Organization Structure: 

• Participate in reviewing the organization structure as applicable.
• Ensure adherence to the set accountabilities and segregation of duties.
• Ensure any changes are reflected on the HRIS in collaboration with the Operations team.
• Raise the flag in case of noticing any variations to the set structure and roles.

Performance Management: 

• Work closely the Manager on establishing a performance driven organization through: 

1. Educating the management and the staff on identifying the company and the individual goals and KPIs.
2. Conduct regular training on the performance evaluation and feedback sessions.
3. Lead the implementation of the Performance management cycles starting from objectives setting all the way to the end year review cycle.
4. Work with the Manager on introducing recognition programs to recognize high performance and culture role models.

Talent Management and Development 

• Timely and accurately lead the talent mapping cycle to help identify HPOs and Concerns cases.
• Work on developing second line leaders through succession planning.  
• Ensure HPOs’ development KPIs are met.
• Coach and build the capability of senior managers to contribute to organization effectiveness.
• Lead the  TNA process in partnership with the managers.
• Ensure the execution of the Learning and Development plan and ensure it is aligned with the 70% - 20% -10% learning model.
• Ensure completing the approved learning and development plan. 
• Lead the execution of training related to the law regulations such as the fire fighting training and others.

Culture and employee engagement: 

• Ensure the execution of the set employee engagement plans / initiatives to foster and promote a culture of excellence.
• Collaborating with Communications and branding teams to design regular employee engagement communication programs to employees.
• Serve as project point person on specific segments of employee engagement and communications programs, including team building events, meeting logistics, all people  related meetings… etc., to ensure engagement programs are successfully implemented.
• Support design and administration of employee engagement surveys.

Data privacy: 

• Responsible for safeguarding employees’ data of all forms either sensitive or non sensitive or else will be subject to disciplinary action that might lead to dismissal.

Policies and Procedures 

• Develop / recommend updates to policies related to the scope such as performance management, career progression, talent management, Learning and development.

Health and Safety: 

• Adhere to the safety instructions at all times. 
• Support the HSE department in facilitating the necessary training and awareness to the employees. 

Reporting: 

• Learning and development plans completion. 
• HPOs development KPIs.

Continuous improvement: 

• Search for and integrate the up to date and unconventional learning techniques.
• Constantly analyze people data related to the various department activities to provide meaningful information that will guide continual improvement and further increase employee engagement, satisfaction and retention.
• Stay up to date with the latest People practices in relation to engagement, recognition, performance or any other to support boost employee experience. 
• Stay close to the management team to understand operational aspect that might affect people / organization performance.