Principal Engineer, Projects Economics

1. JOB DETAILS:

Position Title: Specialist: HR

Broad Band: M09: Professional

Talent Pipeline Layer: Managing Self Technical/Professional

2. OVERALL JOB PURPOSE:

This role is responsible for the execution of people processes by providing guidance to stakeholders. It is concerned with the effectiveness and efficiency of the HR processes and practices.

3. QUALIFICATIONS, EXPERIENCE & SKILLS:

Qualification:

1. Bachelors Degree in a relevant discipline or equivalent from a recognized institution

Experience:

1. At least 4 years of relevant experience

Skills:

• Sound working knowledge and understanding of Ma’aden codes, regulation, rules, procedures
• Effective analytical and problem solving skills
• Good writing and reporting skills
• Following rules, regulations, procedures and instructions
• Effective self time management, planning and organising skills
• Coping with pressures and setbacks
• Sound knowledge of business principles
• Critical thinking
• Advanced ability to gather information and accumulate data
• Advanced knowledge of HR principles
• Results driven
• Proficient attention to detail
• Curious and innovative
• Ability to adapt and respond to change
• Competent in using applicable software and/or systems

4. KEY ACCOUNTABILITIES:

Focus Area

Get results through individual contribution, effort and self management.

Operational / Functional

1. Consistently delivers on all service level agreements
2. Quality results through cost effective service and on time support
3. Cost awareness and control
4. Technical expertise and advice
5. Technical/operating systems and models
6. HSE targets
7. HR analytics

Use HR technology and systems to extract relevant HR data. Compile meaningful HR reports through interpretation, comparisons and trend analyses. Ensure data integrity of HR system. Conduct relevant research on best practice as it relates to HR analytics.

Recruitment

Facilitate the recruitment requisition process with the recruitment department. Take an active part in the selection process, in collaboration with the HRBP/ HRC and line management. Drive the contracting process in support with HR ER function. Drive the enrolment and on-boarding process in support with HR ER function.

Talent management

Implement talent management processes by guiding line managers and employees on the processes and informing them of deadlines. Drive the talent management processes and monitor adherence. Collate all talent management related data.

Employee relations

Promote dispute prevention. Attend hearings, grievance and other employee relations meetings as an HR representative (if required). Clearly know and understand employee relations policies and processes. Understand and communicate the impact of decisions and actions on wider employee relations, precedent setting, morale and reputational risk. Advise line managers and employees on documented employee relations processes. Facilitate the consultation and counselling sessions with staff (and/or families) and line managers as required. Coordinate with/support Legal setting up relevant hearings and grievance meetings.

Remuneration and employee benefits

Understand all remuneration and benefits principles, policies and procedures and can explain them clearly to employees. Perform calculations and formulae related to remuneration and benefits.

Staff movement and separation of employees

Coordinate the employee movement processes and procedures (e.g. employee transfers, promotions, redeployment and rotation) with HR ER function. Coordinate the employee separation process and procedures (e.g. resignation, retirement, retrenchment, dismissal, ill health, death and incapacity) with HR ER function.

Process efficiency

Understand HR processes, highlight any inefficiencies and recommend corrective actions to be implemented. Play a leading role in the implementation and execution of solutions within agreed work plans and timelines. Know and understand HR policies, processes and systems and communicates these effectively. Advise on the correct application and intent of HR policies, processes and systems. Regularly review work against compliance and required objectives and standards. Direct employees and line management with the correct route to take with more complex HR issues.

Change agent

Implement clearly defined change management processes and projects. Utilise necessary material to support line management and employees in adhering to change expectations. Coach and educate line management and employees in respect of the practical application of the change processes. Pro-actively engage with employees through informal and formal interaction, information sharing and providing general advice. Translate employee issues into potential business risks and advise relevant stakeholders accordingly.

Leadership

1. Understand, support and live the Ma'aden vision, values and goals
2. Takes accountability for personal improvement, personal development, skills development and effectiveness
3. Supports and articulate personal goals that are aligned to the business direction, that lead to personal development and effectiveness; Continuously strives to improve personal mastery, professional growth and business skills (ensuring technical/professional development in specialist area)
4. Establish professional standards for work, project plans and organization to ensure service provision and effective individual contribution
5. Share expertise freely and often during the application/review of policies, practices, standards, procedures and methods
6. Conduct analysis to formulate recommendations and design solutions and implement them effectively, problem solving and decisions quality - Analysed, formulated recommendations, designed solutions and implemented them effectively
7. Progress monitoring, reporting and corrective action
8. Statutory compliance and professional practices

* Apply and share learning experience at the workplace
* Set and work towards own performance targets and goals as per performance agreement
* Share new ideas regarding work
* Project a positive image of the department
* Question current way of doing things, and improve on personal work processes

* Understand the typical people needs of the Business and is able to communicate and market the relevant HR service offerings

* Investigate and recommend alternative or new service providers

* Take the necessary action where risks are identified

Relationships

1. Build constructive working relationships with manager, peers, clients and other service providers (all stakeholders) to ensure effective stakeholder relationships
2. Supports peers/team members to achieve team objectives through knowledge sharing, networking and collaboration with colleagues and other teams
3. Maintain Manager and peer relationships marked by professional communication, behaviour and actions that results in high levels of credibility, trust and respect throughout the business unit or function
4. Consistently meet customer and business requirements through technical/professional communication
5. Puts forward new ideas, thinking and approaches adopted and supported by the business

* Build credibility and constructive working relationship with teams, managers and business leaders to enhance the knowledge base of the company
* Maintain healthy and stable relations with peers and other HR functions (CoE, ER, Recruitment, etc)

* Know service offerings of internal and external service providers and is able to effectively utilise such offerings to satisfy people related needs of the business

* Understand customers' needs and expectations on an operational level

5. COMPETENCIES:

Technical/Functional

Core competencies:

1. People practices - Understanding the range of people practices needed to be an effective people professional
2. Culture and behaviour - Understanding people's behaviour and creating the right organisation culture
3. Business acumen - Understanding your organisation, the commercial context and the wider world of work
4. Analytics and creating value - Understanding analytics and its use in creating insight and measuring value
5. Digital working - Understanding the digital environment and how to apply technology in a people context
6. Change - Understanding how to effectively enable change
7. Policy, regulation and law relevant

Specialist Competencies:

1. Employee experience - Creating a holistic approach around engagement and well-being which enables workers to have a voice and be their best
2. Employee relations - Ensuring the relationship between an organisation and its people is managed through transparent practices and relevant law
3. Diversity and inclusion - Creating inclusive cultures where individuals can thrive
4. Learning and development - Ensuring workers have the knowledge, skills and experience to fulfil individual and organisational needs and ambitions
5. Organisation development and design - Using a systemic approach and application of behavioural science to drive organisation performance
6. People analytics - Using analytics to inform organisation decision-making
7. Resourcing - Identifying, attracting and assessing to get the right people for the organisation
8. Reward - Creating remuneration and benefits approaches aligned to current and future organisation needs and market conditions
9. Talent management - Maximising potential through talent identification, engagement and planning

Leadership

• Developing self
• Embrace digitalisation within the function
• Networking and collaboration

Safety

• Safety advocate - anywhere and everywhere
• Advanced awareness and understanding of HSE rules and procedures
• Concern for own wellbeing and that of others
• Ability to pro-actively identifying safety hazards and act accordingly