Head of Workforce Planning and Organization

Компания "Orion Group KZ"

Job Purpose:

The purpose of this role is to ensure effective delivery of HR business process model and procedures in line with the Company's Strategic Plan. It is a key role in managing change and ensuring the achievement of the Human Resources Directorate’s strategic goals through effective people management practices. Ensure efficient management of Workforce Planning developed by the Company’s Directorates and Forecast in compliance with G&A constraint and in concurrency with Finance team.

Qualification & Experience Requirements:

The Job Holder must have:

• Bachelor’s degree required, advanced degree in related field preferred;
• 8-10 years of experience in the relevant areas with a minimum 3 years of experience that is directly related to the duties and responsibilities specified or an equivalent combination of education and experience sufficient to successfully perform the essential duties of the job as listed above.
• Experience working with policy & procedure and providing independent research, analysis and advice on complex issues, including evaluation of options and recommendations;
• Experience managing policy projects, and implementing policy decisions;

Required Competences:

HR Common:

1) HR Policies, Standards and Procedures – Skilled (Level 3)

• Recommends effective techniques for managing an HR unit or department.
• Advises on the development of HR policies, strategies and plans.
• Facilitates organizational procedures to ensure effective HR strategic planning and operations.
• Consults on the resolution of any legal and professional consequences of HR policy breaches.
• Trains others on the use of technology in current and planned HR strategies.
• Oversees the key relationships and dependencies between HR and other business components.

2) Expertise of Human Resource Management – Skilled (Level 3)

• Compares and contrasts the differences in HR practices of the organisation to those of other organisations.
• Seeks ways to proactively improve HR processes and outcomes across disciplines.
• Evaluates the major HR service vendors in the marketplace and assesses suitability for the organisation.

3) Consulting and Influencing – Skilled (Level 3)

• Supports others in identifying and applying the most appropriate tool or technique to partner with the business on people initiatives.
• Critically evaluates and supports the implementation of people solutions or initiatives.
• Cites examples of identifying, engaging with and influencing key stakeholders to develop integrated solutions to complex people issues.

4) Organisational Change Management – Skilled (Level 3)

• Coaches managers on planning, managing and leading organisational changes.
• Leads the delivery of complex change management plans for high impact organisational changes.
• Designs and delivers organisational change management training for the workforce.
• Continuously improves Organisational Change Management processes, tools and templates for NCOC.
• Proactively identifies and mitigates risks to successful implementation of key organisational changes.
• Cites examples of change measurement tools to track change adoption.
• Drives lessons learnt or post-implementation review activities.

5) HR Metrics and Data Analysis – Skilled (Level 3)

• Translates complex people data and reporting into credible insights to inform business and operational decision-making.
• Cites examples of engaging with managers and senior leaders to identify areas of improvement through the use of HR systems and people data.
• Directs the adoption of HRIS for employee information management.
• Provides advice on potential HRIS enhancements.
• Analyses successful cases of HRIS use in different organisations.
• Analyses complex reports as revealed by the HRIS data; reviews and verifies data and reports for accuracy.
• Contributes to the establishment and maintenance of the business rules and procedures governing the use of the HRIS.

HR Services:

6) Workforce Planning - Skilled (Level 3)

• Cite examples of working with senior leaders to design departmental structures and roles which respond to current and future organisational strategy, capability and business needs.
• Cites examples of overseeing restructuring programs and transition plans that impact the organisation.
• Describes in detail the current labour market data and trends that are used to inform the organisation’s current and future workforce plans.

7) Sourcing and Recruiting Candidates – Awareness (Level 1)

• Lists the major processes for recruiting for an open position and managed posts.

8) Talent Management – Awareness (Level 1)

• Identifies the basic concepts of talent management using business terms.
• Describes the main purposes of succession planning within an organisation and how it is used to support Nationalisation.
• Describes key elements of the organisation's current talent management and succession programs.

9) Training Needs Assessment and Effectiveness – Awareness (Level 1)

• Describes in broad terms the training lifecycle phases: training needs analysis, training program design, delivery and evaluation.

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