Principal / Senior HRBP (Sohar Based)

JOB SUMMARY

HRBP Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions). Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention. Provides Labor Law regulations, HR policy guidance and interpretation. Support the organization effectiveness by developing and implementing solutions aligned to Vale strategy. Lead the HR vision by exemplifying exceptional personal and team leadership. Actively engage in embedding the HR Operating Model, ensuring its successful implementation and integration across the organization

5. MAIN RESPONSIBILITIES

Management and Support: The HR Business Partner provides the day-to-day performance management guidance to the business’s management personnel through coaching, career development, counseling, and disciplinary actions. In this capacity, the HR Business Partner manages and resolves complex employee-relations issues

• Drives initiatives and provides informal leadership and mentorship to less experienced HR professionals within the business where the HRBP acts as the program/process leader for various HR initiatives, for example, performance management process, succession planning, or employee development
• Curating people plans for the business and its various departments considering the wider HR agenda and any specific people issues that may be existent within the business. The HRBP also implements talent management processes for all employees in all departments within the business and provides thought-leadership on issues that may avail improved operation and performance of the business as well as the HR department
• Provides support to stakeholders by coaching them into thinking innovatively about their work processes and team structures with a view of improving the business’s overall efficiencies

Strategy: The HR Business Partner supports the embedding of the business’s strategies at various departments and levels. In this capacity, the HR Business Partner provides guidance and input on workforce planning, business unit restructures, and succession planning, ensuring that core HR processes are applied appropriately and in a legally compliant manner

• Develop strategies for people management, succession planning, and talent management for key managerial positions and for stakeholders. The HR Business Partner also develops a power plan for the business to guarantee that resources are managed strategically. This is inclusive of developing a strategic approach to recruitment of key personnel

Analytics: In the HRBP’s analytical role, the person analyzes trends and metrics in partnership with other HR teams to develop and enhance solutions, processes, and programs that address current problems and also to avoid future ones. The HR Business Partner assists in the measuring, validating, and testing of the effectiveness of metrics that are applied by the business to assess and drive productivity optimization

• Developing programs and methods that aid in the achievement of measurable improvements in metric results, and which avail actionable people management solutions and strategies

Relationships: The HR Business Partner is also tasked with maintaining healthy relationships across the business. In this capacity, the person must conduct regular meetings with the various business departments, builds, and develops trusted relationships with the various departmental leaderships

• Oversees and manages complex employee-relations issues, supporting formal appeals and hearings while simultaneously coaching the relevant managers on management best practices

Collaboration: The role of the HR Business Partner is largely a collaborative one. The HR Business Partner teams up with other HR departmental teams in determining approaches to matters of recruitment, compensation, and other HR functions to ensure that the programs in place are effective and efficient. Actively participating in HR department meetings and contributes to the formulation of solutions for the HR department, business department, and business-wide challenges.

• Works collaboratively with departmental heads throughout the business, assisting them in understanding compensation and rewards programs, training and development programs, and aiding in the indoctrination of proper management and communication practices
• Partners closely with the stakeholders ensuring that they are accessing the most relevant/suitable labor and development programs while supporting the design and development of new/improved labor and development programs. Also working with the stakeholders throughout the business with a view of further driving the people management agenda that will in turn support the achievement of the business’s overall goals

Knowledge and Opportunity: The HR Business Partner has an obligation to maintain an in-depth knowledge of the legal requirements, internal and external, related to the day-to-day management of employees within the business, reducing legal risks, guaranteeing regulatory compliance, and most importantly enabling employee satisfaction and retention

• Conducts research consistently and avails ways to add value to the business by presenting an appropriate blend of reactive and proactive solutions for people management, which will further the business’s agenda across all departments and ultimately enable the achievement of overall goals

Industrial relations: To ensure Company policies and procedures are effectively communicated and implemented. In delivering the task, the HRBP’s is responsible to compliance of all Company policy and procedures as well as applicable Dutch Employment laws, advising client correctly on the right practice, procedure and relevant clause taking appropriate action on timely manner, and ensure effectiveness on the action taken

• Maintain professionalism, ethics and confidentiality and is also required to be able to work under minimum supervision. They must provide efficient, accurate, and timely services to the client. Hence, the incumbent will have to plan, direct, and coordinate human resource management activities of the designated area

Essential qualifications, experience and skills:

• A bachelor’s degree in HR or Business Administration or a related field or equivalent.
• Professional qualification in HR / CIPD qualification is preferred.
• 10 to 15 years’ experience in total with extensive 5 to 8 years of experience in a business partner model in large Organization size
• Experience of managing relationship with Government / public-sector representatives
• Experience in leading and managing projects using a systematic approach
• Extensive experience in Employee Engagement initiatives
• Ability to interact with all levels of management, including senior leaders, and to quickly develop credibility
• Must have ability to analyze and interpret data to ensure accurate and meaningful reporting
• Well-developed technology skills including Microsoft Office (expert level) and PeopleSoft HR Modules
• Strong understanding of Oman Labour Law and PASI regulations and court system
• Communicates challenges and influences a variety of stakeholders effectively. Ability to present sound and well-reasoned arguments to convince others