- Participate in the development of the organization's plans and programs as a strategic partner, but particularly from the perspective of the impact on people. Translates the strategic and tactical business plans into HR strategic and operational plans.
- Evaluate and advise on the impact of long-range planning of innovative programs/strategies and regulatory action as those items affect the attraction, motivation, development, and retention of the people resources of the organization.
- Develop staffing strategies and implementation plans and programs to identify talent within and outside the organization for positions of responsibility. Identifies appropriate and effective external sources for candidates for all levels within the organization.
- Partnering with compensation, develops and implements progressive and proactive reward and recognition programs to provide motivation, incentives, and rewards for effective performance.
- Develop programs to allow the organization to drive diversity and inclusion strategies to embrace applicants and employees of all backgrounds and to permit the full development and performance of all employees.
- Develop human resource planning models to identify competency, knowledge, and talent gaps and develop specific programs to fill the identified gaps. Areas of activity will include talent management through proper succession planning programs for key contributor and management positions, training, and development programs for preparing employees for more significant responsibilities, and general business development programs to enhance employee knowledge and understanding of the business of the company and the software industry.
- Enhance and/or develop, implement, and enforce appropriate policies, programs, tools, and HR technology strategies for effective management of the people resources of the organization for the direct and indirect labor organizations. Continues improving the programs, policies, practices, and processes associated with meeting the strategic and operational people issues of the organization.
- Maintains knowledge of global HR policies, programs, laws, and issues. Understands the differences of domestic and international policies and programs and coordinates the integration of all such programs.
- Provides technical advice and knowledge to others within the human resource discipline.
- Bachelor's degree required; master's preferred.
- Overall experience of 15+ years with several years in HR.
- Knowledge of global labor relations policies, strategies, risk mitigation, and legal landscape
- Demonstrated ability to partner and collaborate across organizations to optimize outcomes.
- Ability to be an effective leader in a fast-paced, progressive and innovative environment.
- Demonstrated ability to think strategically and translate plans into phased actions.
- Must be able to interact and work with peers and leadership in the various departments within the company assisting in achieving all corporate goals and objectives.
- Very team-oriented.
- Extensive understanding and responsibility in project and program management principles, with explicit experience in the application of these principles to operational infrastructure environments.
HR Director MEA - Dubai, United Arab Emirates - Johnson Controls International
Description
What you will do
The Human Resource Director position is responsible for aligning business objectives with human capital strategies for senior leadership. The incumbent will also be responsible for strategic human resource planning and organizational development to provide the organization with the best people talent available and to position the organization as the employer of choice by being aware of policies, practices, and trends within the industry. Understands and advises the organization on competitive labor practices and proactively manages and implements a comprehensive regional labor and employee relations strategy working with the legal and labor subject matter experts. The position serves as a trusted advisor/consultant to senior leadership on business, talent, and human capital opportunities, needs, and challenges. The role assesses and anticipates HR-related needs. Communicating needs proactively with the HR department and business management, the HRBP seeks to develop integrated solutions. The position formulates partnerships across the HR function to deliver value-added service to management and employees that reflect the business objectives of the organization. Acts as an employee champion, talent strategist, and change agent. The position includes both MEA (Middle East & Africa) and EMEALA human resource responsibilities. Maintains an effective level of business acumen about the business unit's financial position, contributes to the business strategy, shapes its culture, and understands its competition.
How you will do it.
What we look for.
Required