Upload
tina-cecirlan
View
15
Download
4
Embed Size (px)
DESCRIPTION
HR Manager
Citation preview
Job Description Ref no:
Role Profile
Job Title Country Human Resources Manager, Saudi Arabia
Directorate or Region MENA Department/Country HR/Saudi Arabia
Location of post Riyadh Pay Band Grade G
Reports to Country Director Duration of job Indefinite
Purpose of job: To support the achievement of the British Council outcomes through effective and efficient Human Resources management. This will include leading on HR strategy development and implementation, with particular responsibility for learning and development. The post holder will be responsible for the management of all country HR processes, such a Performance Management, disciplinary, grievances etc. in line with corporate HR policies in order to meet the business needs and exemplify corporate values and standards.
The post holder will be responsible for promoting a caring and supportive working environment that emphasises achievement through learning, knowledge sharing and team-working and to provide leadership and expertise on HR policy, standards and practice across Saudi Arabia
Context and environment:
Saudi Arabia employs around 300 staff across its 3 offices in Riyadh, Jeddah & Al Khobar.
The businesses include Teaching Centres, Examinations, Arts, English, Education and Society.Our offices are undertaking challenging change programmes. These include expansion to achieve challenging growth targets, managing costs, moving to different and smarter ways of working. Country operations each have a designated Senior Management for their respective departments and Resources offices in each city. This network needs professional support in terms of advice on aspects of BC policy and how to deal with HR related issues as they arise.
The Human Resources Manager will have a HR Coordinator and will work closely with Country Director, Senior Executive team and Resources Managers in each city to manage HR issues in the face of frequent complex challenges resulting from government and local legislation within Saudi Arabia.
1 of 9 Recruitment Team June 2011
Accountabilities, responsibilities and main duties:
Accountabilities, responsibilities and main duties: Leading HR strategy, management & implementation across Saudi Arabiaincluding
Understand the businesses and the HR requirements in each city for Saudi Arabia by liaising with Country Director.
Establishing and maintaining appropriate staff structures, numbers and skill (staffing profile/modeling) through liaising with Executive team and Country Director, to include office space.
Participate in management meetings as required by Country Director to include weekly executive team meetings and monthly Regional HR metings.
Contribute, and identify HR related risk to business operations through FCCF meetings and reporting tools.
Leading the management of performance management and moderation processes across Saudi Arabia
Advising Senior Management and department heads on their approach to talent and succession planning programmes
Making policy recommendations reflecting on HR corporate and best practice and ensuring all HR matters comply with local Saudi labour law.
Communicating to Country Director, managers, HR/Resources colleagues and staff about HR matters
Ensuring staff survey results are analysed and assist with developing HR strategy in liaison with staff and Country Director.
Recruitment & Selection: Leading and managing on recruitment & selection in compliance with corporate HR
policies, Equal Opportunity and Diversity and local legislation. Responsible for providing support to managers with recruitment and selection to ensure
decisions made provide best disposition for the British Council at a country level. Responsible for ensuring appropriate role profiles, advertising, induction, reference and
other necessary checks and exit process are completed for all staff joining and leaving the organisation.
Seeking legal advise as necessary. Ensuring recruitment records are kept and maintained as per corporate requirements.
People and performance: Enhancing business outputs by enabling staff to perform at their optimal level, through
effective and efficient use of the Performance Management process for all staff in MENA. To ensure accurate and up to date Staff files for all staff. Effective management of annual leave, TOIL, sickness absences and other leave
entitlements. To ensure staff welfare, by promoting a caring, supportive working environment. Ensuring TACOS and corporate HR policies are adhered to and communicated country
wide.
2 of 9 Recruitment Team June 2011
Lead on Learning and Development for Saudi Arabia Lead on developing and implementing an L&D programme which supports the
achievement of business objectives the development needs of staff. Manage the relationships with L&D suppliers, as necessary Ensure investment in L&D is adequately evaluated. Support department heads on L&D with advise and consultancy All Staff complete the corporate mandatory training and ensure records of training are
maintained. Ensure adequate HR training and workshops for PM, recruitment & selection etc are
provided as required by business and/or staff needs
Grievances and Disciplinary: To address grievance and disciplinary case with complete confidentiality, sensitivity and in
compliance to local legislation and where applicable UK legislation. To manage any operational and/ or financial risk that may result from a disciplinary or
grievance case To ensure Country Director is kept up to date and aware of all such cases, and where
applicable liaise with HR business partner and Country Director
Provide leadership and expertise on HR policy, standards and practice across Saudi Arabia
Internal consultancy, advise and guidance is provided for all managers to ensure consistent practice in the following areas:
Performance management and moderation TACOS Disciplinary matters Grievances Equal Opportunity & Diversity Staff engagement and the staff survey Any other HR related topic
Management of HR administrative processes and procedures:To ensure effective management and over view of:
Sponsorship transfer, Iqama renewals, exit/re-entry visa Visa request (work visa, business visit visa,family visit visa, residence visa). Staff leave records for Riyadh city and liaison with Resources Managers in Jeddah and
Dammam for staff leave record compliance. Local staff medical insurance scheme, to include procurement exercise every 2 years. Staff files and records Teaching staff accommodation with Resources department for Riyadh city Effective use of FAB where required by the role and in compliance with essential finance
policy. Responsible for completing miscellaneous research, returns, and coordinate update of
3 of 9 Recruitment Team June 2011
HR data as required by the line manager, UK and Regional HR
Responsible for conducting pre-Audit reviews and ensuring action plans have been successfully completed for past audit reviews
Management of contracts Responsible for managing all employment contracts within Saudi Arabia, this will include: Seeking legal advise as necessary for contract changes Ensuring all contracts are signed only by Country Director Issuing of contracts for Riyadh employment (including teacher contracts) and liaising with
Resources Managers in Jeddah and Dammam for employment contracts Providing advise/consultancy on contracts
Continuous Professional Development
Ensure compliance and full engagement to the corporate Performance Management process. Responsible for keeping up to date on all information relating to the HR role by asking for
relevant written guidance, briefings, coaching, shadowing and training where appropriate through the line manager or Regional HR.
