and supports area managers on HC related policies and provides advice and guidance on challenges when occurred.
    Acts as the business partner for the non-supervisory population in assigned area. 
Budget
    Assists in preparing the departmental budget for the respective assigned plant/project by preparing analysis and data related to specific elements as directed
    Works with line managers of assigned areas on their human capital related costs such as workforce planning budget and review cycles of the budget.

    Supports area managers and leaders adhering to their submissions related to cost savinginitiatives that impacts their workforce cost.

    Reviews on regular basis areas’ workforce cost, overtime and other related cost elements to HC and works closely with area line management in resolving challenges related to cost increase.

Day- to-day Operations
    Provides support to the Senior HC  Business Partner through sharing information and key communications from area managers in relation to HC for the timely implementation of initiatives, enforcement of guidelines and resolution of key issues
    Develops, maintains and communicates in coordination with area management appropriate promotion and competency guidelines and process across all areas to ensure a fair and just system in processing promotion requests
    Provides day-to-day performance management guidance to line management and their employees (e.g., coaching, counseling, grievances, career development)

    Provides the function line managers with guidance and input on business unit restructures, workforce planning and succession planning.

    Works with the area’s leadership on ensuring their employees have the skills and resources they need to achieve their objectives.

    Supports succession plans and retention strategies for key talent and positions. 

    Meet the function’s leadership on a regular basis and track and maintain their pending issues and challenges. 

HR Procedure & Policy Guidelines
    Supports the enforcement and implementation of HC corporate procedures and guidelines within the assigned population and ensures continuous communication of the changes made to provide guidance to employees on their rights and responsibilities
    Communicates internally relevant HR related information to ensure employees remain updated on the different HC initiatives
Employee Relations 
    Coordinates on all administrative requests and queries to ensure that employee needs are addressed and responded to in a timely manner in line with HR policies and procedures
    Assists in the investigation and resolution of employee disciplines and grievances to ensure that issues are handled smoothly in a timely and efficient manner and complaints are responded to promptly 
    Provides coaching and guidance to operations’ area management regarding employment issues and develop a strong understanding of areas being supported in order to effectively partner and provide assistance in relevant matters
Performance Management
    Assists / provides support to the plant on completing the performance management process, providing training and consultation where required in order to ensure consistent and timely execution, and submission of results to corporate HC
Safety, Quality & Environment
    Ensures compliance to all relevant safety, quality and environmental management policies, procedures and controls across the assigned plant in order to guarantee employee safety, legislative compliance and a responsible environmental attitude
Related Assignments
    Performs other related duties or assignments as directed

AUTHORITY/ DECISION MAKING:
    Works within the set guidelines, policies and procedures and propose / make decisions to resolve conflicting issues in partnerships with the business areas, consulting with and updating direct manager on a regular basis;
    The level of discretion is governed by established practices, procedures and guidelines.  Outputs are subject to managerial review and the role typically has an impact on a specific part of the organisation through the determination of resource utilisation in the medium term (line) or through the provision of advisory or facilitative services upon which others take action (staff).

QUALIFICATIONS & SKILLS:
Minimum Qualifications:
    Bachelor’s degree in HR Management, Business Administration or equivalent.
Minimum Experience:
    5-7 years relevant experience in Human Resources Management including at least some years in positions of progressively increasing supervisory/managerial responsibilities.
Skills:
    Knowledge/understanding of UAE labour law
    Knowledge of recruitment processes
    Budgeting skills
    Analytical skills
    Problem solving skills
    Interpersonal skills
    Negotiation skills
    Planning and organising skills
    Communication and presentation skills
    Teamwork skills
    People management skills