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a) Corporate Responsibility:
§ Advise Haya’s leadership team on the development of an appropriate Organization structure that is dynamic and delivers the companies strategy.
§ Provide coaching to management on addressing a variety of employee issues such as performance while effectively mitigating business and company risk.
§ Partner with leaders on organizational change initiatives. Provide insight on restructuring or organizational design.
b) HR Development Strategy, Plans and Budgets:
- Proactively recommend Human Resources strategic and tactical plans to support the business goals.
- Assist in the development of strategic Human Resources programs that will engage, develop and retain employees.
- Develop HR Development strategies, plans, resources, budgets and structures that facilitate the delivery of agreed organizational objectives.
- Review and monitor performance to ensure HR strategies, plans and targets are achieved.
c) Haya’s Policies, Processes, Procedures & Legislations:
- Develop, review and gain agreement from the leadership team on the Human Resources System, procedures, which will steer and guide the HR processes in the organization
a) Manage and monitor implementation and ensure consistency and equity in approach to all staff issues and that HR processes are conducted in an efficient and effective manner within all business units of Haya.
d) Organization Development:
b) Define an optimum organisation structure for the HR Development function so that resources are optimally utilised and communication can take place in an efficient manner.
e) Manpower Planning:
- Prepare, forecast, and budget the manpower plan for Haya in coordination with Department Heads, in accordance with the business needs, and in line with the organization’s requirements and management directions.
f) Recruitment:
- Develop the recruitment policy and ensure adherence to it so as to see that only the people that meet the company needs are recruited
g) Performance Management:
- Establish and oversee the implementation of appropriate processes for identifying key performance indicators and managing performance to ensure clarity of contributions expected of individuals and allow for linkages between performance and reward, aligned with delivery of corporate objectives.
- Partner with management to ensure that all employees are provided clear and consistent feedback on performance; provide performance improvement recommendations and/or training where growth opportunities exist for employees to develop additional job skills.
- Ensure full integration and alignment of the Performance Management System with the Balanced Scorecard system.
- Identify and define methods to assess and measure people, organization and culture performance and implement action plans for continuous improvement
h) Omanization:
- Develop an Omanization plan through Development program to ensure approved Omanization target is met.
i) Training and development:-
- Develop an effective training and development policy, procedure, and guideline.
- Ensure that all jobs has a job profile and develop a core competency to each job.
- To ensure that all staff have a development plan
- Ensure that the annual training needs are linked to the competency gap and design appropriate Training programs.
- Initiate Training Programs and Knowledge Transfer programs in order to improve awareness, communication and know-how within the company.
j) Talent Management & High Potential Talent:
- Drive and lead the implementation of integrated talent & succession strategies and processes
- Develop & Manage the process of career development plans at the individual levels, succession plans for employees, etc. to enhance and ensure employee motivation, engagement and loyalty to the company
- Design and run HiPo processes and next generation leadership development initiatives
- Define leadership learning and development for Leadership Team and other Management Communities
- Design competency and capacity building for HR team
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