Job Description

About the Company Established in the 1930s as a trading business, Al-Futtaim today is one of the most diversified and progressive, privately held regional businesses headquartered in Dubai, United Arab Emirates. Structured into five operating divisions; automotive, financial services, real estate, health, retail including M&S brand; employing more than 33,000 employees across more than 20 countries in the Middle East, Asia and Africa, we partner with over 200 of the world\'s most admired and innovative brands. Al-Futtaim\'s entrepreneurship and relentless customer focus enables the organisation to continue to grow and expand; responding to the changing needs of our customers within the societies in which we operate. By upholding our values of respect, excellence, collaboration, integrity; Al-Futtaim continues to enrich the lives and aspirations of our customers each and every day. For more information visit: www.alfuttaim.com AL-FUTTAIM VALUES: RESPECT I EXCELLENCE | COLLABORATION I INTEGRITY About the Role To act as a trusted advisor to all human capital management matters; to ensure a keen understanding of the business so as to implement HR strategies and practices that support robust business growth; reinforce a culture of performance focus, meritocracy and diversity; and comply with Group HR policy. Responsibilities Organizational Development A. Strategy In liaison with the HR Director create a HR strategy for the business and the annual HR Plan and 5 year plan. Communicate plans and progress against the plan to the HR Function and the Business Units. Create and support a continuous improvement environment for HR Activities within Plan the Business Units. B. Capability Ensure new employees are properly inducted into the business and given support to become productive as quickly as possible. Develop succession plans and retention strategies for key talent and positions. Develop and execute a learning and development plan that equips individuals with necessary skills. Formulate and implement performance management plans to improve performance or assist with exit from the organisation. HR Operations As a trusted advisor for the HRBP\'s on the ground, develop matrix and reporting MIS in order to ensure the key goals of HR operations are met (MPC, Productivity, Coverage and Turnover) weekly/monthly/ yearly. Conceptualise and implement best in class HR practices in line with the industry trends. Training & Development As part of the HR Plan specify training initiatives required to support the business, liaise with Group Training Department to ensure appropriate initiatives are delivered. Ensure training needs of key and high potential staff are identified and delivered. Ensure all key positions have identified successors. Employee Relations Manage ER issues within the business units. Support line managers in creating a culture of employee engagement based upon \'The Organization\'s values. Reinforce at all times a culture of meritocracy, performance-focus and diversity. Act as an advisor to line managers in order to educate them and minimise risk. Ensure compliance with local law and Group policy throughout the employee lifecycle. Communicate and implement changes to HR policies and procedures. Ensure disciplinary procedure is properly applied before any employee is exited from the business. Business Partnering Act as a trusted business partner and coach to Line management. Consult and support line managers across the business units. Focus on measuring the employee engagement of the business units and take actions necessary to improve it. Advice, coach and mentor management on people related issues. Act as change agent and facilitate transition. Workforce Optimisation Play an advisory role in creating and managing a lean and multi-skilled workforce. Support and facilitate the implementation of business structure reorganisation and consolidation to deliver efficiencies. Play a key role in communicating organisational messages and monitoring feedback within the business units. Ensure compliance with localisation policy and targets. Look at business unit productivity and take necessary actions to improve it. Financial Management Provide line management with regular and financial reporting of employee costs. Ensure annual manpower budgeting exercise is conducted accurately and efficiently. Create, obtain approval for and manage HR Department budget. Ensure HR Team adherence to the business financial systems and processes. HR Policy To ensure compliance to HR policy is maintained, to review and strengthen business internal controls and procedures, ensure compliance of DOA and provide leadership on process and governance. Ensure compliance with laws, regulations and other requirements. To ensure that Localisation focus is maintained and diversification goals are reinforced and achieved. Liaison Work closely with Country Management teams following the RACI model to ensure delivery of Brand concept and culture. Requirements Five years HR Generalist Experience. Previous experience as a HR Business Partner Job-Specific Skills: Change Management, Organisational Development, Management Development, Performance/Compensation Management, Recruitment & Selection, Employee Relations, Mentoring/Coaching, Human Capital Metrics Analytical skills, financial modeling skills, good communication skills and problem solving skills. Experience managing a fast-paced retail operation. Passion for people & processes Strong systematic organized to approach to work.

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