Human ResourcesGo Back
HR and Admin Officer
Purpose of the Role:
Work alongside the HR Manager in developing an understanding of the goals and strategy of the business unit, its operational and organizational challenges, and how HR can most effectively support the unit to maximize its strategic contribution. Providing operational and consultative support to employees and business managers on a daily basis.
• Administer a variety of human resources programs and functions including employee relations issue resolution, benefit changes, worker’s compensation claims, job classification reviews, performance appraisal program, recruiting, onboarding, exit interviews, etc., and processes and maintains all records in accordance with existing policies and procedures.
• Consistently applying company policies and procedures in ways which meet government, regulatory, and/or accreditation reporting and maintenance standards, thereby identify gaps in existing HR policies and contribute to the development of new HR policies and procedures.
• Mediate between employee and management in problem resolution, build management responsibility and capability for managing issues and improve the effectiveness of consultation, perform climate assessment and provides recommendations for positive employee relations and deal with performance issues.
• Manage strategic ER / people issues, contracting in the services of specialist HR areas as required, while maintaining confidentiality and observing ethical and professional standards.
• Conducts investigations for information and perspectives from all involved parties.
• Collaborates with management to ensure an understanding and consistent application of The Company policies and procedures in resolution, administer and provide direction of the Working with The Company handbook and act as employee’s advocate.
• Acts as a liaison with Benefits, Payroll, Talent Acquisition, Employee Welfare, Compensation and Learning and Development functions to ensure consistent application of policies and procedures, compensation program practices, talent acquisition, and to identify resources for HR intervention/support.
• Support the business area with the management development of their people, providing advice, guidance and ad-hoc training on Personal Development Plans and work with the business area to establish and introduce systems that identify employees with high potential, develop career paths in consideration of key roles for succession planning and self-development
• Build and maintain the local manpower plans, challenge clients on new roles, replacement strategy, co-ordinate over workforce supply and demand to recruit, screen and hire employees and supports HR staff in routine or large-scale recruitment activities at the location, business unit level.
• Ensures HR Head and others as necessary, are informed of issues, developments, business events, etc. that have happened or are evolving to ensure adequate and complete resources of the organization are included in resolution, and to ensure any risks are fully assessed and mitigated.
• Maintains and up-to-date knowledge of developments in the HR field, legislative and regulatory implications for HR, as well as in the Behavioral Health field, performs special projects, actively participates in national HR initiatives.
• Experience and comfort in consulting with line managers; ability to provide candid and direct feedback and ability to adapt to rapidly changing environment and support senior level initiatives.
• Develop with clients and Facilitate annual and ad-hoc local rewards and recognition interventions in order to meet business needs in conjunction with reward specialists.
• Support the client in the Job Evaluation / Pay Benchmarking process for new positions or substantially changed roles including the provision of advice and guidance on the Reward and Recognition Strategy for that business area.
• Support the business in the research, discussion, negotiation and implementation stages of the pay award / negotiation process with employee committees (where appropriate).
Qualifications & Desired Skills:
• Bachelor’s degree in human resources or equivalent and an MBA preferable.
• Chartered Institute of Personnel and Development (CIPD) preferred
• Minimum 5 years’ experience in HR
• Hands-on HR experience working in the Middle East with preferable experience in Iraq
• Experience at working with a company with over 2000 employees
• Experience working in a Holding company structure with experience working in the real estate sector with a construction company or developer
• Abreast of local/international HR trends
• Strong personality that has an understanding of working with Iraqi management and culture
• Excellent communications skills
• Performance Management
• Talent Management
• Employee Engagement
• Talent Acquisition
• Project Management
• Learning & Development
• Organizational Development
• English and Arabic speaking is essential
• Based in Iraq and travelling within the country.