Consultant Human Resources

Company: Abu Dhabi Accountability Authority

Job Objective:
Direct and guide the development and implementation of the HR strategy, objectives, and growth plans to enable the attraction, engagement, development, and retention of a qualified workforce within Abu Dhabi Accountability Authority (ADAA), to support realization of corporate plans in order to achieve corporate strategic objectives.

Key Responsibilities/Duties:

1. A. Strategy and Planning:

• Direct and lead the development and implementation of the department related policies, systems, procedures manual, Delegation of Authority, system user manuals and standard forms to ensure compliance across the Authority and alignment with ADAA's overall policies and procedures.

• Ensure effective cascading of the sector strategy into the department's strategic and operational plans to achieve ADAA's overall objectives.

• Develop and direct the implementation of the department strategic, budget and procurement, and operational plans, and monitor corporate performance ensuring alignment with the sector strategy, ADAA's vision, mission and corporate objectives.

• Forecast and develop department budget and direct the monitoring of financial performance against the budget to ensure areas of unsatisfactory performance are identified, and potential areas of cost reduction or performance improvement opportunities are capitalized upon.

• Develop the department Key Performance Indicators (KPIs) in line with ADAA's overall objectives and ensure that sections meet KPIs in order to improve efficiency and effectiveness.
2. B. Operations:
HR Strategy and Organization Effectiveness:

• Provide leadership, management, and vision to ensure that ADAA has the strategic human resource infrastructure in place, aligned to future direction.

• Provide overall leadership and strategic guidance to ensure conceptualization, implementation, review and sustenance of workforce planning, organizational effectiveness, Emiratization and employee engagement strategies and initiatives to achieve HR excellence.

• Provide subject matter expertise and contribute to the design, planning and execution of company-wide transformational programs and initiatives and ensure alignment with set plans to achieve objectives to drive performance and positive change across the organization.

• Contribute to the development of the organizational governance framework and advise Senior Management on related matters to enable smooth strategic decision making.

• Oversee the periodic review of the organizational structure in consultation with concerned line managers, to ensure that it reflects the strategic and operational needs of the organization.

• Direct the updating of the functional accountabilities of the organization, reflecting any changes in the organization structure and grouping of functions, to ensure the documents are up to date and accessible when required.

• Manage the consolidation and development of ADAA's overall manpower plan to ensure all resourcing requirements are captured and fulfilled through appropriate recruitment plans.
3. Performance and Reward:

• Drive a performance-based organization by developing a rigorous innovative performance management framework containing best practice elements.

• Oversee the employees' performance management system at ADAA and guide the effective and efficient implementation by all parties, to enable the accurate and fair evaluation of employee performance, and the enhancement of the ADAA's business performance.

• Ensure the performance management system is linked to other HR processes such as promotions, career development, etc. to develop a performance-based culture.

• Ensure that ADAA's reward and benefits framework is competitive enough to attract, retain and motivate the appropriate talent from the local and international job market.
4. Talent Acquisition:

• Oversee the development of the annual recruitment plan to outline strategies and approaches for identifying and selecting high caliber talent into required roles in a timely manner.

• Oversee the implementation of selection and recruitment strategies and monitor the recruitment processes across the ADAA to recruit competent and proficient personnel.
5. Talent Management:

• Develop and advocate a culture of continuous learning and provide overall strategic direction of learning and workforce development within ADAA.

• Direct the development and implementation of training and development plans as per the identified needs to ensure that the right Learning and Development framework is in place to develop managerial and technical capability that will enable ADAA achieve its objectives.

• Oversee the development and implementation of a succession planning framework that structures the flow of high potential employees into managerial and leadership roles through structured career moves and capability building interventions.
6. HR Support Services:

• Oversee the overall HR transactional services such as time management, HR data management, ERP, etc. to facilitate efficient operations of the HR function.

• Manage the development and improvements of Human Resources Information Systems (HRIS), HR Matrix and HR Processes & Flow Charts.

• Manage the design and delivery of "surveys and questionnaires" regarding "Salary, Employee Satisfaction, and Code of Conduct etc."

• Ensure that any employee relations issues, including complaints/ grievances, are addressed through appropriate processes and that disciplinary actions are taken promptly, fairly and in accordance with company policy and local labor laws.
7. Business Partnering:

• Direct the provision of expertise and support to respective sectors for HR activities such as recruitment, resourcing, performance management and employee relations, to achieve the HC strategy and transformation as part of the overall organizational strategy.
8. C. Talent Management and Development:

• Direct the effective achievement of department operational goals through effective leadership and by setting department objectives, managing performance within the department, and developing and motivating the team to maximize performance.

• Oversee and lead talent development initiatives in coordination with the Human Resources Department and discipline experts and thereby ensure the availability of talent to fit ADAA's requirements.

• Act as a role model and ensure the team adheres to organizational values and ethics to establish a value-driven culture within the Authority.

• Share professional expertise and knowledge to build internal intellectual capital and facilitate knowledge sharing across the Authority.

• Manage, mentor, guide and coach section heads by using effective leadership strategies, providing directions and ensuring proper execution of all initiative undertaken by ADAA to the highest standards.
9. D. Corporate:

• Oversee and direct periodic organizational structure change and to ensure optimal resource utilization.

• Direct change management through continuous improvement of department systems, processes and practices taking into account global standards and changes in the business environment, which demand proactive action plans.

• Ensure that all department reports are prepared timely and accurately and meet ADAA requirements, and quality standards.

• Oversee department adherence and compliance with all ADAA corporate policies, procedures and guidelines (HR, IT, Procurement, Finance, Health and Safety etc.) and code of business conduct.
10. E. General:

• The level of performance should reflect the academic qualification, type of courses in the field of specialization, employee job level, and the level of productivity.

• The academic and professional certificates required and approved by ADAA should be acquired within the period specified and based on the employee's Individual Development Plan.

• Perform the task and responsibilities independently unless an approval or directive was obtained to delegate the task to other employees in case of incapability to perform the tasks and responsibilities.

• Ensure teamwork, collaboration and dedication in performing duties.

• Showcase a strong leadership to the team members.

• Knowledge and awareness about the capabilities of the subordinates and showcase a strong knowledge in the field of specialization.

• Provide the required support and guidance to the subordinates.

• Take responsibility of the decisions made.

Requirements:

1. Bachelor's degree in relevant field
2. Chartered Institute of Personnel Development (CIPD) Level 7 Advanced Diploma in Strategic Learning and Development
3. Society of Human Resources Management Senior Certified Professional (SHRM SCP)
4. 12+ years of relevant experience in Human Resource Management out of which 8 years in managerial role.

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