- Job closed -

HR Business Partner
Leading Food Manufacturing Company
 Supervisor: Head of Human Resources
 Duty Station: Khartoum North
 Closing Date: 31 July 2019

 
 Background:

Manages and enables the delivery of fit-for-purpose HR support to line management through partnering and collaboration. Achieves the strategic, tactical and operational content and context of the role through positioning for value delivery to the future; planning the present to achieve the strategic future and; delivering value to the present respectively.



 
 Duties and responsibilities:

  • Enables business results and leverages Evidence-Based Decision-Making (EBDM)  & Strategic Workforce Planning (SWP) in the Organization
  • Enhances employee engagement, commitment, connectedness and value creation
  • Drives PDO through alignment, performance measurements, and continuous improvement.
  • Measures & improves on Efficiency, Effectiveness and Impact {(Transactional (Benchmarking); Transformational (Predictors) and; Strategic (Outcomes)}
  • Enables Line Management Effectiveness (LME) through coaching, skill building, performance conversation and peer support
  • Understands talent needs, proactively identifies talent issues and supports succession planning, career growth and employee development
  • Demonstrates synergy, collaboration, alignment and joined-up thinking, practice and behavior in managing People Agenda

Main Duties

  • Facilitates and supports the Talent Acquisition processes ensuring timely recruitment of best talents based on the approved manpower plan. Facilitates the on-boarding and orientation of new employees for their smooth settling into the organization and participation in the business operations. Understand people capabilities and talent profiles and design optimum deployment/utilization of resources.
  • Understand the strategic direction and ambitions of business area, leverage this to provide credible support in aspects of skills, talent market, demographics and sourcing trends - balancing internal business needs with external realities
  • Ensures employees performance is planned, managed, measured, evaluated and aligned with Business strategic goals through the seamless implementation of the Performance Management Cycle, calendar, timelines and phases. Provides day-to-day performance management guidance and advice to line management (e.g., coaching, counseling, career development, performance improvement, disciplinary actions, etc.)
  • Supports the delivery of learning and development interventions through line engagement and follow up in ensuring that employees are equipped with the required competencies to achieve performance success. Contributes to learning effectiveness and impact through participation in evaluation and monitoring of training programs; ensuring line management provides relevant inputs for measurement
  • Works closely with top Management to improve work relationships, build morale, and positively impact productivity, retention and engagement. Partners with the CoEs to manage strategic organizational processes such as: workforce planning, headcount optimization, talent review, career management & development, succession planning, etc.
  • Oversees the provision of HR services in line with policy guidelines to ensure employee satisfaction at optimal cost, time and quality. Manages and resolves labor relation problems, grievances and legal cases in order to ensure discipline, equity and organization justice. Liaise with, and support HSE team in implementing HSE standards and programs within own business area
  • Liaises with HR & Admin support services in providing services within own business area
  • Provides coaching, guidance and oversights for embedded HR resources in own business area
  • Ensures the maintenance and update of Departmental structure in liaison between the concerned Department and the OD. Proposes changes in line with job positions, agrees on transfers and promotions for career progression, and updates cascade accordingly after approval. Identifies ad hoc requirements for manpower driven by emerging business needs and follows through change control protocol for approval and implementation  
  • Provides inputs on restructuring, organization design and jobs design
  • Participates in SWP process and follow through implementation
  • Generates and accesses Reports/Analytics that will aid Line Management in Evidence-Based Decision-Making (EBDM) as it pertains to people. Assists in measuring, validating, and testing of the effectiveness of  metrics/KPIs that are applied by the business to assess and optimize productivity, highlight problem areas and recommend improvements plans.
  • Supports the translation of business strategy into people strategies in alignment with organizational direction, people agenda and principles. Provides project leadership for human resource initiatives in their business area and facilitate the implementation of HR business plans.
  • Conduct/coordinate the conduction of surveys regarding workplace Satisfaction and facilitate feedback to appropriate channels to enhance staff motivation
  • Support Employee Engagement Surveys and act as HR champion and advocate within own business area to ensure maximum participation

 


 
 Minimum Qualification, Skills and Experience Required:

  • Advanced technical training / Bachelor's Degree
  • 7+ years experience in HR
  • Strong computer and interpersonal skills
  • Must be able to work under pressure with tight deadlines and be available after normal business hours to get the job done

 









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