Division/Department         Human Resources Department

Primary Location                New Cairo

Reports to                           Chief Human Capital Officer

Subordinates                       Comp & Ben specialist, R & ER Sr. officer, HR / Payroll officer, HRO’s

POSITION SUMMARY

Ensures that Human Resources planning, and management align with the strategic planning of GCS to achieve the goals and mission of the organization.

Shape the performance and development systems for all employees, designing and supporting the company talent frameworks including performance management, succession planning and workforce/human resource planning whilst guiding and managing Human Resources services for the company.

Originates and leads HR practices and objectives that will provide an employee-oriented; high-performance work culture that emphasizes empowerment, quality, productivity, and standards; goal attainment and ongoing development of GCS human capital.

This position may also be assigned specialized tasks as delegated by the HR Director.

ESSENTIAL RESPONSIBILITIES AND DUTIES

• Act as a key person for staff to express their needs and concerns with regards to the work environment and act on staff feedback as appropriate.
• Develop and implement HR strategies and initiatives aligned with the GCS business strategy.
• Construct, modify and administer HR policies and procedures on all human resources aspects of GCS workforce.
• Develop, maintain and be a role model for a culture among staff that is open to change and supports continuous quality improvement, collaboration, respect and accountability.
• Report to management and provide decision with the support of HR metrics.
• Manage department KPO’s by effectively distributing KPI’s with department staff.
• Construct effective disciplinary procedures par with State labor law, administer and modify as per the impact of the effectiveness.
• Generate and maintain Manpower plan and forecast budget and cost.
• Review on going and future projects manpower requirements, identify vacant positions, plan manpower forecast with coordination of line managers.
• Establish screening procedures of candidates, recruiting, testing and interviewing program, counseling managers on candidate selection.
• Develop and apply procedures to prepare employees for assignments by establishing and conducting orientation and training programs.
• Maintains employee benefits programs by studying and assessing benefit needs and trends, recommending benefit programs to management.
• Maintains a compensation plan by planning and implementing pay structure revisions.
• Establish, review, and manage employee’s health medical insurance benefits scheme.
• Lead, monitor and review the performance management system ensuring that appropriate plans are in place for managing succession, retention, training, talent and career development.
• Manage and conduct employee incentive and rewards program as per the GCS policy & procedures.
• Establish employee motivation schemes to achieve better employee satisfaction levels and transform GCS as a better place to work.
• Manage and control employee grievances and advise solutions; Arrange counseling for employees and supervisors/controllers.
• Conducting HR investigations with HSE and HOD coordination.
• Maintains employee retention by analyzing exit interviews; advice managers on policy matters such as equal opportunity employment, gender balance and recommending changes.
• Ensure legal compliance by monitoring and implementing applicable human resource and state labor law requirements; health and safety regulations; overtime policy violations.
• Maintains historical human resource records by designing a filing and retrieval system; keeping past and current records.

HSE REQUIREMENTS 

Support all GCS HSE procedures & regulations implementation (ex: green hat, investigations, disciplinary actions implementation).

Ensure HSE expectations are incorporated thru new employees hiring process.

Strengthen the integration employees of HSE commitment & compliance in annual & probational appraisal process.

AUTHORITY LIMITS

Stop work if unsafe condition detected.

Approves or Rejects any employee transactions for HR compliance.

Approves or Rejects overtime if violates HR compliance.

EDUCATION, SKILLS & EXPERIENCE

• Must possess a Bachelor’s / Master’s degree preferably in Human Resources from an accredited institution.
• PHRI/SPHR or any HR certification will be an added advantage.
• Minimum 7 years proven working experience as HR manager and more than 15 years’ experience at HR.
• Bilingual with excellent written, verbal and presentation skills in English and Arabic.
• In-depth knowledge of labor law and HR best practices.
• Knowledge of payroll and payroll procedures.
• Demonstrated experience with human resources metrics.
• Experience of using HR Information Systems.
• Leadership and Ability to work effectively with senior-level business stake holders.
• Ability to architect strategy / Critical thinking and decision-making skills.
• Will be able to demonstrate being self-directed, resourceful, and creative.
• Adaptability and flexibility.
• Excellent business judgment, analytical, Integrity and honest.
• Problem solving skills.
• Conflict resolving skills.
• Ability to audit and monitor quality of outputs.
• Demonstrated commitment to teamwork and the construction of a supportive, collaborative work environment.
• Ability to handle sensitive information and must be maintain confidentiality.
• Ability to work in high pressure situations and appropriately manage a stressful work environment.
• Must be able to work a flexible schedule as per work requirements.
• Occasional travel to may be required as part of the job.