Snr Director - HC & Emiratizat...

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.

Senior Director - Human Capital and Emiratisation

Human Capital / Human Capital & Emiratisation

JOB PURPOSE

Provides overall strategic direction; drives and leads the conceptualization, development, implementation and sustenance of Human Capital Strategy, Governance, Strategic Workforce Planning, Talent Acquisition, Organization Effectiveness, Business Partnering, Human Capital Operations (Facility Management, Shared Services, Employee Relations, and Offboarding) and Emiratization initiatives to promote the establishment of a corporate culture which encourages Human Capital excellence, innovation, engagement and successful implementation of transformation initiatives enabling talent and business growth while supporting the achievement of the national mandate for the development and growth of the Emirati nationals.

KEY ACCOUNTABILITIES

Strategy Formulation, Implementation and Planning

• As a member of the senior management team in Human Capital, provides functional expertise, participates in the development and refinement of EGA’s Human Capital strategy, and contributes to the overall process of governance and decision making related to Human Capital matters to ensure achievement of Human Capital excellence and establishment of a progressive corporate culture.
• In conjunction with Human Capital leadership, formulates and directs the implementation of the divisional strategy in line with EGA’s vision, mission, and corporate objectives.
• Sets out EGA’s Human Capital and Emiratization strategies strategy based on EGA’s purpose, bold aspirations, values, strategic and operational requirements and on the national mandate.
• Ensures that the overall Human Capital strategy is translated into annual operational business plans and the performance is monitored to ensure business plans are in line with the overall strategy.
• Drives the development and implementation of a comprehensive Human Capital governance framework in line with the corporate policies and laws.
• Oversees the development and implementation of Human Capital function’s performance metrics and dashboards by setting Key Performance Indicators (KPIs) to monitor and track performance and ensure performance targets and results are aligned with business goals.
• Acts as a trusted advisor and business partner to executive leadership and CEO, functioning as the expert on people and organizational agenda.
• Enhances the current services provided to all stakeholders internally and externally and embed automation into the current processes.

Leadership

• Manages the effective achievement of functional objectives through effective leadership and by setting of individual objectives, managing performance, developing, and motivating team to maximize performance.
• Provides strategic direction and leads the assigned functions, collaborating with discipline experts and thereby ensures 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 function to ensure the establishment of a value driven culture within the organization.
• Champions and promotes innovation and idea generation to enable the establishment of a performance driven organization culture continually striving for excellence.
• Inspires the team and colleagues to consider new perspectives, attempt new ways of working, tread unfamiliar paths and unlock their hidden talents whilst still meeting agreed objectives and plans.
• Oversees and manages the effective coordination with other Human Capital departments and sections according to their requirements in order to facilitate the flow of information and ensures the provision of timely and accurate data and services.

Budgeting and Financial Performance

• Oversees the consolidation and recommends the functional 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.

Policies, Systems, Processes & Procedures

• Directs the development, review, continuous improvement and oversees the implementation of divisional policies, systems, processes, procedures, and controls covering all areas of function so that all relevant procedural/legislative requirements are fulfilled while delivering a quality, cost-effective service in a consistent manner.
• Acts as an adviser on change management related to any Human Capital policy changes or introduction of new polices and clarify/guide Senior Management and other employees on the changes.

Strategic Planning

• Directs the proactive identification of opportunities for performance improvement through undertaking internal diagnosis, process/system reviews to understand barriers and possible solutions​ to develop a comprehensive Human Capital strategy that is aligned to the organization’s strategy.
• Directs and leads the development and implementation of the Human Capital function strategy by providing relevant input and by translating it into plans and actions.
• Drives initiatives which foster a high-performance culture, valuing learning, continuous improvement, and diversity and outline their corresponding parameters to ensure effective preparation for their implementation.
• Oversees the cascading of Human Capital function’s objectives to positional level objectives and targets to ensure the effort and progress of employees are focused and aligned to the expectations and function’s objectives.
• Directs the identification and leads the implementation of necessary initiatives related to employee engagement to enhance employee satisfaction and motivation across the organization.
• Manages the development, review, communication and monitoring of the Human Capital policies and procedures across EGA to ensure that staff understand and observe these guidelines.
• Drives continuous performance reporting and review by utilizing business intelligence and other decision support tools.

