1. Stakeholder - internal:
Define in agreement with the Country Manager(s) the local HR strategy (long and short term) and policies within overall regional / Global business context, in terms of recruiting, organizational development, training, compensation & benefits, industrial relations.
Maintain relationships and share experiences with other functions, regional HR to achieve compatibility in organization design and effective interface with other functions.
Oversee selection of key staff, succession planning and management development of executive as well as non-executives (according to Job code), based on agreed Corporate Values, optimizing on opportunities to continuously upgrade talent, coaching and advising local managers to maximize employees performance and potential.
Advise, influence and support managers in defining and implementing plans related to talent management.
Implement and adapt at country level C&B policies, in line with Global/Regional guidelines which are competitive in the market and encourage employee commitment to organization.
Develop at the local level in an effective and timely way, the organization performance management system.
Together with the Country Management Team Members and the respective line/staff managers, determine the organization structures, roles, critical success factors and goals for each line/staff functions.
Together with the Country Manager(s) and the respective line/staff managers, define the organizational development of the company and the skills needed to reach the business targets within the medium term plan, and the relative training plan to cover the gaps discovered (if any).
Advise, influence and support managers in the definition of the optimal qualitative and quantitative staffing in the short and long term, in order to contribute to the country's business objectives.
Promote any initiatives which enhance the company productivity such as for example “continuous improvement” process and “speed & simplicity” culture in every activity of the organization.
Advise, influence and support the managers in any re-engineering process within the country organization, which contribute to increase productivity and effectiveness.
Advise country management in all human resources related questions/issues.
Advise, influence and support managers in the effective use of the country labor laws/contracts and the collective agreements.
Advise, influence and support the managers in any disciplinary process to be used within their employees in line with the local legal framework.
Deal with employees' individual issues on an exceptional basis as their direct managers are their primary interface.
Implement and monitor health & safety plans to prevent employees from injuries and protect health in line with country legal requirements and good practice.
Ensure the provision of an efficient and timely personnel and payroll administration services, in compliance with the country labor laws/contracts and any collective agreements.
Advise, influence and support in the effective employee communication activities ensuring the full respect of the local industrial relations and the local legal framework.
Participate in cross-functional business aspects to ensure that cohesive joint decision-making processes exist at country level.
2. Stakeholder - external
Encourage and develop the culture behavior and values of organization.
Promote and implement HR policies that both comply with Corporate HR guidelines, local mandatory regulations and good practice.
Ensure attraction of outstanding people capable of making significant contributions to organization’s success, taking into account the future needs of the company, in line with Global HR guidelines.
Maintain regular relationships with authorities and unions.
Manage local industrial relations activities and enhance effective relations with trade unions and works councils.
Strictly follow the country's labor laws/contracts and the collective agreements.
Represent organization in professional associations in the area of responsibility.
Identify, negotiate, approve and control the quality of relevant consultants (lawyers, head-hunters, training consultants, market data providers, etc. related HR).
3. Process
Implement and monitor HR policies, standards and processes ensuring HR best practices and alignment to Corporate HR guidelines and the country labor and fiscal laws.
Prepare and monitor local HR budget; manage all relevant costs and expenses of the local HR Dept. within the allocated budget.
Control the implementation and maintenance of a global HR information system and metrics on country level, in line with the Global /Regional HR guidelines and deliver all relevant personnel data to line management and Global HR.
Prepare and monitor on a monthly basis the personnel costs and the relative FTE data evolution, comparing them with the budget and the forecasts, analyzing any gaps discovered and proposing the appropriate solutions to cover the gaps discovered.
Propose any effective solutions to increase company productivity with particular regard for example to working hours shifts to reduce overtime, use the most effective country employment agreement to hire people, control and manage illness rate, use the vacation days, travel & living expenses, company car, mobile phone, other benefits, etc..
Provide “internal climate” process defining, implementing and managing specific “Employees Opinion Survey” process (including giving feedback process) and defining specific action plan needed for any areas of improvements discovered.
Ensure the accuracy of the data of the monthly employees’ wages in line with the employment agreements, the country labor and fiscal laws and the collective agreements.
Ensure the accuracy and punctuality of the monthly payment to the employees of their salaries, to the national social security systems and the national pension scheme.
Integrate the country HR functions to focus on joint priorities and exploit scale economies while safeguarding the business performance in relevant organization Business Units.
4. People Development
Develop and maintain a motivated HR team of competent managers and staff.
Evaluate the HR staff performances of his/her direct reports and ensure that the same is done for the other members of the HR team.
Together with the HR Director, South Asia and EMEA determine the HR organizational structure, roles, critical success factors and goals of both the HR strategic agenda and to support the business priorities.
5. Safety and environment:
Follow safety and environment policy; be aware to raise safety and hygiene standards in your area.
Completion 5S audit at the place as policy and do “Near Miss” audit as requirements.
