Senior HRBP
Role Purpose
Roles at this level are responsible for managing staff and coordinating internal activities to optimize the performance and efficiency of the unit.
They act as a reference point within the field and take responsibility for major decisions that impact the unit or its role.
Typically, these roles have management responsibility for a number of individuals undertaking processing or clerical work.
Key Accountabilities and Performance Indicators
- 1. Plan, organize and prioritize workloads within area of responsibility
Plan, organize and prioritize workloads within the area of responsibility so that resources are used effectively and work is completed within set deadlines.
Performance Indicators:
▪ Efficiency in using internal resources
▪ Delays in meeting deadlines
- 2. Oversee unit activities and staff performance
Oversee the activities of the unit, monitor performance and provide guidance and support to the staff in order to ensure a high standard of efficiency.
Performance Indicators:
▪ Performance level of the unit
▪ Quality of provided guidance and support
▪ Efficiency of work
- 3. Analyze and improve internal workflows
Analyze internal workflows, identify areas of improvement and remodel or reorganize internal processes to optimize productivity and performance.
Performance Indicators:
▪ Efficiency of the unit workflow
▪ Productivity and performance of the unit
- 4. Review and enhance HR-related policies and practices
Review and analyze policies, procedures and practices that are related to personnel activities, evaluate their efficiency and develop improvement initiatives.
Performance Indicators:
▪ Quality of improvements made to personnel policies, procedures and practices
- 5. Ensure high-quality reports and documentation
Review, correct and validate reports and internal documentation to ensure high quality standards of executed work.
Performance Indicators:
▪ Standards of quality of executed work
- 6. Manage complex queries and administrative matters
Oversee the handling of queries, complaints and problems, manage complex and/or major ones and take decisions on all administrative matters in the unit to reach expected results.
Performance Indicators:
▪ Timely resolution of complex or major problems
▪ Decision-making capabilities
- 7. Liaise with internal and external parties
Liaise with internal and external parties to develop beneficial relationships and/or solve uncommon or major matters.
Performance Indicators:
▪ Communication skills and capability
▪ Ability to develop mutually beneficial relationships
- 8. Manage HR activities beyond personnel administration
Manage the proper administration of HR activities that go beyond personnel administration, provide guidance and support when needed and give constructive feedback to optimize results.
Performance Indicators:
▪ Proper administration of HR activities (beyond personnel administration)
▪ Quality of provided guidance
- 9. Motivate, train and develop staff
Motivate, train, develop and evaluate staff to optimize their potential and increase their capabilities and skills.
Performance Indicators:
▪ Capability of motivating and developing staff
Qualifications, Experience and Skills
- Bachelor Degree with professional training in Human Resources Management.
- Minimum 7 years of relevant experience.
- Good knowledge of local labour laws and related regulations.
- Good communication skills.
- English and Arabic language skills - written and spoken.