Human Capital Business Partnering

• Leads and guides the effective collaboration with the business operations to drive the provision of human capital expertise, serving as a trusted, internal advisor on all related Human Capital matters, 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.

Strategic Workforce Planning & Analytics

• Directs the design and maintenance of a robust workforce planning model ensuring it is aligned to the strategic direction of EGA.
• Leads the integrated annual WFP exercise for the entire business in coordination with the areas and the respective BP, by ensuring the anticipated outcome of the exercise set by Human Capital & EGA Management.
• Leads and guides the effective collaboration with the business to understand business plans for future workforce capacity and translate their business requirements into a clear set of organizational effectiveness requirements and priorities.
• Manages the review and monitoring of the productivity/efficiency levels across EGA, with the performance management team and develop concrete measures to enhance these to optimal levels.

Human Capital Governance

• Provides direction and guidance for implementation of effective Human Capital Governance / Compliance to ensure proper controls are in place and efficient reporting is conducted and supported by required documentation and manages the follow-up on corrective actions when needed in order to ensure the adherence of established Human Capital policies and procedures.
• Ensures the accuracy and availability of data and that individual Human Capital units are working to agreed standards. 
• Leads and guides conducting of Human Capital Audits and takes ownership over ensuring that identified audit issues are closed, and corrective measures are taking by the appropriate areas.

Organization Design

• Manages and oversees the overall organisation design activities for the entire business, considering best fit and leading Human Capital practices in order to maximize EGA’s structural effectiveness.
• Provides functional expertise to management for considering various organization design principles to produce the best org structure for each area of the business.
• Provides overall guidance to design, review and maintain EGA’s organization structure, considering best fit and leading Human Capital practices in order to maximize EGA’s structural effectiveness.
• Ensures the effective maintenance of the systems and processes for organizational structure design and organizational change rules in accordance with the strategic workforce requirements.
• Directs conducting of regular audits of organizational structures and recommends changes to make the organization more efficient, by understanding the business’ operations and best practice of various operational workflows.
• Custodian of all EGA organization structures and responsible for compiling approved organization structures as per the DoA approval requirement.

Talent Acquisition

• Leads and drives the design, development, and implementation of an effective recruitment strategy in order to strengthen EGA’s employer brand as employer of choice and ensure the acquisition of top talent in a timely manner.
• Directs the development and implementation of all EGA supervised contractors’ requirements, agreements, and arrangements.
• Guides the development of an annual recruitment plan to outline the most appropriate strategies and approaches for identifying and selecting high caliber talent for technical and non-technical vacancies into required roles in a timely manner, incorporating Emiratization objectives.
• Manages the development, maintenance, and implementation of all recruitment related processes to ensure consistency in application across EGA.
• Manages and guides the development and maintenance of professional relations with local, regional, and international recruitment agencies in order to source qualified candidates.
• Oversees the end-end assessment and selection process and ensures its fairness and objectivity.
• Oversee EGA’s employer brand through the relevant external channels to position the organization as employer of choice.
• Oversee and recommends changes to the EGA Employee Value Proposition to support EGA positioning in the market.
• Directs and guides the development of EGA’s orientation programs and on boarding activities to provide new joiners with an overview of EGA’s objectives, functions, work environment, policies, and procedures, whilst ensuring effective delivery of a unified message across all levels within the organization.

Emiratization & Gender Diversity

• Leads and directs the design, development, and implementation of EGA’s Emiratization Strategy to achieve the nationalization goals by providing progressive career opportunities to UAE nationals, identifying jobs only for UAE Nationals, creating pipeline of UAE Nationals for technical and non-technical roles, and creating national development programs.
• Contributes to forecasting EGA’s future Emiratization needs and ensures these are identified and viable plans made for their effective realisation as a basis for meeting EGA’s short to long-term manning and Nationalisation requirements including related development plans which are coordinated, incorporated, and reflected with the Workforce Planning forecasts to meet future business demands in line with the overall strategy.

