Role Summary:
Responsible for heading strategic initiatives that drive talent development, career progression, performance excellence, and employee engagement. Ensures alignment with SAFE goals by managing talent development programs, succession planning, competency frameworks, and HR strategies, while fostering a culture of continuous improvement and employee satisfaction within SAFE.
Main Responsibilities:
- Drive SAFE's learning and development initiatives by conducting training needs analysis, identifying skills gaps, and managing talent development programs aligned with career paths and succession planning.
- Lead the development and oversight of SAFE's career management framework, defining criteria for career movement and effectively managing promotions.
- Develop and implement a robust succession planning framework to ensure availability of critical role succession plans within SAFE.
- Develop and maintain a comprehensive competency framework, integrating both behavioral and technical competencies into talent management programs.
- Establish SAFE's performance management philosophy and foster continuous dialogue between managers and employees to support strategic objectives.
- Play a key role in defining and aligning the HR strategy, manage HR initiatives and projects, and promote data-driven HR decision-making through analytics.
- Ensure SAFE organizational structure and job descriptions are up-to-date, aligned with strategy, and facilitate workforce planning activities to meet operational objectives.
- Develop and implement SAFE's rewards philosophy, compensation, and benefits programs based on job evaluation outcomes for talent acquisition and retention.
- Develop and maintain the HR policies and procedures manual, ensuring alignment with best practices and compliance with laws and regulations.
- Oversee people governance activities to proactively mitigate potential people-related risks within SAFE.
- Drive and implement strategies to enhance employee engagement and satisfaction within SAFE, including conducting surveys, analyzing feedback, and collaborating with teams to create and execute action plans that promote a positive workplace culture and employee well-being.
Managerial Accountability
Human Capital Development:
- Foster a culture of cooperation, learning, and development.
- Provide development advice to direct reports.
- Attract, recruit, and retain a high-performance team; provide mentoring and feedback.
Required Qualifications:
- Minimum bachelor’s degree, Human Resources, Business, Business Psychology or Organizational Management.
- +10 years of experience in various rules.
- CIPD or SHRM are preferred
Leadership Competency
Driving Success:
- Translates SAFE vision and goals into clear, specific, and achievable objectives. Takes control of projects, leading on key tasks and monitoring others to ensure they fulfill their roles effectively.
- Demonstrates belief in and personal commitment to SAFE vision and mission. Fulfills commitments while maintaining high levels of productivity and output for self and team
Building Relationships:
- Builds an understanding of key stakeholders (including shareholders) , their needs, drivers, and constraints. Develop common understanding across widely competing needs.
- Interacts well with others, quickly establishing rapport and maintaining useful relationships with internal and external stakeholders for the organization’s benefit.
Engaging Individuals:
- Creates a team identity and shared purpose among team members. Articulates the vision for the future to motivate others to action. Finds effective ways to empower individuals and help them succeed.
- Focuses on developing, coaching, and mentoring talent to enhance skills, knowledge, and abilities to improve individual and organizational performance.
Core Competency:
Dependability:
- Self-driven and act proactively.
- Pursues goals with persistence and stamina, works on tasks thoroughly, ensuring accuracy and meeting standards.
- Maintains high levels of quality and effectiveness of work output and achieves outstanding results.
Collaboration:
- Collaborates constructively with people at all levels across the organization.
- Helps colleagues, always be available to the team, and delivers on team commitments.
- Trusts the guidance and direction of colleagues and senior members of the team.
Analytical Thinking:
- Examines, evaluates, and analyses different types of information objectively.
- Spots trends and patterns, establishes key facts clearly and interprets numerical data effectively.
- Provides insights and identifies ways to improve things. Trusts intuition about which methods will work best.
Effective Communication:
- Listens attentively and seeks to understand before being understood.
- Explains things clearly and articulates and presents information effectively and confidently.
- Challenges ideas effectively and presents persuasive arguments by presenting a strong case.
Functional Competency:
Total Reward Management
Develops, implements, and administers compensation and cost-effective benefits programs and elements such as pension plans, life, health, and disability insurance, salaries, short- and long-term incentives, job evaluations, performance-based pay, salary increase, and surveys.
Business Consultation and HR Analytics
Ability to utilize functional knowledge in measuring, evaluating, analyzing, and reporting the impact of HR metrics to improve the organization’s workforce performance and enable evidence-based decision-making. And to advise stakeholders, inform policies development and interventions plan, and develop HR strategies.
Organizational Design and Effectiveness
Leverages understanding of organization design principles and changes in the business environment to assist leaders in enhancing the organization structure by identifying new organizational structures and modes of governance to assist SAFE leaders in achieving their organization strategy. Understands and differentiates between jobs from the knowledge and skill-sets perspectives and clusters jobs within job families.
Workforce Planning
Engages with stakeholders and functional leaders across SAFE to identify functional and organizational workforce strategies, plans, and priorities regarding rightsizing and capabilities. Able to adopt a collaborative approach and has a multi-disciplinary understanding ( e.g., systems, structures, people practices, rewards, performance measures, policies, processes, business requirements, forecasting, and the wider environment).
Project Management
Demonstrates the discipline of planning, organizing, and managing resources and activities to achieve specified outcomes within a clearly defined timeframe and according to standards.
Employee Experience
Understands the concepts and practices of employee experience. Ability to connect and interrelate various factors influencing employee experience, developing, and executing the overall plan for employee engagement and survey implementation, including analysis and action planning.
Talent Management
Understands concepts and methodologies of talent management programs, including training and development, performance management programs, succession planning, career development and other programs to ensure the needs of SAFE are met.
Learning and Development
Ability to analyses learning and training needs, design, develop, implement and evaluate learning and development programs and initiatives aiming at raising the capabilities of SAFE employees and raise the quality of its operations in line with the corporate mission, vision and organizational goals.
