Chief People Officer – Devsinc Jobs

Job Description

To provide expert strategic direction and leadership to the organization in all areas of People & Culture in order to help the Management make key business decisions, as per organization’s Vision, Mission and both near-term and long-term Strategic Business Objectives. Propose the HR policies framework and makes recommendations in area of performance evaluation, manpower planning and employees benefits and succession planning across the organization. In addition, ensure all approved strategies and policies are implemented across organization.

Key Areas/Deliverables

Strategic Contribution:

Liaise with the HR & RC and the CEO to develop and implement a robust HR strategy.
Create and establish yearly organizational KPIs in consultation with the Business Leaders of each entity that align with the group’s plan for growth and expansion.
Provide strategic direction and guidance across the organization by providing HR expertise in organizational development, people strategy, talent acquisition & retention, benefit structure and ensuring local laws compliance. Provide HR plan on projects and initiatives of the Company.
Ensure that the department objectives are effectively communicated across the department and a line of sight is created between individual jobholders and the departmental / unit strategy.

HR Business Partnering:

Function as a strategic HR Business Partner / Advisor to the executive / senior management of each business entity regarding key organizational and management issues.

Policies and Procedures:

Devise policies, procedures and guidelines for Human Resources and Administration department and oversee their implementation to ensure that all procedural/ requirements are fulfilled.

Budget:

Ensure and endorse the departmental budget developed by the HR team to ascertain that budget effectively addresses departmental priorities and plans.
Monitor financial performance versus the budget to highlight any variances for effective alignment.

Building Organizational Capability:

Build corporate capabilities, which includes dealing with rapid changes in technology, globalization, and the increasingly complex external context of government regulations and public policy (impacting employee relations, executive compensation, incentive plans, health care, retirement, benefits etc.).
Develop capabilities in the areas of managing the external context, managing a multi-generational workforce, adapting to change, and operating effectively in different business structures.

Manpower Planning:

Formulate plans for meeting the manpower requirements, ensure proper utilization of existing human resources to meet business requirements.
Develop comprehensive strategic recruiting and plans while monitoring attrition rates across the organization and benchmarking with industry trends.
Provide input as a SME in HR to business leaders with respect to accurate estimation of manpower planning & budgeting on different projects and across all departments.

Talent Management:

Match people to the strategic and operational needs.
Develop innovative recruiting, strategies and tools that to attract and retain key talent, with an emphasis on diversity, who can deliver high performance, productivity, flexibility, and innovation and who ‘fit’ the culture and the strategic requirements.

Reward Management (Compensation & Benefits):

Develop motivation, commitment and employee engagement by valuing and rewarding people in accordance with their contribution and performance.
Obtain a clear picture of group’s position versus market as far as salaries and benefits are concerned though regular compensation and benefit bench marking surveys.

Performance Management:

Develop a performance-driven culture that encourages high performance in areas like productivity, quality, levels of customer service, growth and profits, through a fair and transparent Performance Management Process, which encourages constructive feedback, knowledge-sharing and establishing trust between managers and subordinates.

Learning and Development:

Enlarge the skill base and develop the required levels of competence across the employee population.
Develop a climate of learning where employees have options for self-managed learning as well as coaching, mentoring and training.

Employee Engagement:

Encourage people to identify themselves with and act upon the core values of the group and willingly contribute to the achievement of organizational goals. Develop an environment of collaboration and trust among all staff members.

Employee Relations:

Oversee the group’s Employee Relations Programs, Policies, and Procedures. Develop programs that promote employee satisfaction whilst ensuring compliance to the Company’s policies, Employees’ Service Rules & Business Code of Conduct.

Administration:

Oversee the administrative activities within the company are being run efficiently
Ensure proper policies and procedures are being implemented in order to ascertain efficiency, speed and cost optimization within the allocated administrative budgets.

Continuous Improvement:

Contribute to the identification of opportunities for continuous improvement of the department’s systems, processes, and practices while taking into account international best practices, improvement of business processes, cost reduction, and productivity improvement.
Ensure seamless execution of plans across organization through regular coaching and development of the Team.

People Management:

Allocate work to team, nominate for training as per organization’s guidelines, conduct performance reviews and manage leave and overtime of staff to ensure efficiency.
Supervise direct subordinates in their day-to-day tasks and guide them in managing their performance by providing appropriate feedback and counselling. Provide recommendations on hiring and promotions.

Direction Setting:

Direct and manage the activities and work of team by setting individual objectives, managing performance, developing and motivating staff, and providing feedback and appraisal in order to maximize subordinate and departmental performance.

Minimum Qualifications:

Bachelor/Masters degree in Business Administration with major in Human Resource Management Or Equivalent from a reputable national / international university
SHRM Senior Certified Professional (SHRM-SCP) or SHRM Certified Professional (SHRM-CP) or CIPD certification would be preferable

Minimum Experience:

15+ years experience, 5+ years as Director/CHRO.