Regional Human Resources Manager

Job description / Role

POSITION OBJECTIVE:
The job holder will be responsible for providing strategic support to the Head - HR in terms of manpower planning, resource allocation, recruitment, talent development and human resource
operations within the territory.

Employee Relations:
- Manage the Human Resource Information system effectively to ensure that correct and complete information is stored in the system and is used effectively for the benefit of the
organization.
- Enable management of employee requests on an on-going basis. These may include but not limited to vacation requests, transfers, employee certificates, etc
- Manage the employee separation process, thereby ensuring smooth exit of employee from the organization. This may include managing activities such as exit interviews, full and final
settlement, etc.
- Ensure safekeeping and maintenance of all employee related files and records
- Ensure effective implementation of HR policies across the territory
- Ensure compliance with statutory provisions with respect to people practices and processes.

Administration:
- Manage administration activities like taking care of the staying arrangements of employees, transportation, pantry, house keeping etc
- Monitor visa application and issue for employees in the Territory.

Performance Management & Rewards:
- Facilitate the performance management process in the Territory.
- Ensure communication and implementation of the performance management system to enable enforcement of the same across the Territory.
- Create a culture of setting goal, timely review and feedback among the senior employees and head of functions within the territory
- Ensure objective administration of the performance appraisal process and accuracy in feedback collation.
- Ensure tracking of performance management and present reports on a regular basis to the management.
- Recommend employees for promotion in a particular year by identifying high performer and high potential employees on the basis of the performance management system outcomes.
- Support the corporate Rewards & Policy Manager in increment planning, incentive allocation and policy review for the territory,
- Co-ordinate and Execute on-time disbursement of increments and incentive for the employees in the territory.

Business Context:
- Support business initiatives to develop a performance driven, customer-oriented culture.
- Find out the irritants which are causing non - performance, it could be issues with the supervisor, infrastructure support, pay package, no delegation of work etc.
- Partner with the business to drive important HR initiatives.

People Management:
- Manage and support recruitment.
- Monitor team development and facilitate complaint resolution.
- Set goals for direct reports and conduct performance appraisal.
- Oversee team deployment and drive motivation levels of the direct reportees

Change Management:
- Provide strategic support to Head - HR for all change management activities
- Propose and execute changes/improvements within Human Resources to introduce best practices
- Champion a culture of continuous improvement across the Territory
- Seniority Level
- Mid-Senior level
- Industry
- Retail
- Retail Apparel and Fashion
- Employment Type
- Full-time
- Job Functions
- Human Resources
- Skills
- Employee Relations
- Human Resources (HR)
- Performance Management
- Exit Interviews
- Training and Development (HR)
- Strategic Human Resource Planning
- Policies & Procedures
- Complaint Management
- Delegation

About the Company

Founded in 1973 in Bahrain, the Landmark Group has successfully grown into one of the largest and most successful retail organizations in the Middle East. An international, diversified retail conglomerate that encourages entrepreneurship to consistently deliver exceptional value, the Group operates over 900 stores encompassing a retail presence of over 13 million sq. ft. across Middle East, India, Egypt, Turkey, Yemen and Pakistan (franchise operation). The Group employs around 31,000 employees.