职位描述
Title: HR Head
Reporting Relationship: GM
Span of Control: May manage up to 4 professionals/managers and responsible for their training and development. May manage several project teams with senior management members as required, across businesses and countries in a sizeable region.
Position Summary:
To be a leader and business partner in the HR function to medium-sized, businesses, ensuring “Employer of Choice” status, bearing in mind risk, control and compliance issues.
Position Objectives:
o To work with the businesses to fully understand their manpower requirements as the businesses grow or change.
o To advise, counsel and help the businesses recruit, retain and deploy their resources to meet business requirements and to maintain “Employer of Choice” status
o To enhance the region’s overall performance by managing the talent growth and development in the businesses.
o To design and implement attractive compensation/benefits strategies appropriate to the businesses
o To promote positive employee communication through focus groups and initiate new ideas and HR strategies to enhance employee satisfaction and productivity.
o To enhance organizational development through innovative programs
o To ensure the HR function’s due adherence to risk, control and compliance policies and procedures.
o To be responsible for the function’s expense management and work efficiency.
o To encourage an active role in the community where we live and be responsible to our franchise
Complexity/Business Relationships:
o Generally responsible for medium-sized, complex businesses/businesses in multiple locations in a sizeable region.
o Typically resolve highly complex and diverse issues with substantial organizational and regional impact independently
o Interact with regions/countries' senior line/business managers and HR managers
Position Responsibilities:
1. Operational Results
o Accountable for managing the staff turnover rate and the employee satisfaction index
o Accountable for the decisions made within his/her jurisdiction and in compliance with relevant laws and regulations.
o Accountable for HR policy/project roll-outs across countries in the region.
o Lead in identifying the key HR issues of the countries/businesses and coordinate resources to ensure efficient delivery of services
o Interpret the countries/businesses HR strategies and, with pertinent market knowledge, ensure the HR programs are consistent with the strategies.
o Lead and manage the entire recruitment and selection process for the management in the countries/businesses.
o High participation and leadership in the countries/businesses’ talent/MA management, development and retention process.
o Initiate and implement appropriate compensation/benefit strategies in the businesses.
o Lead and manage the necessary changes in HR focus, with knowledge of economic, market, country demographic conditions, etc.
o Manage the department/function’s budgetary plan and recommend budgets at business and regional levels.
2. Risk and Control
o Maintain acceptable operating standards with particular attention to quality of work, compliance with institutional policies and procedures, and local regulations, and that all RCSAs are completed as required.
o Work closely with Country HR and Audit to ensure compliance with respect to regular review of processes/systems, monthly/quarterly compliance and control and regulatory requirements.
o In staff recruitment, to ensure that reference checks are completed as required and in a timely manner.
o Manage the department/function’s costs in an effective and efficient manner.
o Ensure that department team members exercise prudent judgement in the evaluation of project costs and controls, risks and regulatory compliance.
3. People/Performance Management
o Coach, guide and mentor HRGs and line mgrs. in their HR leadership functions and responsibilities.
o Responsible for coaching, developing, mentoring and motivating staff, high potentials/HRMAs and HRGs from the countries/businesses to achieve superior results. Implement activities designed to attract, develop and retain a diverse team.
o Establish and communicate specific, measurable performance standards and goals for HR Generalists and assessing performance on a regular basis.
o Communicate the company’s key messages and perspectives to the HR team to motivate them to higher performance.
o Promote positive employee communication by facilitating focus group discussions and staff counseling.
o Plan and implement training and career development programs to ensure employee retention and a high level of HR expertise, to ensure a good succession pipeline for the HR function, across businesses.
o Introduce cutting-edge practices to enhance organizational development.
o Model behaviors critical to success in a consistent and observable manner with actions consistent with “best practices” such as self-development, integrity and giving others feedback. Set high standards for self and others.
o Uphold staff morale towards increased output and productivity and motivate staff through equitable reward/recognition.
4. Customer/Franchise Performance
o Review and implement HR policies together with HR Functional Head and countries' HR Generalists. Advise the businesses in the region on HR leadership and strategy issues.
o Work closely with the line managers in the region to determine the management resource requirements prior to sourcing and hiring.
o Work with businesses in their talent management process, designing and implementing the career development paths for their high potential and management staff, to ensure employee retention and good succession pipelines in the countries/businesses in the region.
o Drive the Management Associate development programs in the countries/businesses.
o Promote positive employee communication by facilitating management group discussions and counseling, across businesses.
o Work closely with Specialists in matters/projects relating to compensation, manpower planning, talent management and organization development.
o Manage employee relations including staff communication, employee activities, counseling, etc.
o Build effective working relationships within and outside of peer group, and within the external HR community that contribute to the capability of the department
5. Community
o Actively champion all Group initiatives within the department and the local community.
o Develop and encourage individual and department involvement in the community.
