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HR Business Partner Required in Dubai
The HR Business Partner - Organizational Development will play a crucial role in leading and supporting end-to-end OD projects tailored to the specific business needs of the Kleindienst Group. They will be responsible for driving effective ways of working, advising and coaching business leaders and senior HR decision makers, and implementing OD initiatives to enhance the organization's effectiveness. The role will involve developing OD toolkits, establishing consistent standards, and collaborating with other HR functions to simplify and enhance job architecture. The HR Business Partner will primarily oversee performance management, talent management, HR budgeting, policy...
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HR Business Partner Required in Dubai
The HR Business Partner - Organizational Development will play a crucial role in leading and supporting end-to-end OD projects tailored to the specific business needs of the Kleindienst Group. They will be responsible for driving effective ways of working, advising and coaching business leaders and senior HR decision makers, and implementing OD initiatives to enhance the organization's effectiveness. The role will involve developing OD toolkits, establishing consistent standards, and collaborating with other HR functions to simplify and enhance job architecture. The HR Business Partner will primarily oversee performance management, talent management, HR budgeting, policy development, and employee development.
Key Responsibilities:
1. End-to-End OD Project Delivery:
• Lead and manage OD projects from initiation to completion, ensuring designs are attainable and aligned with business needs.
2. Strategic Organization Design and Effectiveness:
• Serve as a strategic partner to business leaders and senior HR decision makers, providing advice, coaching, and challenging viewpoints.
• Offer options and recommended solutions to aid decision-making processes.
3. Specialist OD Expertise and Consultancy:
• Apply deep specialist knowledge in OD and change management to support People Partners on specific OD initiatives.
• Assist in the development and application of OD approaches, tools, and designs.
• Develop toolkits and standards to establish a common OD framework and templates.
• Collaborate with L&D to conduct OD masterclasses and upskill People Partners and business stakeholders.
4. Group Job Architecture and Governance:
• Support the Group HR Director of Organization Development in maintaining the relevance and governance of Group job architecture.
• Collaborate with other HR functions, such as Rewards and Talent Management, to simplify and enhance job architecture.
5. Job Profiling and Restructuring:
• Facilitate a comprehensive job profiling and restructuring exercise for the entire company to formalize job descriptions for all unique roles.
• Act as a change management agent in the proposal and development of new HR systems for improved operational efficiencies and service quality.
• Suggest new pay schemes based on business needs and benchmark pay scales.
• Develop and update organization charts and department charts.
6. Performance Management and HR Function Development:
• Oversee and manage a performance appraisal system that drives high performance.
• Support the long-term development and performance of the HR function to ensure high-quality service delivery and continuous improvement.
• Forecast and assess staff and competencies to determine the organizational structure that best supports business objectives.
• Manage the talent system, set objectives, conduct performance reviews, and support staff in setting SMART objectives.
• Advise managers as needed and conduct probationary reviews for new joiners.
7. HR Budgeting and Policy Development:
• Prepare and submit HR budget, including discussions with department heads on new skill requirements and department development plans.
• Provide guidance to managers on HR policies and procedures.
• Ensure all HR policies and processes are legally compliant and minimize legal and reputational risks.
9. Career Development and Succession
• Develop and implement succession plans for new and existing employees.
• Monitor employee satisfaction and identify areas for improvement.
• Conduct training needs analysis in collaboration with process owners to design employee development programs.
• Prepare MIS reports and analytical reports.
• Analyze statistical data and reports to identify causes of personnel problems and recommend organizational improvements.
Qualifications and Skills:
• Demonstrated specialist level of Organization Design and Effectiveness expertise deployed in large, complex organizations
• Demonstrated project management and governance of large-scale OD projects, including flexibility to adapt an approach and timelines as needed.
• Well informed about OD methodologies, trends and best practice, bringing relevance to the Group
• Bachelor's degree in Human Resources, Organizational Development, or related field (Master's degree preferred).
• Proven experience as an HR Business Partner or in a similar role
• Extensive experience in Performance Management and Certification in HR or OD-related fields is a plus.
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