Specialist- HR Business Partner

Transguard Group was established in 2001 and has diversified significantly, we lead in the fields of Cash Services, Security Services, Manpower Services, Facilities Management & Aviation. Transguard Group is the UAE’s most trusted business support and outsourcing provider and has a large, dynamic and culturally diverse workforce with 50,000 employees!  We are currently recruiting for a Specialist- HR Business Partner to be based out of our headquarters in Dubai.

Job Scope-

Provides a collaborative and supportive HR service to facilitate the delivery of day-to-day support to all Business Units. Provide value-added services to management and employees that reflect the business values and objectives.

• Provide professional advice and support to employees and managers on all aspects of people management.
• Acts as an employee champion and change agent.
• Provides project leadership for human resource initiatives.
• Consulting with line management and provide daily HR guidance.
• Analyzing trends and metrics with the HR department.
• Resolving complex employee relations issues and address grievances.
• Ensures all advice fully reflects the business desire to be an employer of choice, current employment legislation and best practice

Job Responsibilities-

Management and Support

• Works 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
• Provides the day-to-day performance management guidance to the business through coaching, career development, counseling, disciplinary actions and resolves complex employee-relations issues.
• Oversees and manages complex employee-relations and welfare issues issues, supporting formal appeals and hearings while simultaneously coaching the relevant managers on management best practices
• Responsible for operationalizing various HR initiatives from the People Management plan , for example, performance management process, succession planning, or employee development.
• Implements talent management processes for all employees and provides thought-leadership on issues that may avail improved operation and performance
• Provide 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.
• Provides guidance and input on workforce planning, business unit restructures, succession planning and all core HR activities ensuring that core HR processes are applied appropriately and in a legally compliant manner.
• works collaboratively with departmental heads throughout the business, assisting them in understanding training and development programs, and people communication practices.

People Management Plan and Strategy

• Implements all areas of the people management programmes by collaborating with the business units; not limited to
  - Performance Management
  - Talent Management
  - Career Framework
  - Learning & Development
  - Employee Engagement

Onboarding and Off boarding of employees

• Support the recruitment and on-boarding of new employees ensuring all relevant process are completed on time
• Support the exiting of employees from the business

People Management

• Carry out investigations, grievance handling and disciplinary proceedings, harassment cases in line with the policy, procedures and SOPs.
• Provide advice and guidance to staff, peers and managers on matters related to the application of the rules and regulations, policies and procedures, interpersonal relationship, performance and career problems.
• Maintenance and reporting of all serious issues cases – creation of a case files and reporting all incidents.
• Escalate immediately to the Head – Group Human Resources any incident, accident or dispute.
• Record any HR Welfare issues or concerns reported by TG employees.

Analytics

• Analyses trends and metrics in partnership to develop and enhance solutions, processes, and programs that address current problems and to avoid future ones.
• Leads 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.
• Responsible for contributing to Management Reporting, the collation of data for assigned Bus and inputting to reports for MPR and Control Rooms, CCM Logs, Balance Scorecards and all other TG reporting tools.

Relationships

• Developing and maintaining healthy relationships across the business. In this capacity, conducts regular meetings with the various business departments, builds, and develops trusted relationships with the various departmental leaderships.
• Coaching the relevant managers and employees on best practices of HR initiatives.
• Actively participates in HR department meetings and contributes to the formulation of solutions for the HR department, business department, and business-wide challenges.

Compliance

• 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 goal

Operational Excellence

• Ensure all activity contribute to a lean culture, focused on operational excellence and business performance
• Working towards achieving the KPIs and goals on the balanced score cards
• Process and responds to employee queries and requests raised on HR Service Desk within agreed SLAs, as per company policy and Local Labor Law
• Escalate / coordinate employees- grievances with the relevant team in conjunction with Manager – HR Service Desk and BU where necessary
• Effective communication skills to update Managers at all levels.
• Focus on operational excellence and business performance throughout all daily tasks
• Processing of all employee data onto Oracle / HR360 and all other Transguard related systems
• Adhere to deadlines wherever applicable

Skills – Technical1

• Knowledge of HR Processes and cross functional dependences
• Awareness of external trends and best practices
• Awareness of Audit and Compliance for HR Strategy & People Team
• Ability to plan and organize workload and delegation of tasks
• Project and change management skills
• Expert in GCC labour law

Skills- Hard

• Knowledge of ERP systems

Skills- Soft

• Excellent communication, influencing and relationship building skills – (written, oral and presentation)
• Excellent interpersonal, organizational, negotiating and coaching skills
• Leadership, management and organizational skills
• Problem solving, analytical and proactive support skills

Extra Pre-Requisites General

• Excellent people management skills
• Analytical and goal oriented
• Demonstrable experience with HR metrics
• Thorough knowledge of UAE labor legislation
• Full understanding of all HR functions and best practices
• Self-belief in their personal ability to make a difference to the business
• Belief in the value of the HR function
• Confidence to have a strong point of view and express it even if it proves unpopular
• Knowledge and experience of the business and its intricacies and an ability to communicate in business terms
• An ability to build long-term, trusting relationships with stakeholder and with HR colleagues
• A focus on delivering business outcomes through making best use of the whole HR function and acting as a strong role-model for the rest of the team