Job Description

We are looking for a Strategy HR business partner who is responsible for aligning the organization's objectives with employees and management, the role holder shall serve as a consultant to management on human resource-related issues. The HR Business Partner assesses and anticipates HR-related needs of the organization, communicates and develops solutions to fulfill the identified needs., The role holder formulates partnerships across the HR function to deliver value-added service to Clients. Organization Analysis: o Current Organization policies & procedures o Current Organization Structure o Current Department structure, critical positions, and High Potential Staff o Current Salary Benchmarks and Grade structures o Current Salary increment and promotions criteria. o Current reward & reorganization criteria Employee Survey o Feedback on working conditions (basic hygiene factors - workstations and tools, clarity of job profile and accountability, office facilities, etc.) o Feedback on Collegues o Feedback on Managers o Feedback on Organization (growth opportunities, autonomy, learning & development opportunities, communication) o Data analysis HRM Strategy Plan and Signoff o Amendment in HR Policies & Procedures o HR Process Flow signoff o Introduction of grade structure in Organization Structure o Performance Management Plan o Reward & Reorganization Plan o Career development and Succession Plan Manpower planning & Budgeting o Signoff of Organization structure with a growth plan for 3-5 years o Manpower costing and provisions for increments and promotions o Statutory costing o Bonus & reward costing Grade Structure o Creation of Sample grade structure based on revised Organization Structure o Salary Benchmarking for all designations o Allocations of grades to all staff based on sample grade structure o Allocation of the category of grade for each employee o Deviation analysis: Grade & category as per Job Profile v/s Grade & category as per current salary o Define strategies to rectify grades and categories for each position o Agreement on suggested Grade structure with Management o Introduce grade structure to all staff. HR Policy Manual o Evaluate current HR Policies o Suggest and agree on revised HR policies o Customize the employee manual for the client as per agreed revised policies o Review and approval of Management on the customized manual o Launch the manual as a restricted PDF copy, through the Smart HR portal ** client to be convinced to only launch employee manual on HR Portal to have complete control on the data sharing with the clients. Performance Management System o Options to be given to Management on available Performance Management Systems i.e. KRA, Balance Scorecard, Management by Objectives, Feedback based or Hybrid with complete SWOT analysis of each system. o Agreement with Management on the milestones and timelines of the project. o Define Performance Plan for CEO as per Performance Management system o Define Performance Plan for Senior Management and HODs o Define Performance Plan for other Staff ** organizations implementing Performance Management Systems are encouraged to create Performance Plans only up to Manager Grade and Feedback based performance plan for other staff for the first year, and subsequently peculate it down up to executive grade for the subsequent year. o Take commitment from all participants of Performance Plan i.e. sign of performance plan o Periodical reviews and reporting o Annual Performance Review o Performance rating and analysis Report to Management o Agreement on Reward and reorganization based on Performance Appraisal Outcome. o Agreement on Career and Succession Planning based on Performance Appraisal outcome. Reward & Recognition o Define front-end departments - Department whose performance can be directly linked to revenue generation for the organization o Define back-end departments - all departments that are not front-end departments o Define and agree on reward and reorganization budgets (**ideally based on annual business plan) o Define incentive structure based on agreed budgets o Define Bonus plan based on agreed budgets o Define criteria for earning a bonus for staff covered under the Performance Plan and other staff. o Launch Incentive and Bonus Plan o Define other monetary and non-monetary reward and reorganization plans in agreement with Management and roll out the same. Career & Succession Planning o Create a standard progression plan for each department in consistency with grade structure o Define rationale for career progression from one grade and category to another. o Approval and roll-out of Career Progression Plan for all staff. o Identify critical positions of the organization o Identify key competencies, skills, and experience requirements for the critical positions. o Identify high-potential staff who could be developed as the successor for the critical position o In case of a talent gap for a critical position, hire staff as the successor for the critical position o Develop Management Development Program for High Potential successors to bridge identified competence, skill, and experience gaps. o Create commitment to MDP with staff. o Periodic review on the progress of MDP. Job Type: Full-time Salary: From AED1.00 per month Ability to commute/relocate:

• Dubai: Reliably commute or planning to relocate before starting work (Required)