Job Purpose:

The Human Resources Director leads Strategic Human Resources agenda for the company to establish an employee-oriented, high performance culture that emphasizes empowerment, quality, productivity, standards, and goal attainment.

As a member of the Directors of Departments Team at the company, s/he initiates the implementation of HR services, policies, and programs through Human Resources staff, and assists / advises the GM/CEO and all Department Heads on all Human Resources challenges and their resolution.

Acts as a credible advocate for the company's values. Has moral fiber. Is prepared and able to stand up for what is right for the business and for the employees.

Role:

Strategy:

• Develops and leads the implementation of the HR strategies set for the company by the Board of Directors in alignment with the strategic plan by working closely with the GM/CEO and all Departments Heads.
• Support the all Departments Heads with the implementation and sustainment of organizational change to achieve clarity of roles and consistency of behaviors.
• Leads the development of HR products and services range to meet the anticipated company growth needs in order to help the all Departments Heads achieve their growth objectives.
• Leads the transfer of knowledge and best practices throughout the organization, by installing a communication forum to train and update managers and the HR team on new developments in the HR range of products and services.
• Acts as the custodian of the culture, ensuring relevant tools are available and constantly updated including policies, procedures, code of conduct etc.
• Advocates the adherence to the companys values, ethics, policies, systems and procedures. Acts as the Role Model for the companys values.
• Educates senior management on the importance of strict adherence to ethics and the companys values.
• Designs, directs, and manages the companys-wide processes of organization development such as targeted selection recruitment, performance management, succession planning, superior workforce development, key employee retention, talent management, organization design, and change management.

Manpower:

• Directs the process of organizational planning that evaluates the companys structure, job design, and Human Capital planning throughout the organization.
• Makes recommendations to the GM/CEO and the Directors and leads a process of organization development that plans, communicates, and integrates the results of strategic planning throughout the organization.
• Designs, develops and implements recruiting strategies for key roles in the company (top 3 levels of hierarchy). Uses scientific testing and assessment tools including external resources to evaluate candidates for fit and competencies matching.
• Responsible for the development of policies for new employees’ induction, internal transfers, promotions and retirements.

  Performance & Organization Development:

• Drives a performance culture across the organization by ensuring that KPI’s, goals and objectives are set across the organization and communicated in a cascading manner to the bottom of the company's hierarchy according to a specified frequency.
• Coordinates overall Best Practice implementation to ensure employee readiness/capacity for the adoption of a performance culture.
• Responsible for Performance Assessment, Training & Development, Competencies Modeling, Career Development and Communication & Motivation across the organization.
• Assesses broad organizational learning needs, current and future, required for success.
• Designs and implements a strategic learning and development framework to ensure continued alignment with the direction of the organization.
• Ensures that system-wide policies, systems and processes are in place to support continuous learning and that they achieve the intended results.
• Identifies organizational roadblocks to learning as well as approaches to overcome them.

• Compensation & Benefits:

• Leads the company's-wide initiatives of compensation and benefits determination by conducting job evaluations and job grading; designing salary structures, pay and benefits policies driven by the company's strategy and its desired position relative to the market.
• Aligns, recommends and implements the overall strategic direction of the compensation and benefits schemes across the company's operations to achieve overall parity and fairness in rewards programs ensuring a balance between control of costs and attracting and retaining staff.
• Ensures that the company is externally competitive and internally equitable. Revises and adjusts as needed to remain cost effective by auditing every three years the company's practices and policies for payroll, bonuses, incentive plans, retirement plans/funds, housing allowances, transportation allowances, medical coverage, home leave tickets, children schooling contribution, mobile phones etc. Consequently, makes adjustments to programs and policies as required.
• Reviews all benefits vendor contracts for accuracy, and monitors to ensure compliance with negotiated terms and conditions.
• Develops and administers the employee compensation and benefits budget.

Corporate Communication:

• Responsible for corporate external image and publicity leading to better talent attraction.
• Responsible for protecting and boosting the company’s image with customers, public opinion and the media.
• Responsible for internal and external communication during crisis management.
• Coordinates the content and format of the internal communication calendar.
• Responsible for Corporate Social Responsibility & PR program.

Administration:

• Develops and monitors the annual HR budget to achieve the overall strategic direction of the company. Monitors and recommends cost optimization initiatives related to headcount/ manpower, HR spend and utilization of human capital.
• Recommends the creation/ introduction/ developing/ recalling/ phasing out or outsourcing of HR products and services.
• Maintains a competitive edge via state-of-the-art technology, processes, and practices.
• Makes tactical decisions in times of crisis.
• Decides if consultants are needed to help improve HR systems and processes and proposes their budgets.
• Oversees the pay systems within the organization including reward management schemes and ensures that the integrity of the reward system is maintained.
• Agrees with other company entities outside Lebanon the service level target for HR general administration, HR Records (HRIS), Safety & Security, Health Benefits/NFSS, Industrial Relations, Discipline/Leave and Government Relations.

COMMUNICATIONS & WORKING RELATIONSHIP

Internal Relations:

• Reports directly to the GM/CEO and indirectly to the Nomination & Compensation Committee of the Board of Directors.
• Communicates with and advises all Department Heads on strategies, goals, targets as per the required frequency.
• Works as an effective member of and cooperates fully with all Department Heads.
• Supervises and is responsible for the work of subordinates.
• Rewards and disciplines subordinates as part of the supervision responsibility.
• Maintains strong one-to-one relationship with the top 3 levels of the company's hierarchy across all countries.

