Jr. HRBP | Retail | Fashion HR

Job Requisition ID: 168120

Overview Of The Role

Jr. HRBP act as a trusted advisor to senior line management on all human capital management matters; to ensure a keen understanding of the business so as to implement HR strategies and practices that support robust business growth; reinforce a culture of performance focus, meritocracy and diversity; and comply with Group HR policy.

What You Will Do
Organizational Development

• In liaison with the Business MD, HRBP, Group MD and Group HR Director create a HR strategy for the business and the annual HR Plan. Communicate plans and progress against the plan to the HR Function and the Business Units. Create and support a continuous improvement environment for HR Activities within the Business Units.
• Ensure new employees are properly inducted into the business and given support to become productive as quickly as possible. Develop succession plans and retention strategies for key talent and positions. Develop and execute a learning and development plan that equips individuals with necessary skills. Formulate and implement performance management plans to improve performance or assist with exit from the organisation.

Training and Development

• As part of the HR Plan specify training initiatives required to support the business, liaise with Group Training Department to ensure appropriate initiatives are delivered. Ensure training needs of key and high potential staff are identified and delivered. Ensure all key positions have identified successors.

Employee Relations

• Manage ER issues within the business units. Support line managers in creating a culture of employee engagement based upon ‘Al Futtaim Way’ values. Reinforce at all times a culture of meritocracy, performance-focus and diversity. Act as an advisor to line managers in order to educate them and minimize risk. Ensure compliance with local law and Group policy throughout the employee lifecycle. Communicate and implement changes to HR policies and procedures. Ensure disciplinary procedure is properly applied before any employee is exited from the business.

Business Partnering

• Act as a trusted business partner and coach to senior line management. Consult and support line managers across the business units. Focus on measuring the employee engagement of the business units and take actions necessary to improve it. Advice, coach and mentor management and HR team on people related issues.

Workforce Optimization

• Play an advisory role in creating and managing a lean and multi-skilled workforce. Support and facilitate the implementation of business structure reorganisation and consolidation to deliver efficiencies. Play a key role in communicating organisational messages and monitoring feedback within the business units. Ensure compliance with localisation policy and targets.

Financial Management

• Provide line management with regular and financial reporting of employee costs. Ensure annual manpower budgeting exercise is conducted accurately and efficiently. Create, obtain approval for and manage HR Department budget. Ensure HR Team adherence to the business financial systems and processes.

HR Policy

• To ensure compliance to HR policy is maintained, to review and strengthen business internal controls and procedures, ensure compliance of DOA and provide leadership on process and governance. Ensure compliance with laws, regulations and other requirements. To ensure that Emiratiazation focus is maintained and diversification goals are reinforced and achieved.

Required Skills To Be Successful

• Communication Skills : Effectively convey policies, strategies, and changes across various organizational levels. Arabic language proficiency is highly desirable.
• Relationship Building: Cultivate strong relationships with stakeholders to facilitate collaboration and trust.
• Business Acumen: Understand financial and economic factors impacting the organization to align HR strategies with business goals.
• Talent Management: Identify, develop, and strategically deploy talent to meet organizational needs.
• Change Management : Navigate and implement organizational changes effectively, addressing resistance and ensuring smooth transitions.
• Digital Proficiency : Utilize HR software and digital tools for data analysis, performance tracking, and strategic planning.
• Strategic Planning : Analyze market trends and integrate them into HR strategies that support business objectives.
• Advocacy Skills: Champion employee well-being and ensure fair treatment to foster a positive work environment.
• Cultural Competency: Navigate and respect diverse cultural norms and practices within a multinational workforce.
• Listening and Questioning : Be attentive and ask insightful questions to understand and address employee concerns effectively.

What Equips You For The Role
Minimum Qualification and Knowledge
Education: Degree in Human Resource, Psychology or Business Management Degree
CIPD qualification desirable
Minimum Experience

Minimum of 3 years HR Generalist Experience. Previous experience within an HR Function.

Behavioral Competencies

• Highly organized, attention to detail
• Problem Solving
• Decision Making
• Work under pressure
• Strong management skills
• Setting Directions
• Applying Resources
• Interpersonal skills ability to interact professionally with high level executives on a regular basis.
• Ability to maintain a high degree of confidentiality