Vəzifə: HR (Temporary)

İşəgötürən: Automation Company

Main Accountabilities

 

 Inputs to strategic plan of business unit, determines HR implications deriving from business strategies & plans and consults/advises line management on potential solutions

 Acts as HR strategist, as well as change agent and implementation adviser, is familiar with the strategic plans of the unit and can help managers translate strategy into practice

 Manages HR processes and supports local management to develop and maintain a powerful talent ‘pipeline’ for the business.  Ensures effective training plans are developed and implemented, particularly for high potential staff and graduates.

 Helps line management to resource and align employees capabilities (numbers, professions, locations, competencies) to the mid to long term business needs ie succession plan.

 Supports development of and drives recruitment plan for mature recruitment and graduates. Develops culture and climate. Champions communication and staff engagement. 

 Coaches line managers to become excellent leaders.  

 Defines how agreed HR policies apply to local business and adapts them to the unit’s context. Develops plans and communicates effectively to ensure consistent implementation

 Provides support for local operational HR issues.

 Provides support to local collective bargaining or consultation processes and consulting with employee representatives as appropriate. 

 Supports line management in finding individual solutions for employees on site, eg. conflict resolution, long term sick, performance management and other non-standard HR processes 

 Ensures delivery of high value HR service to the local business and positively manages the partnership with UK HR teams.

 Develops local understanding of HR service model and directs employees on how to access HR services

 Participates or leads HR project work on behalf of the local business as required.

 Promotes and supports CPD by ensuring resources (tools, mentors, frameworks,) are available and appropriate communications happen to maximise CPD opportunities in conjunction with the  UK L&D Manager

 Managing of Employment and Migration Legislation

 

Dimensions

 

Subordinates: 2 direct 

HR responsible for: 25 direct Azeri employees, 45 indirect employees

 

Challenges

 

 Implementing agreed HR strategy to support  the local businesses in achieving their growth plans 

 Developing and delivering resourcing strategy including branding, routes to market, retention, reward & benefit benchmarking

 HR support to a team who work internationally

 

Knowledge, Skills and Experience

 

 5 years’ experience in HR 

 Broad generalist HR knowledge (reward, development, employee relations, resourcing)

 Business knowledge including strategies and plans at local level

 Ability to adapt to changing business environment and priorities

 Change management, influencing and communication 

 Consulting skills

 Project management and delivery focus

 Detailed understanding of local employment law

 Intercultural awareness 

 Collaboration and teamwork

 Influencing and stakeholder management

 

E-mail: [email protected]

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