External Relations:

• Maintains excellent and influential relationship with the regulatory and other relevant authorities.
• International exposure to subsidiaries and foreign suppliers.
• Travel to the company subsidiaries according to a specified frequency.
• Creates alliances with service providers/ legal counsel/employment boards and other relevant entities.
• Maintains strong relationship with crisis management PR firms and coordinates spokespersons’ talks to the media.
• Builds relationships and organizational branding with top universities to continually attract new talent and maintain reputation as Employer of Choice.

Operating Environment:

• Leads the HR team and ensures reaching set objectives/ plans by prioritizing goals/ tasks/ missions.
• Supervises and is responsible for the work of subordinates in the HR Department, provides training and assistance to HR Departments in the various countries of operations.
• Implements and maintains the company's Human Resources Information System - ERP system to ensure optimization of HR information (HRIS), improve its quality and flow to support fast decision-making.
• Maintains a competitive edge via state-of-the-art technology, processes, and practices.
• Briefs HR managers in all the company's entities and operations on how to prepare and to deliver HR plans to their organizations to ensure goals and objectives are fully understood by managers in all business operations.
• Responsible for the creation of new processes, programs, and protocols needed for achieving the company's objectives.
• Responsible for the optimization/ re-engineering of existing HR Department.
• Responsible for the corporate communication program, including image building for attraction of talent and social responsibility.
• Manages and allocates resources, assets, and training needs for performance improvement for all organization levels.
• Operates as an internal consultant to all managers in the identification, development, and implementation of HR processes.
• Introduces and enforces ethical business practices.
• Prepares succession plans for top 5 levels of the company's hierarchy.
• Benchmarks the company's Human Capital vis-à-vis its competitors and reports results on a yearly basis.
• Coaches and cooperates with HRD Heads outside Lebanon on the implementation of their annual HR plans.
• Determines the line of command and chart of authorities for subordinates in line with the company Chart of Authority.

People Development:

• Coaches, trains and develops key executives.
• Builds employee commitment to the company through the development of a group identity.
• Maintains the company stability and reputation by establishing and communicating a corporate value system.
• Recruits, selects high performance talent and drives a high performance culture. 
• Plans, assigns, controls, directs, appraises performance, recommends promotion and salary increases.
• Demands and obtains commitment to quality service.
• Prepares a succession plan. 
• Maintains an “open door” policy allowing employees to express their concerns comfortably.
  
  

Legal:

Ensures the company HRD actions are fully compliant with relevant laws and regulations.

Principal Accountabilities:

• Timely, well developed plans and targets
• Strategic HR Management/ Change Leadership
• Leading the development of Organization design and re-Design proposals
• Comprehensive Manpower & Staffing plan to achieve optimal organization for all departments yearly with mid-year review
• Monitoring and analyzing competitors’ talent strength vs. the job market
• Effective Upholding of Policies and installing equitable ones
• Protecting and boosting the company’s image
• Instituting a Performance Culture
• Transfer and Building Operating Capability
• Strengthening and Leveraging the Organization

Measures:

• Execution of agreed plans and all major initiatives.
• Actual performance vs. annual budgets/ department objectives / KPI’s.
• Comprehensive Manpower & Staffing plan.
• Average number of days to fill open jobs.
• Percentage of new hires on-boarded/inducted to standard procedure within 30 days.
• Bonus payments executed on time.
• Percentage of employees who have seen their HR profile & successfully executed their development plan
• Percentage of employees with performance objectives tied to their department’s annual plan.
• Achievement of 100% performance appraisals and completion of personal development plans on time.
• Number of grievances per employee count.
• Employee satisfaction level.
• Organization Health Survey Scores.
• Employee Turnover/Exit Interviews.
• 360° degree feedback.
• Bench development and promotability.

Education, Experience and Qualifications:

• Superior analytical abilities needed for processing information, identifying options and making vital decisions under pressure.
• Dealing with situations and issues proactively and persistently, seizing opportunities that arise.
• Providing service excellence to internal and / or external clients.

• Focusing efforts on achieving high quality results consistent with the organization’s standards.

• A commitment to Excellence.

• Adapting in order to work effectively in ambiguous or changing situations, and with diverse individuals and groups.
• Using an understanding of business issues, processes and outcomes to enhance business performance.
• Providing service excellence to internal and/or external clients.
• Generating viable, new approaches and solutions.
• Maintaining effectiveness in the face of stress. Ability to make tough decisions when needed and perform Damage Control.
• Identifying, assessing and managing risk while striving to attain objectives.
• Listening to others and communicating articulately, fostering open communication.
• Developing, implementing, evaluating and adjusting plans to reach goals, while ensuring the optimal use of resources.
• Establishing, sustaining and fostering professional contacts to build, enhance and connect networks for work purposes.
• Understands and processes complex information and exercises sound judgment, considering the situation, the issues, the key players, and levels of authority involved. Proposes course of action that furthers the objectives, priorities and vision of organization
• Assuming a leadership role in helping others achieve excellent results.
• Demonstrating and supporting the organization's ethics and values.