HR Director

Description

• Develops staffing strategies and implementation plans and programs to identify talent within and outside the organization. Identifies appropriate and effective external sources for candidates for all levels within the organization.
• Maintain productive trade union relationships, ensuring the organizations interests are represented at all times and that the trade unions are engaged, and the relationship enables the sustainable success of the organization.
• Plans, develops, organizes, implements, directs and evaluates the organizations human resource function and performance.
• Coordinate the implementation of Keolis way – organizational effectiveness model throughout the business to ensure that the necessary conditions are in place to enable each employee to fully contribute to the delivery of the business objectives and work to their full potential.
• Develops, implements, and manages labour relations in an effort to ensuring company complies with the collective bargaining agreement.
• Participates in the development of the organizations plans and programs as a strategic partner, but particularly from the perspective of the impact on people.
• Supports effective managerial application through the development and deployment of fit for purpose HR processes including, succession planning, talent management, change management, organizational and performance management, training and development, compensation and benefits, employee and labour relations, payroll and employee administration (within the context of the regional policy and HR framework).
• Coordinate the annual employee survey program to drive employee engagement through a program of targeted interventions on the identified organizational deficiencies.
• Manages the budget and other financial measures of the HR department. Stakeholder Relations
• Develops programs to allow the organization to embrace applicants and employees of all backgrounds and to permit the full development and performance of all employees.
• Evaluates and advises on the impact of long-range planning of new programs/strategies and regulatory action as those items affect the attraction, motivation, development and retention of the people resources of the organization.
• Participate in the development of the plans and programs of the organization as a Strategic Business Partner (HRBP), particularly from the perspective of their impact on people.
• Work with the trade unions to establish working conditions that enable change and career development for our people in a safe and efficient manner.
• Provides strategic leadership by articulating HR needs and plans to the executive management team.
• Enables the management of all of the people functions of the organization in accordance with the policies and practices, the ethical and social consciences of business and society, and the laws, regulations and administrative rulings of governmental organizations and other regulatory and advisory authorities and organizations.
• Translates the strategic and tactical business plans into HR plans.
• Provides technical advice and knowledge to others within the HR discipline.
• Manage priorities effectively with enough flexibility to respond to changing needs and requirements.

Requirements

• Service oriented culture: build trust with operational managers at all levels. Strong experience in working collaboratively and cross-functionally.
• Experience of leading a team of people.
• Experience from large complex disposal/integration processes, and large and long contracts.
• Bachelor’s degree in Social Sciences or other professional degree from top schools, with a postgraduate specialization in HR, masters degree in HRM, business or public administration, or closely related field.
• Has a strong leadership and business acumen.
• Competent in Global & Cultural Awareness, Critical Evaluation and Consultation.
• Expert in Requisite Organization model (foundation of Keolis Way) Experience.
• Comfortable in representing the corporation to relevant stakeholders.
• Excellent communication (verbal and written) and negotiation skills as well as relationship management skills.
• Minimum of 5 years’ experience advising at a senior management level/board level as a HR Director.
• Acts on own initiative and able to take a creative, innovative approach as well as work as part of a team.
• Experienced coach and mentor.
• At least ten years of applicable experience in the Public Service industry (preferred) or in corporate and complex organisations.
• Experience of working in a diverse, multi-site organisation.
• Minimum of 10 - 15 years’ generalist/operational HR experience.
• Ability to liaise in a professional and persuasive manner with staff at all levels in the The HR Director needs to understand the metro system at hand as well as the organization and policies in place.
• Practical experience of delivering change in complex and demanding environments.
• Strong experience in local culture and regulatory environment. Understanding of political and economic trends in the country.
• Previous work in Public Transportation (desirable) or in complex and big organisations

Benefits

Training + Development

Interview process

Visa Sponsorship

Security clearance