• Strategic Contribution

  • Ensures effective cascading of the functional strategy into department business plans to ensure vertical alignment and horizontal integration with other interfacing departmental strategies.

  • Provides functional expertise and supports the development and implementation of relevant key performance indicators (KPIs) and their application across business operations.

  • Acts as an advisor and supports business area leaders in achieving HC operational excellence in their respective areas.

  • Provides counsel to Business Area Leaders in accountable areas to ensure focus on effective HC operations in line with business requirements.

• People Management

  • Manages the effective achievement of assigned objectives through the leadership of the department by setting individual objectives, managing performance, developing, and motivating staff to maximize departmental performance.

  • Leads talent development initiatives for the assigned department, collaborating with technical/discipline experts to ensure the availability of talent aligned with business requirements.

  • Acts as a role model and drives adherence to organizational values and ethics to foster a value-driven culture within the organization.

• Budgeting and Financial Planning

  • Oversees the consolidation of and recommends the unit budget, while monitoring financial performance against the budget to identify cost reduction and performance improvement opportunities.

  • Provides functional expertise in preparing the HCBP departmental budget by analyzing and providing relevant data as directed.

  • Works with line managers on human capital-related costs, including workforce planning budgets and review cycles.

  • Supports area managers and leaders in adhering to submissions related to workforce cost-saving initiatives.

  • Reviews workforce costs, overtime, and other HC-related cost elements regularly and works with line management to address cost increases.

• Policies, Systems, Processes & Procedures

  • Manages and ensures effective implementation of policies, procedures, and controls across the assigned department to meet procedural and legislative requirements while delivering quality, cost-effective services.

  • Develops, oversees, and recommends improvements to HC policies and facilitates the implementation of procedures and controls.

  • Communicates newly established policies to the business and acts as a change agent for Human Capital initiatives.

  • Guides and supports area managers on HC-related policies, providing advice and solutions to challenges.

  • Supports the enforcement and implementation of HC procedures and guidelines within assigned business areas.

  • Works closely with relevant HR functions to ensure HC teams remain updated on initiatives.

  • Ensures line managers effectively cascade HC-related policies and procedures to employees.

• Business Partnering

  • Conducts regular daily/weekly meetings with business units to discuss HC matters, review reports, and provide solutions.

  • Analyzes trends and metrics from HC dashboards to develop solutions, programs, and policy recommendations.

  • Participates in resolving complex employee relations issues in collaboration with the ER team.

  • Works closely with management and employees to improve work relationships, morale, productivity, and retention.

  • Supports employees with career and work-life challenges through coaching and guidance aligned with HC policies.

  • Provides guidance on business unit restructures, workforce planning, and succession planning.

  • Collaborates with business areas and HC functions to identify employee development needs.

  • Maintains in-depth knowledge of legal requirements related to employee management, ensuring compliance and minimizing legal risks.

  • Partners with line leaders to strengthen EGA as a talent-driven organization.

• Employee Relations

  • Provides HR policy guidance and interpretation on employee relations matters.

  • Advises line managers on employee-related challenges and, where required, assists in investigating and resolving employee relations cases and grievances.

  • Coaches and guides business area management on employment-related matters to strengthen business partnerships.

  • Reviews dashboards and analyzes reports on employee activities (attrition, absenteeism, performance ratings, etc.) and proposes solutions with the Head of HCBP.

• Performance Management

  • Assists and provides expert support to business areas in completing the performance management process, including training and consultation.

  • Attends year-end calibration meetings with or on behalf of the Head of HCBP to support business leaders during the calibration process.

• Stakeholder Management & Communication

  • Develops and maintains effective relationships with internal departments and external stakeholders while upholding the highest standards of business ethics.

  • Designs and oversees communication plans that support departmental objectives.

• Continuous Improvement

  • Leads the identification of opportunities for continuous improvement and sustainability of systems, processes, and practices, considering global standards, productivity improvements, and cost reduction.

• Environment, Health & Safety

  • Ensures compliance with all relevant safety, quality, and environmental management policies, procedures, and controls to guarantee employee safety, legislative compliance, and responsible environmental practices.

• Data Management & Reporting

  • Ensures all unit reports are prepared accurately and on time, meeting EGA requirements, policies, and quality standards.

  • Ensures accurate, real-time, and confidential information is maintained and communicated appropriately to relevant stakeholders.

  • Manages the development of timely reports and presentations for Leaders, the Executive Committee, and the Board of Directors.

Desired Candidate Profile

• Minimum Qualifications:

  • Bachelor’s degree in HR Management, Business Administration, or equivalent university degree.

  
  

  Minimum Experience:

  • 8 years relevant experience in Human Resources Management including at least 3 years in positions of progressively increasing supervisory/managerial responsibilities.

  In this role, you will provide functional expertise and serves as a trusted, internal advisor on all related HC matters to the assigned business functions within EGA, whilst partnering with leadership and key stakeholders to develop the human capital strategies in the respective business areas, driving the talent management agenda, shaping and implementing effective people strategies to cultivate strong partnerships to deliver value-added HC expertise to achieve strategic objectives whilst enhancing people happiness.