HR Manager Iraq and Afghanistan at DHL

Job Description

HR Strategy Development and Planning
Develop and implement a HR strategy, which enables DHL Iraq & Afghanistan to meet its commercial goals and business objectives.

Recruitment and Workforce Planning
Develop and implement recruitment policies and procedures, which ensure that we attract and recruit staff with the right skills at the right time. Apply suitable attraction and selection methodologies to ensure the right people are identified and selected. Utilize effective workforce planning approaches to ensure business continuity and growth.

Localization of the workforce is a key focus for recruitment activities.

Compensation and Benefits
Develop and implement compensation and benefit policies and procedures, which are equitable, in line with the market and also meet business objectives to ensure retention of high quality staff. Participate where appropriate in salary surveys and research available salary data to ensure equitable compensation and benefits packages are on offer.

Employee Relations
Provide support and guidance to managers and staff to maintain positive employee relations. Identify and implement approaches to ER that are suitable to the IQ/AF working conditions and environment.

Introduce regular Employee Opinion Surveys with the specific goal of identifying any perceived areas requiring improvement and developing and implementing solutions, which foster positive employee relations and thereby enhance productivity.

Manage Employee recognition and suggestion schemes to enhance employee engagement and improve performance.

Talent Management and Succession Planning
Introduce Talent development and succession planning approaches that meet the needs of the IQ/AF business and environment.

Training and Development
Develop and implement a cost effective training & development function, which will increase productivity and performance and support.

Performance Development
Ensure that Motiv8 is actively used by all managers and supervisors within the areas of control for the purpose of evaluating KPIs, competencies, development needs and career aspirations so that it is seen as fair and objective process by the employee and can be used as an effective document for measuring performance and identifying training and development needs.


Develop and implement effective and innovative performance management, performance improvement, recognition and reward strategies including 360 degree appraisal.

Introduce evaluation of the sales force effectiveness using Regional tools, psychometric assessment and assessment centres to ensure that each individuals’ development needs are identified and can be met.

Reporting, Budgets and Organisation Structure
Provide comprehensive reports relating to key measurables in Human Resources.

Effectively manage the HR budget for IQ/AF.

Document organisational structure and ensure that structure complies with Regional Structure recommendations and is optimised, with clear accountabilities and maximum productivity.
Skills

4. KNOWLEDGE, SKILLS AND EXPERIENCE

• Educated to degree level preferably in the Social Sciences.

• Postgraduate qualification in HR

• 7 years generalist HR experience, with specific experience in remuneration, psychometric testing or training.

• Planning & Organising
• Cross Functional Working
• Persuasive Communication and Influencing Skills
• Managing the Team
• Making Improvements
• Business Awareness and Acumen
• Making Decisions
• Personal Motivation

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