HR Manager | Strategy Consulting | Dubai

22 سبتمبر، 2022

0 3 4 دقائق

الوصف الوظيفي

ABOUT THE OPPORTUNITY:

The Manager, Human Resources will be an integral member of the Corporate Finance business segment’s HR team. This position will work closely with the segment’s Global HR Leader to determine, implement, and manage talent solutions necessary to support business growth, to engage and retain employees and to support a culture of collaboration, inclusion, development and flexibility. The HR Manager will also support HR functions such as strategic workforce planning, compensation philosophy and planning, Career Development, Performance Management, Staffing and reporting and analytics. This role will collaborate with HR team members, segment business leaders and Corporate HR center of excellence (COE) staff to manage the overall delivery of HR services to the business segment.

The successful candidate will help influence key metrics such as voluntary turnover, employee engagement/ culture and accurate headcount planning.

Primary Duties:

Career Development & Staffing

Responsibility for managing the staffing pool allocating resource to projects and business development activities while taking into account: skills, areas of development, expertise needed, geographical location and team structure.
With best practices, design, develop and implement global innovative talent management programs and processes to improve depth, quality and engagement of talent across the organization; including development and management of talent profiles, career paths, competency models, assessment tools, onboarding approach, diversity, organizational change framework, and team effectiveness tools. To ensure global consistency and continuous improvement.
Progress the implementation of a talent management framework related to performance management, talent reviews, succession planning, and alignment with learning and development offerings to enable outstanding organizational, team and employee/business performance.
Provide expertise relevant to the design, development and implementation of regular talent and performance review process which result in fairly and objectively define talents among the organization, and plan attractive and relevant career and development paths accordingly.
Serve as a strategic advisor and manage the aggregating of performance review data to better understand our talent, our talent gaps, and our succession bench strength.
Develop, initiate and maintain effective and smart programs for workforce retention through promotion and succession planning driven from company strategy and based on best practices in the field.
Drive a mentoring culture in the organization ensure mentors are successfully set up to promote a strong mentoring culture across their mentees.

Employee Engagement/Culture

The Manager, Human Resources, will work with other segment HR team members, as well as with segment business leaders & employees and the COE staff to implement several initiatives to improve engagement and retention.

Manage employee engagement initiatives to drive retention, including employee recognition programs, employee engagement surveys and associated follow-up sessions and action plans.
Act as a culture enabler influencing and supporting segment leaders on key focus areas such as diversity & inclusion, flexibility and career coaching and sponsorship.

Compensation, Workforce Planning, and HR Operations

Compensation Philosophy and Planning
- Work with the segment’s Global HR Leader and the COE Compensation team to manage and administer a fair and equitable pay for performance compensation philosophy for the segment.
- Manage and administer salary management for the segment including the Annual Compensation Planning process.
- Advise and guide segment leaders and coaches on appropriate compensation decisions.
- Advise and guide hiring managers and the Talent Acquisition team on new hire compensation recommendations and ensure all approvals are acquired and processes are complied with

Strategic Workforce Planning
- Manage the Talent Plan and Hiring Strategy in coordination with the segment’s Global HR Leader, the Global Finance Leader, the COE Talent Acquisition Team, and Segment business leaders to produce accurate and detailed headcount plans that are aligned with business strategy.
- Partner with COE Talent Acquisition Team and the COE HR Service Center on recruiting process and staffing administration for the segment to ensure appropriate requisitions are open to achieve Segment talent plan.

HR Operations:
- Work closely with other members on the segment HR team and the HR Service Center on managing employee lifecycle process to create:
  - an efficient and effective onboarding process that ensures that new employee transition is smooth and timely and that all HR administrative/compliance responsibilities are complete.
  - an out-going employee process that have leavers feel FTI is a place to recommend others, ensures all HR administrative/compliance needs are met, and that useful exit interview information is gathered and appropriately considered and addressed to drive future impact.
- Work directly with employees and managers and, where needed, the Employee Relations COE, on employee relations to effectively analyze and resolve issues and disputes and manage risk for FTI.
- Assist the Global HR Service Center in managing and implementing the necessary transactional aspects of the segment HR duties.
- Prepare and maintain segment specific HR reporting and metrics for segment leadership.

REQUIREMENTS:

Bachelor’s degree in a related field
5+ years of progressive HR experience.

Experience across multiple HR functions including Talent Planning, Performance Management/Career Development, Learning and Development, Strategic Workforce Planning, Compensation, Analytics and HR Operations.
Experience in linking HR initiatives to strategic goals of the business
Experience in dealing with employee relations issues.
Demonstrated effectiveness in supporting multiple business leaders across varied practice areas.
Highly effective interpersonal skills and a cooperative and approachable manner with internal clients and colleagues at all levels.
A good empathic listener with the ability to gathering and analyze information and determine and appropriate solution or approach. A problem-solver.
Ability to communicate, transfer knowledge and influence all levels of management in a professional and positive manner with excellent verbal and written communication skills.
Organized, including having the ability to prioritize, request assistance when necessary, work independently and quickly respond to situations and tasks in deadline-driven situations.
Demonstrated ability to successfully manage conflict and ambiguity.
High degree of integrity and ability to maintain confidentiality and discretion at all times.
Knowledge of PC and network environment; Proficiency in use of standard company software applications (Word, Excel, PowerPoint, etc.). Familiarity with PeopleSoft a plus.
Ability to travel, if requested.