To develop, manage, and maintain area HR processes and procedures in accordance with Region HR policy and standards when appropriate.  To provide HR operational support to line management within the country.

1) Establish specific HR objectives for self and country management to ensure Group/Region HR policy/procedures and standards are met.

2) Analyze the country’s HR needs to establish priorities and identify key issues and work with Managers as customers to develop a plan to resolve/minimize problems, thereby reducing risk.

3) Where Group Policy is impractical for legal/cultural reasons, get country management approval to make recommendations to Region HR with justification.

4) Recommend new HR policy to country HR if not covered by Region or Group, ensuring tax advice taken and either market or legal justification evident.

5) Ensure line management is training/briefed on HR policies for country and that they are implemented consistently.  Run Corporate HR training courses on Appraisal and Recruitment.

6) Ensure that the local needs of Expat staff are catered to and ensure understanding of Expat policies.

7) Develop comprehensive salary and benefits policies for local nationals so the right people can be recruited, developed, and retained.

8) Coordinate annual merit review in line with Corporate needs.

9) Coordinate country manpower plan so that the country will develop in number and quality of personnel to ensure achievement of country’s short and long-term objectives.

10) Coordinate management training within the country and ensure adequately evaluated.

11) Appraisal and training needs analyses for performance rating and training plan purposes.

12) Work with country manager to develop country succession plan.

13) Source and interview candidates (where appropriate) to recruit the most suitable candidate both in terms of immediate requirement and future potential.

14) Development, coordination, and updating of Employee Handbook.

15) Development and maintenance of the Manual for country Managers/Supervisors.

16) Advise and assist re disciplinary/grievance issues.

17) Induction.

18) Preparation and development of monthly performance indicators and provision of monthly report to Corporate.

19) HR staff training.

20) Ad hoc projects.

Jobholder works closely with senior region management to determine the priorities within the country ensuring HR strategy linked with business strategy.  Policies may be needed at country level not covered by Corporate, and these need to be developed for Corporate approval.  Procedures and guidelines within Group policy also need to be developed covering Recruitment, Training, Rewards, etc.  These are presented to country management for approval.  Communication and dissemination of HR policies and procedures within the country and ensure understanding and implementation.  Provide support and guidance within legal framework to country management.

Jobholder takes the decisions re the running of the HR Department.  Job holder recommends specific

Regional policy.  Jobholder works within Region and Corporate HR guidelines.  Broad goals and objectives are

Agreed between the country Manager and Region HR Manager.

Internal – Employees at all levels.

External – HR personnel in other Companies to keep abreast of industry HR developments/issues.

Training providers

Universities/Schools

Employment Agencies

Pension/Insurance providers

Lawyers/consultants

Implementation of Area HR System.

To plan, record and progress continuous improvement of HR performance.

To determine IT needs so link between Corporation/Region simplified.

The Job Holder requires a recognized professional qualification and may be degree qualified.  A minimum of 10 year’s generalist experience working for an international company.  Job Holder requires credibility at all levels and has excellent interpersonal, organizational, and interpersonal skills.