Senior Manager Business Partner

JOB PURPOSE:
Provides functional expertise and serves as a trusted, internal advisor on all related HC matters to the assigned business functions within EGA, whilst partnering with leadership and key stakeholders to develop the human capital strategies in the respective business areas, driving the talent management agenda, shaping and implementing effective people strategies to cultivate strong partnerships to deliver value-added HC expertise to achieve strategic objectives whilst enhancing people happiness.

KEY ACCOUNTABILITIES:
Strategic Contribution

• Ensures effective cascading of the functional strategy into department business plans to ensure vertical alignment and horizontal integration with other interfacing departmental strategies.
• Provides functional expertise and supports the development and implementation of relevant key performance indicators (KPI’s) and their application across the business operations.
• Acts as an advisor and supports business area leaders achieving HC operational excellence in their respective areas.
• Provides counsel to Business Area Leaders in accountable areas to ensure focus on effective HC operations in line with business requirements.
• People Management
• Manages the effective achievement of assigned objectives through the leadership of the department by setting of individual objectives, managing performance, developing, and motivating staff to maximise sectional performance.
• Leads the talent development initiatives for the assigned department, collaborating with technical/discipline experts and thereby ensure the availability of talent to fit business requirements.
• Acts as a role model and drive adherence to organizational values and ethics by employees of the assigned department to foster a value driven culture within the organization.
• Budgeting and Financial Planning
• Oversees the consolidation of and recommends the unit budget and monitors financial performance versus the budget so that the business is aware of anticipated costs/revenues, areas of unsatisfactory performance are identified, and potential areas of cost reduction or performance improvement opportunities are capitalised upon.
• Provides functional expertise in preparing the departmental budget for the HCBP department 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 work force planning budget and review cycles of the budget.
• Supports area managers and leaders adhering to their submissions related to cost saving initiatives 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.
• Policies, Systems, Processes & Procedures
• Manages and ensures effective implementation of policies, procedures and controls covering all areas of assigned department activity so that all relevant procedural/legislative requirements, fulfilled while delivering a quality, cost-effective service.
• Develops, oversees, and recommends improvements to HC policies and facilitates implementation of procedures and controls so that all relevant procedural/legislative requirements are fulfilled while delivering a quality, cost-effective service in a consistent manner.
• 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.
• Supports the enforcement and implementation of HC procedures and guidelines within the assigned business areas and ensures continuous communication of the changes made to provide guidance to line managers and employees on their rights and responsibilities
• Works closely with relevant HR functions on related HC information to ensure employees in HC remain updated on the different HC initiatives.
• Ensures line managers area cascading HC related policies and procedures to their employees in an effective approach.

Business Partnering

• Conducts regular daily/weekly meetings with respective business units to stand on HC matters, review reports and provide solutions to raised challenges.
• Leads/analyses trends and metrics from the HC dashboards on respected assigned business areas to develop solutions, programs, and advice on policies changes.
• Participates in resolving complex employee relations issues working with the ER team and provides advice to line managers.
• Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
• Supports employees on challenges related to their career and work life, provides coaching and guidance in alignment with the Human Capital policies and procedures.
• Provides guidance and input on business unit restructures, workforce planning and succession planning.
• Works with the business areas and respective HC functions in identifying development needs for employees in their respective areas
• Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance.
• Partners with line leaders in advising how they can be effectively working towards having EGA operates as a talent driven organization via having the right attention towards our employees.

Employee Relations

• Provides HR policy guidance and interpretation to the business on employee relations related matters.
• Works closely with the line managers on advising on employee related challenges and issues, provide guidance on solutions. (When needed assists in the investigation and resolution of employee relations cases and grievances to ensure that issues are handled smoothly with the business line managers in a timely and efficient manner and complaints are responded to promptly)
• Provides coaching and guidance to business area management regarding employment issues and develop a strong understanding of areas being supported to effectively partner and provide assistance in relevant ER matters.
• Reviews dashboards and analyses reports related to employee’s activities (attrition, absenteeism, performance ratings, etc) and work closely with the head of HCBP to propose solutions to the business areas.
• Performance Management
• Assists / provides advice and expertise support to the assigned business areas on completing the performance management process, providing training and consultation where required to ensure consistent and timely execution, and submission of results to corporate HC
• Attends end of year area calibration meetings with or on behalf of the head of HCBP to support the area leaders in the calibration process.
• Stakeholder Management & Communication
• Develops and maintains effective business relationships with all relevant internal departments and external stakeholders with highest standards of business ethics.
• Designs and oversees implementation of communications plans that support department’s objectives
• Continuous Improvement
• Leads the identification of opportunities for continuous improvement and sustainability of systems, processes and practices considering global standards, productivity improvement and cost reduction.

Environment, Health & Safety

• Ensures compliance to all relevant safety, quality and environmental management policies, procedures, and controls across the department to guarantee employee safety, legislative compliance, and a responsible environmental attitude.

Data Management & Reporting

• Ensures that all unit reports are prepared timely and accurately and meets EGA requirements, policies, and quality standards.
• Ensures accurate, real-time information is maintained in confidentiality regarding all aspects of work and communicated as appropriate to the relevant stakeholders.
• Manages the development of timely written reports and presentations routinely and as requested for Leaders including Executive Committee and Board of Directors.

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 university degree.

Minimum Experience:

•  8 years relevant experience in Human Resources Management including at least 3 years in positions of progressively increasing supervisory/managerial responsibilities.

Skills:

• Knowledge/understanding of UAE labour law
• Knowledge of recruitment processes
• Budgeting skills
• Knowledge of hiring
• Knowledge of Talent development
• Knowledge on succession planning and career development
• Knowledge on coaching and mentoring.
• Analytical skills
• Problem solving skills
• Interpersonal skills
• Negotiation skills
• Planning and organising skills
• Communication and presentation skills
• Teamwork skills
• People management skills