Experience:
o 10 or more years’ Human Resources experience, both in breadth and depth, with three to four years’ supervisory experience
o BA/BS or equivalent.
o Have been involved in at least one major organizational change project that addressed a key business issue and involved senior executive visibility. Also understand cost/revenue implications for the project/business.
Skills/Abilities:
o Excellent knowledge of the business organization, strategies and key HR issues.
o Able to align organizational capability with thorough knowledge and practical application of all HR disciplines: staff relations, recruiting, compensation, benefits, manpower planning, organizational development, training.
o Excellent leadership, management, communication, negotiating and human relations skills
o Able to develop business partnerships and connect others with people with the appropriate information
o Proactive, e.g. anticipate and analyze problems and look for viable solutions rather than wait or rely on others for directions
o Strong knowledge of the HR market, issues and the state-of-the-art concepts and applications
o Able to lead roll-out of project implementations across businesses and countries.
o Able to lead-by-example, manage change and gain commitment in case of situations out of the norm.
o Able to coach, engage, influence and mentor HRGs, high potentials and managers in the businesses.
o Able to ensure a pipeline and develop the next-level HRGs for the businesses.
o Able to honor commitments made to business partners, e.g. deliver quality solutions on schedule and within budget
o Sound business compliance and control judgement with up-to-date awareness of the regulatory framework within which the business/function must operate.
o Understand key financial concepts as they apply to the company business
o Focused and able to set, drive and achieve results with minimum support from superiors; yet flexible and adaptable.
o Decisive; act with a sense of urgency and quickly move issues to resolution, yet prepared to take decisive action without undue deliberation
o Able to take accountability and responsibility in leadership role.
o Mature, professional and objective when dealing with others, e.g. gets along with others even when differences in opinions exist or when an issue is being confronted, sees all sides of an issue and integrates others' input into own way of thinking.
Reporting Relationship: GM
Span of Control: May manage up to 4 professionals/managers and responsible for their training and development. May manage several project teams with senior management members as required, across businesses and countries in a sizeable region.
Position Summary:
To be a leader and business partner in the HR function to medium-sized, businesses, ensuring “Employer of Choice” status, bearing in mind risk, control and compliance issues.
Position Objectives:
o To work with the businesses to fully understand their manpower requirements as the businesses grow or change.
o To advise, counsel and help the businesses recruit, retain and deploy their resources to meet business requirements and to maintain “Employer of Choice” status
o To enhance the region’s overall performance by managing the talent growth and development in the businesses.
o To design and implement attractive compensation/benefits strategies appropriate to the businesses
o To promote positive employee communication through focus groups and initiate new ideas and HR strategies to enhance employee satisfaction and productivity.
o To enhance organizational development through innovative programs
o To ensure the HR function’s due adherence to risk, control and compliance policies and procedures.
o To be responsible for the function’s expense management and work efficiency.
o To encourage an active role in the community where we live and be responsible to our franchise
Complexity/Business Relationships:
o Generally responsible for medium-sized, complex businesses/businesses in multiple locations in a sizeable region.
o Typically resolve highly complex and diverse issues with substantial organizational and regional impact independently
o Interact with regions/countries' senior line/business managers and HR managers
Position Responsibilities:
1. Operational Results
o Accountable for managing the staff turnover rate and the employee satisfaction index
o Accountable for the decisions made within his/her jurisdiction and in compliance with relevant laws and regulations.
o Accountable for HR policy/project roll-outs across countries in the region.
o Lead in identifying the key HR issues of the countries/businesses and coordinate resources to ensure efficient delivery of services
o Interpret the countries/businesses HR strategies and, with pertinent market knowledge, ensure the HR programs are consistent with the strategies.
o Lead and manage the entire recruitment and selection process for the management in the countries/businesses.
o High participation and leadership in the countries/businesses’ talent/MA management, development and retention process.
o Initiate and implement appropriate compensation/benefit strategies in the businesses.
o Lead and manage the necessary changes in HR focus, with knowledge of economic, market, country demographic conditions, etc.
o Manage the department/function’s budgetary plan and recommend budgets at business and regional levels.
