Director HR Transformation

Purpose of the job

• Leading the HR transformation journey through best practices & technologies in order to achieve new company prospective. Help the CHRO to operate both strategically and operationally and enhance the depth of HR experience to not only set the roadmap but also to design, execute, deliver, projects with HR team. They will be required to provide an expert assessment on HR projects and interfacing with senior HR and business stakeholders, to ensure prioritization based on business values.

• The scope of this role will also cover HR Business Partnering with all the functions within SADAFCO (Sales Operations, Supply Chain/Manufacturing, Marketing, Finance, IT, Legal, PR/Government Relations etc.). The role is to act as a consultant to the functional leaders on all issues pertaining to human resources. To give input on short- and long-term strategic goals for the business, and to interpret the role that HR can play in helping to achieve those outcomes and drive value to the business. The role works collaboratively with leaders to prioritize strategic people priorities and solutions that accelerate the achievement of business plans through talent management, diversity and inclusion, rewards and recognition and organizational effectiveness.

Key Accountabilities

• Lead the HR transformation – allowing HR to function as an enabler & strategical rather than an administrator.
• Manage the HR transformation team to oversee elimination of repetitive tasks in HR procedures and record-keeping.
• Apply advanced subject matter knowledge and methodology to complex business issues, such as HR transformation, and organizational restructuring.
• Lead on defining key transformational/improvement changes for people systems and processes, to improve the employee journey through improved usability and accessibility of the system.
• Lead productivity & quality improvement projects.
• Work closely with the head for the People Excellence division to ensure that all operational metrics and procedures are well defined, documented and have clear Standard Operating Procedures.
• Ensure the support of relevant support functions to ensure operational objectives and deliverables are achieved.
• Ensure standardization and simplification of processes and roll out of relevant systems.
• Monitor end to end process flow of delivery units to identify opportunities of improvement and convert them into action plans in cooperation with key stakeholders.
• Work closely with HR and other key stakeholders, and line managers to ensure an inclusive process that best enables system integrations to provide solutions for future challenges.
• Work with the HR team to oversee and test new updates in the system, increase in efficiency and data integrity, advising on any changes needed to guide and increase the capacity and capability in the HR team to carry this function out in the future.
• Create an effective channel for feedback and suggestions for improvement of process.
• Providing an expert assessment on HR projects and interfacing with senior HR team.
• Deliver HR strategy for the attainment of functional objectives in an ever changing external and complex internal environment.
• Be a Business-Partner to the functional team. Provide support in business delivery through talent development process and tools.
• Deliver the talent agenda for the function such as casting people in right roles, succession planning for roles, proactive talent mapping for key roles, building gender diversity and creating an inclusive environment.
• Drive people management capability and performance culture through line manager coaching by effectively using performance management processes and by developing leadership behaviors (feedback and coaching).
• Drive the well-being agenda to build a more inclusive and pioneering culture in the organization.
• Perform audits on HR processes and documents, including hiring, termination of service, and payroll administration, as and when required.
• Strengthen capability of employees across SADAFCO and improve employee engagement.
• Enhance HR staff experience, transactional transparency, and employee productivity by developing and implementing new processes and systems for efficient HR management.
• Implement and coordinate change initiatives to support enhanced organizational effectiveness within the business.
• Ensure that HRBPs and their teams are implementing & monitoring the performance management process to manage the business and guide them according to the company strategy.
• Be an active facilitator of Employer Branding.

Job Requirements

• Ideal candidate should have demonstrated ability to evolute all HR functions, from process of seamlessly adapting and integrating service delivery, talent, and technology into HR strategy to create greater business value—by driving both operational excellence and strategic impact.
• Education level: University Graduate.
• 10-12 Years of Experience in all HR roles with good knowledge of key HR processes, structure, system, performance, engagement, and responsibilities across the entire HR functions.
• Previous experience in the assigned function would be an added advantage
• Ideally has had experience of HR service centre environment as well as hands-on HR management experience in the business.

Job Competencies & Skills

• Prioritize People in the Transformation
• Secure Leadership & Senior Management Buy-in
• Adopt the Right Technology
• Create a Plan for Transformation
• Let Data Guide the Transformation
• Business process re-engineering knowledge
• Ability of Change
• HR Change Facilitation
• Organizational Effectiveness
• Performance Improvement
• Change Management
• Stakeholder Management
• Coaching senior levels
• Conflict Management
• Strong planning and organization skills