Job Description

The HR Director is responsible for recommending and coordinating the execution of the human resource strategy in support of the overall business plan and strategic direction of the organization

KEY RESPONSIBILITIES:

HR Strategy

Provides strategic leadership by articulating HR needs and plans to the executive management
team.
Translates the strategic and tactical business plans into HR plans. Evaluates and advises on the impact of long-range planning of new programs/strategies and regulatory action as those items affect the attraction, motivation, development and retention of the people resources of the organization. Participates in the development of the organization's plans and programs as a strategic partner,
but particularly from the perspective of the impact on people.

HR Systems and Process

Enables the management of all of the people functions of the organization in accordance with the policies and practices, the ethical and social consciences of business and society, and the laws, regulations and administrative rulings of governmental organizations and other regulatory and advisory authorities and organizations. Supports effective managerial application through the development and deployment of fit for purpose HR processes including, succession planning, talent management, change management, organizational and performance management, training and development, compensation and benefits, employee and labour relations, payroll and employee administration (within the context of the regional policy and HR framework). Develops staffing strategies and implementation plans and programs to identify talent within and outside the organization. Identifies appropriate and effective external sources for candidates for all levels within the organization. Develops programs to allow the organization to embrace applicants and employees of all backgrounds and to permit the full development and performance of all employees.

Organizational Design

Coordinate the implementation of Keolis way - organizational effectiveness model throughout the business to ensure that the necessary conditions are in place to enable each employee to fully contribute to the delivery of the business objectives and work to their full potential. Coordinate the annual employee survey program to drive employee engagement through a program of targeted interventions on the identified organizational deficiencies.

HR Leadership and Organization

Participate in the development of the plans and programs of the organization as a Strategic Business Partner (HRBP), particularly from the perspective of their impact on people. Plans, develops, organizes, implements, directs and evaluates the organization's human resource function and performance. Provides technical advice and knowledge to others within the HR discipline. Manages the budget and other financial measures of the HR department. Stakeholder Relations Develops, implements, and manages labour relations in an effort to ensuring company complies with the collective bargaining agreement. Maintain productive trade union relationships, ensuring the organizations interests are represented at all times and that the trade unions are engaged, and the relationship enables the sustainable success of the organization. Work with the trade unions to establish working conditions that enable change and career development for our people in a safe and efficient manner.

KEY SKILLS

Ability to liaise in a professional and persuasive manner with staff at all levels in the The HR Director needs to understand the metro system at hand as well as the organization and policies in place. Strong experience in local culture and regulatory environment. Understanding of political and economic trends in the country. Service oriented culture: build trust with operational managers at all levels. Strong experience in working collaboratively and cross-functionally. Excellent communication (verbal and written) and negotiation skills as well as relationship management skills. Role model in integrity and ethical standards. Proactive attitude with a strong sense of conviction. Experience from large complex disposal/integration processes, and large and long contracts. Previous work in Public Transportation (desirable) or in complex and big organisations Comfortable in representing the corporation to relevant stakeholders. Manage priorities effectively with enough flexibility to respond to changing needs and requirements. Acts on own initiative and able to take a creative, innovative approach as well as work as part of a team. Has a strong leadership and business acumen. Competent in Global & Cultural Awareness, Critical Evaluation and Consultation. Expert in Requisite Organization model (foundation of Keolis Way) Experience.

EXPERIENCE

Minimum of 10 - 15 years' generalist/operational HR experience. Minimum of 5 years' experience advising at a senior management level/board level as a HR Director. Experience of leading a team of people. Practical experience of delivering change in complex and demanding environments. Experience of working in a diverse, multi-site organisation. Client facing experience Experienced coach and mentor.

EDUCATIONAL AND PROFESSIONAL QUALIFICATIONS

Bachelor's degree in Social Sciences or other professional degree from top schools, with a postgraduate specialization in HR, master's degree in HRM, business or public administration, or closely related field. * At least ten years of applicable experience in the Public Service industry (preferred) or in corporate and complex organisations.