2. Risk and Control
o Maintain acceptable operating standards with particular attention to quality of work, compliance with institutional policies and procedures, and local regulations, and that all RCSAs are completed as required.
o Work closely with Country HR and Audit to ensure compliance with respect to regular review of processes/systems, monthly/quarterly compliance and control and regulatory requirements.
o In staff recruitment, to ensure that reference checks are completed as required and in a timely manner.
o Manage the department/function’s costs in an effective and efficient manner.
o Ensure that department team members exercise prudent judgement in the evaluation of project costs and controls, risks and regulatory compliance.
3. People/Performance Management
o Coach, guide and mentor HRGs and line mgrs. in their HR leadership functions and responsibilities.
o Responsible for coaching, developing, mentoring and motivating staff, high potentials/HRMAs and HRGs from the countries/businesses to achieve superior results. Implement activities designed to attract, develop and retain a diverse team.
o Establish and communicate specific, measurable performance standards and goals for HR Generalists and assessing performance on a regular basis.
o Communicate the company’s key messages and perspectives to the HR team to motivate them to higher performance.
o Promote positive employee communication by facilitating focus group discussions and staff counseling.
o Plan and implement training and career development programs to ensure employee retention and a high level of HR expertise, to ensure a good succession pipeline for the HR function, across businesses.
o Introduce cutting-edge practices to enhance organizational development.
o Model behaviors critical to success in a consistent and observable manner with actions consistent with “best practices” such as self-development, integrity and giving others feedback. Set high standards for self and others.
o Uphold staff morale towards increased output and productivity and motivate staff through equitable reward/recognition.
4. Customer/Franchise Performance
o Review and implement HR policies together with HR Functional Head and countries' HR Generalists. Advise the businesses in the region on HR leadership and strategy issues.
o Work closely with the line managers in the region to determine the management resource requirements prior to sourcing and hiring.
o Work with businesses in their talent management process, designing and implementing the career development paths for their high potential and management staff, to ensure employee retention and good succession pipelines in the countries/businesses in the region.
o Drive the Management Associate development programs in the countries/businesses.
o Promote positive employee communication by facilitating management group discussions and counseling, across businesses.
o Work closely with Specialists in matters/projects relating to compensation, manpower planning, talent management and organization development.
o Manage employee relations including staff communication, employee activities, counseling, etc.
o Build effective working relationships within and outside of peer group, and within the external HR community that contribute to the capability of the department
5. Community
o Actively champion all Group initiatives within the department and the local community.
o Develop and encourage individual and department involvement in the community.
Experience:
o 10 or more years’ Human Resources experience, both in breadth and depth, with three to four years’ supervisory experience
o BA/BS or equivalent.
o Have been involved in at least one major organizational change project that addressed a key business issue and involved senior executive visibility. Also understand cost/revenue implications for the project/business.
Skills/Abilities:
o Excellent knowledge of the business organization, strategies and key HR issues.
o Able to align organizational capability with thorough knowledge and practical application of all HR disciplines: staff relations, recruiting, compensation, benefits, manpower planning, organizational development, training.
o Excellent leadership, management, communication, negotiating and human relations skills
o Able to develop business partnerships and connect others with people with the appropriate information
o Proactive, e.g. anticipate and analyze problems and look for viable solutions rather than wait or rely on others for directions
o Strong knowledge of the HR market, issues and the state-of-the-art concepts and applications
o Able to lead roll-out of project implementations across businesses and countries.
o Able to lead-by-example, manage change and gain commitment in case of situations out of the norm.
o Able to coach, engage, influence and mentor HRGs, high potentials and managers in the businesses.
o Able to ensure a pipeline and develop the next-level HRGs for the businesses.
o Able to honor commitments made to business partners, e.g. deliver quality solutions on schedule and within budget
o Sound business compliance and control judgement with up-to-date awareness of the regulatory framework within which the business/function must operate.
o Understand key financial concepts as they apply to the company business
o Focused and able to set, drive and achieve results with minimum support from superiors; yet flexible and adaptable.
o Decisive; act with a sense of urgency and quickly move issues to resolution, yet prepared to take decisive action without undue deliberation
o Able to take accountability and responsibility in leadership role.
o Mature, professional and objective when dealing with others, e.g. gets along with others even when differences in opinions exist or when an issue is being confronted, sees all sides of an issue and integrates others' input into own way of thinking.