Identify improvements you can make to your service delivery as a HR Manager
Line management Responsible for effective line management of the HR coordinator to include area’s around
performance management. Regular communication and coaching in HR related matters, as necessary.
Key relationships: Ministry of Foreign Affairs British Embassy Senior Management Regional HR Internal & external customers Legal lawyers employees
Other important features or requirements of the job Domestic travel will be required on a quarterly basis to Jeddah & Al Khobar. Occasional international travel may also be required.
Please specify any passport/visa and/or nationality requirement.
Must be permitted to work in Saudi Arabia
Either:
A Saudi national
4 of 9 Recruitment Team June 2011
Holds a valid and transferable Iqama
Will be subject to approval from the Ministry for a Saudi work visa
Please indicate if any security or legal checks are required for this role.
5 of 9 Recruitment Team June 2011
Person Specification
Essential Desirable
Assessment stage
Behaviours Being accountable (most demanding)
Creating shared purpose (more demanding)
Connecting with others (most demanding)
Making it happen (more demanding
Working together (most demanding
Shaping the future (more demanding)
Interview
Required for the role but not assessed at the interview stage
Skills and Knowledge
Consultancy and coaching skills in a HR context
Knowledge of contracts and Saudi employment law
Highly proficient in written and spoken English
Advanced level of Arabic language (written and spoken)
Short listing and/or Interview
Experience Min 2 years Management experience of general HR
Short listing and/or Interview
6 of 9 Recruitment Team June 2011
Qualifications Diploma or University degree in HRM or similar qualification
CIPD Short listing and/or interview
Submitted by Sophia Date July 2014
7 of 9 Recruitment Team June 2011
Guidance on Preparing a Role Profile
(a) Job Description
Complete the job description section of the role profile
Purpose of job – What is the overall aim of the job? Why does it exist? (One or two sentences are
usually enough for this).
Context and Environment – what does the department do? Which region does the job sit in? Are there
any particular challenges or attractions of the region or area? Is it part of a team, if so how big is the
team and where does the job fit? Who does it report to?
Accountabilities, Responsibilities and Main Duties
Accountabilities - results for which the post holder is held accountable not necessarily tasks they
perform themselves. More senior roles often have more accountabilities as they deliver results through
others.
Responsibilities – what actions or tasks is the job holder responsible for? e.g. management or
administration of finances, managing people, delivering or contributing to organisational targets,
delivering own or others work to agreed standards
Main Duties – the main specific duties that job holder has to do in order to meet the responsibilities e.g.
project planning, budget planning, event co-ordination, teacher recruitment. This is not meant to be an
exhaustive list of all the tasks in a job, just the main ones. If there are one or two duties which form the
major part of the job e.g. reconciliation of payments for a finance role it is helpful to indicate what
percentage of the job these activities take up.
Key Relationships
What people or organisations (internal and / or external) does the job holder have to interact with or
influence and to what level? For example an Events Co-ordinator might have to maintain relationships
with venue providers and participants externally and managers and PAs internally.
Other important features or requirements of the job – are there significant or unusual demands which are
essential to the job e.g. unsocial / evening hours, international travel etc? Please be as specific as
possible on these and only include those which are essential.
8 of 9 Recruitment Team June 2011
(b) Person Specification
Complete the person specification section. As part of the role profile, it is used for recruitment purposes
only. It sets out the selection criteria used for short listing and interview i.e. nature and level of the skill,
knowledge and behaviour which will be assessed. These criteria are classed as either essential or
desirable. Essential criteria are always used in assessment. Desirable ones are used to enable
selection for interview where more than five candidates meet the essential criteria. Candidates who
have declared a disability and who meet the essential criteria are always interviewed.
To increase opportunity while minimising bureaucracy and the amount of work for applicants and
recruiting managers, no more than eight criteria should be listed as essential under the headings of
behaviours, skills & knowledge and experience. We recommend that a maximum of four desirable
criteria can be added.
Behaviours – List all 6 Behaviours (link attached) and identify those – we suggest no more than four -
which you propose to use as part of the selection criteria and specify the required level i.e. essential,
more demanding or most demanding. In the interest of minimising bureaucracy, please remember that
you assess Behaviours at interview only, thus streamlining the application and short listing stage.
Skills and Knowledge – Select required skills and level from the list of Generic Skills (link attached).
Guidance is no more than two - for example project and contract management, financial planning and
management. Specify any additional knowledge requirement (this may be not always be applicable) for
example, knowledge of employment law.
Experience – What is the minimum experience (work or otherwise) which is required or desirable for the
job for example, leading a dispersed team, implementing a new system or policy, working in the public /
private sector.
Qualifications - Please list the minimum qualifications or equivalent required for this role. Sometimes
the "equivalent" could be practical experience or a local qualification or other similar accreditation.
Qualifications should only be listed as essential if absolutely necessary for the job.
9 of 9 Recruitment Team June 2011