IT’S AN OPPORTUNITY TO HELP THE WORLD GET ON TOGETHER
Why do people call us the world’s most international company? Is it because we operate in more countries than any other logistics provider? Is it because we invented cross border shipping over 45 years ago? Or is it, perhaps, because what we do connects people across the world. And the more we can connect people, the better life on earth becomes.
We love our role in the world. And we’re looking for the right people to help us maintain – and grow it. People like you.
Role Context
To align business objectives with employees and management in designated business units. The position serves as a consultant to management on human resource-related issues. The successful HRBP acts as an employee champion, strategic business partner and change agent.
Key Accountabilities
- Work Force Planning 20%
- Talent Acquisition 25%
- Talent & Performance 15%
- Learning and Development 10%
- HR Governance, Risk & Reporting 10%
- Employee Engagement & Employees 20%
Key Responsibilities
Talent Acquisition
- Implement an amazing sourcing strategy to identify and attract the best candidates for the organization
- Research and cultivate new and innovative recruiting sources to develop a pipeline of technical talent
- Implement recruitment as the organizational EE targets
- Ensure necessary approvals were done before staring the recruitment process
- Prepare job spec according to the job description
- Advertise positions using different avenues and/or portals
- Screen CVs as per the job spec and shortlist for client
- Facilitate interview process and ensure the correction interview questionnaire is used
- Conduct necessary background checks
- Liaise with the Comp&Ben Manager and prepare the offer with the HR Coordinator
- Coaching/advising managers in the implementation of robust recruitment and selection processes and legislative requirements, to facilitate shared responsibility for the recruitment of talent
Talent and Performance Management
- Facilitate the EDR process end to end
- Facilitate talent management process and talent grid placement with functional/business leaders;
- Conduct talent risk analysis and facilitate business specific leadership development-talent action plans
- Prepares EDR reports to SMT and middle managers
- Develop action plan based on EDR reports
- Support and guide managers on Performance Management
- Design and develop Performance Improvement models and systems
- Train & Support line managers on Performance Management cycle (goal setting, competency assessments, performance evaluation and goal achievement process)
- Assess & Analyze Performance Ratings in an organization
- Develop yearly reports on performance ratings and follow-through on non performers
Learning and Development
- Facilitate PDP process and co-ordinate the sourcing and implementation of business specific training programmes in conjunction with the Talent Development Specialists
- Conduct individual training needs analysis and identify appropriate learning intervention;
- In partnership with the Talent & Development specialists, prepares quarterly training reports for SMT and Middle managers
- Coordinating induction training
- Ensure that employees are trained on all DHL mandatory training initiatives
Strategic Work force Planning
- Leads the development of comprehensive workforce planning methods, models and projections.
- Conducts demand and supply analysis to inform immediate and long-term workforce needs
- Works with SMT and middle managers to identify gaps in competencies, FTE requirements and workforce strategies and collaborates across HR to identify interventions and strategies to close gaps
- Manages, maintains and implements reports and develops recommendations which are shared with business units to identify workforce trends, reports and structures; communicates findings and suggested actions
- Partners with HR Coordinator and Compensation & Benefits Manager to identify and address workforce planning needs; conducts special studies to analyze impact of changes external to the organization
- Consult with management to understand priorities and needs and establish a long-range talent game plan
- Identifies and develops strategies, services, and activities to support the current and future talent acquisition needs of the business
Employment Relations
- Coordinate the activities for hearings
- Implement procedure to handle non-dismissible offences
- Inform employee of and record decisions
- Train, Coach and support line managers around employment relations
- Support Managers in managing Conflict Management in the workplace
- Handle all Grievances from employees and follow-through
- Where necessary escalate certain cases to the ER manager
- Maintain the records of all the ER case proceedings on employee files
- Working with Unions and coordinating union activities and negotiations
Employee Recognition and Engagement
- To ensure that new recruitment are fully on boarded properly and follow “DHL-in-a-Box” process
- In partnership with the Talent Development Specialist drive employee recognition & engagement with the aim of motivated people
- Support the managers in driving motivated people
- Work with senior leaders and deans to develop strategies and demonstrable links between engagement and their strategic goals
- Conduct employee focus groups to complement engagement surveys
- Leverage events to create and sustain dialogue around engagement
- Identify and address issues and solutions related to employee engagement
- Work with cross-functional teams to identify unique division/location needs while balancing the overall purpose and requirements of the employee engagement Programs and plans within DHL
HR Governance, Risk Assessment & Reporting
- Implement HR governance with the aim of mitigating organization HR risks
- Conducts a continuing study of all Human Resources policies, programs, and practices to keep management informed of new developments
- Partners with management to communicate Human Resources policies, procedures, programs and laws
- Conduct necessary checks before the appointment of new talent
- Evaluate and communicate the function’s operational effectiveness, compliance, and contribution to business success.
- Provides monthly HR reports related to ER, Employee Engagement, L&D and Talent and Performance
- Partner with the HR coordinator to ensure that vacancy report in up-to-date
- Coordinate with SOS Children’s village
Minimum Requirements
Education and experience
- Minimum of 5 years in human resources function cross functionally
- 3 year’s experience leading the HR end-to-end function
- 3 year Bachelor degree in HR or related studies
- Post-graduate qualification in Business Management
We are looking forward to your application.