HR & Organizational Development Manager

Lead in the Implementation of the HR Strategies and delivery HR & OD services in a fair and consistent manner. Responsible to ensure effectiveness of the people management and development processes i.e., Recruitment, Learning and Development, Talent Management and other Organizational Development processes.

1 Lead in the implementation of HR Strategies by transforming them into actions and plans.

2 Proactively implement the HR strategy and provide feedback for necessary modifications and standards to ensure that new business requirements are properly addressed.

3 Lead and guide the necessary activities to communicate and implement the HR strategy in a proper and professional manner.

4 Business Partnering to Corporate functions ( including Commercial, Finance, Supply chain etc)specifically in the areas of Talent management and development ( Recruitment, Learning and OD)

5 Plan, develop, implement and monitor HR policies, procedures and systems based on the set HR strategy to support achievement of business objectives.

6 Ensure all policies and procedures are in line with Lafarge way, Principles of Action, and local laws.

7 Review and propose the required amendments and additions in Policies and Procedures as frequently as needed

8 Provide necessary guidance and elaboration on HR policies in place

9 Develop and maintain an Equal Employment Opportunity strategy based on merit and individual talent to cater for the BU staffing needs as well as manpower needs of the Region.

10 Lead the branding activities and positioning of Lafarge as "preferred employer" in the local market.

11 Monitor and control new hires ensuring compliance with the already set and approved annual manpower plan and headcount.

12 Design, maintain, and periodically evaluate an effective Recruitment process to enable the most appropriate selection of staff in terms of quality, organizational fit and attitude.

13 Jointly take hiring decisions / recommendations with line managers on selection of new employees.

14 Develop innovative staffing solutions based on advanced technology and IT systems to enhance quality of selection, optimize financial cost of hiring and reduce time frame.

15 Maintain strong business relationship with Headhunting and Recruitment consultants and institutes.

16 Act as a co-leader and facilitator for driving and implementing the O&HR Review ensuring that the outcome reflects BU and Regional objectives from the organizational development perspective.

17 Facilitate implementation of appropriate capacity building, knowledge transfer and succession planning initiatives associated with organizational development activities capitalizing on the outcome of O&HR Review and Talent Days.

18 Building organizational capability aligned with business strategy, process system and people to ensure achievements of landmarks and organizational goals.

19 Play a role of leading organizational change agent and introduce change management strategies to evolve towards targeted organization schemes and other key business needs and requirements to cope with anticipated and current challenges.

20 Develop and scientifically design a comprehensive annual training & development plan based on the outcome of the O&HR Review, PTA and Individual Development Plans (IDP)

21 Act as the focal point of control and contact with LU (Lafarge University) for validating and nominating participants to the development programs on LU training catalog.

22 Ensure proper and timely implementation of the development plan and see to the maintenance of comprehensive training records.

23 Propose the annual training budget for the BU, get the necessary approval and monitor training expenditure versus approved budget.

24 Maintain strong business relationship with training & development consultants and institutes.

25 Support BU Ex Com members to identify internal talents and high potential employees for future growth

26 Promote and facilitate the career interview exercise to identify employees' aspirations.

27 Act as an influencing catalyst among line managers to promote cross-functional internal transfers.

28 Ensure that Identified Talent in the BU have access to available job opportunities in the Group.

29 Ensure an effective performance management system is in place as per Lafarge standards to evaluate individual performance versus set objectives.

30 Ensure proper implementation of performance management system and provide the necessary facilitation and support during exercise.

31 See that the annual appraisal results are in accordance with the bell curve forced distribution curve

32 Link the appraisal results to the merit review and bonus process in a fair manner where high performers are rewarded as per their individual contribution.