• Ensures discussions are conducted and plans finalized in yearly workforce planning cycle to include positions for Graduate trainees and other national trainees completing their programs to be transferred to area cost centers within the stipulated timeframe and approved budgets.

• Develops and maintains a strategy and framework to have strategic partnerships with governmental entities and ministries to insure alignment with UAE leader’s directions.
• Manages the development of policies/programs and external promotional strategies directed towards attracting national talent to drive development of local talent.
• Partners with local government agencies/authorities to provide reliable supply of Emirati candidates.
• Proposes creative solutions supporting Emiratization agenda including policies development, programs creation, signing of external partnerships, creating jobs specifically for Emiratis, to facilitate development of local talent and achieve the Emiratization targets.

• Provides direction for planning for nationalizing retiring employees’ positions and suggests ways / tools to allow succession planning for these roles.  
• Collaborates with the leadership on finding ways to enhance programs assigned for the UAE Nationals and encourage gender diversity.

Emiratisation Development

• Direct and implement, through the support of relevant internal programmes, training and development frameworks for UAE Nationals.
• Review and monitor the effectiveness of defined UAE National programmes and provide recommendations for enhancement in collaboration with the relevant subject matter experts.
• Oversees cross-training and mobility programs to enhance the opportunities of UAE nationals
• Collaborate with relevant subject matter experts to establish clear career paths for nationals, including the identification and preparation of UAE nationals for leadership and succession.

Shared Services

• • Plans, directs, and manages the successful delivery of Human Capital shared services (facility management, salary administration) ensuring effective alignment with EGA’s strategic business goals to ascertain optimum organizational performance and achievement of maximum internal client experience.
  • Lead the facilities management team to ensure the delivery of facilities services including office management, transportation, accommodations are delivered effectively and efficiently
  • Manage and renew large scale contracts related to facilities management including catering, transport etc. Ensure services procured meet required standards and promote employee engagement
  • Direct and manage essentially employee services such as the Employee Care Centre (ECC), the salary administration team and the administration of Human Capital technology

Safety, Quality & Environment

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

Change Management

• Directs and guides the management of change through continuous improvement of Human Capital systems, processes and practices considering ‘global leading standards and changes in the business environment.

Reporting

• Ensures that all functional reports are completed in a timely manner and comply with EGA’s policies and standards.
• Directs the preparation of periodical management reports and progress reports to keep the senior management informed about the progress of various initiatives and to facilitate decision-making.

AUTHORITY / DECISION MAKING

• Thinking within broadly defined policies and objectives, under general direction. The determination of “what needs to be done” in applying polices is largely left up to the incumbent who must establish the plan, determine the priorities, and prescribe the processes needed to achieve the objectives.
• Subject to general direction and defined functional policy objectives. Actions which will impact other functional or operating areas usually require approval before they may be implemented

QUALIFICATIONS & SKILLS:

Minimum Qualifications:

• Bachelor’s degree in HR Management, Business Administration or equivalent, with preferably a post graduate degree.

Minimum Experience:

• 15 - 20 years relevant experience in Organizational Design, Talent Management, Human Capital Operations, Workforce planning, business partnering. Shared Services Management, including at least 6 years in positions of progressively increasing managerial responsibilities.
• Operational experience is preferred to better understand the business, support, and challenge proposals.

Skills:

• Knowledge of labour laws and regulations
• Knowledge of Human Capital principles and practices
• Strategic thinking and broader long-term vision
• Workforce planning skills
• Knowledge of organisational design and change management principles
• Attention to details
• Thinking broadly and long term, as well as keeping short term priorities in mind
• Decision making
• Analytical and Budgeting skills
• Problem solving skills
• Interpersonal skills
• Negotiation skills
• Planning and organising skills
• Communication and presentation skills
• Computer skills
• Teamwork skills
• People management skills