KEY RESPONSIBILITIES:

Strategy & Business Performance:

• Responsible for supporting the implementation and embedding of regional and global People strategies, plans and initiatives as part of the People operational plan.
• Support the People Leader, Middle East & Asia to develop local People strategies and tactics to address business needs in line with the global People direction.
• Participate in annual People operational budget planning exercise and work within approved allocated budget.

Talent & Reward:

• Initiate and manage recruitment activities and ensure quality staffs are recruited that meet the requirements of the business.
• Support hiring managers in screening candidates for organization and cultural fit. Collaborate with Recruitment & Sourcing Manager, Middle East & Asia in sourcing and screening of candidates as required.
• Accountable for the execution of operational People activities including the management of secondments, transfers and any other changes to employee conditions of employment.

Performance management:

• Drive the performance & development (P&D) process to ensure that employee performance, capabilities and behaviours meet current and future standards.
• Take a leading facilitative role in supporting managers in moderating P&D rating exercise that is closely aligned with the Country's talent management review especially on identifying and managing high performing and high potential employees. Also, ensuring objectivity in performance appraisal process and adhering to P&D guidelines.
• Consult and coach managers on managing under performers and ensure the Performance Improvement Plan (PIP) is closely adhered.

Reward & Recognition:

• Responsible for implementing Aurecon's reward strategy, including accountability for driving the annual salary and performance bonus review process and the delivery of equitable outcomes.
• Proactively identify and advise management of changing market trends and impacts to company.
• In consultation with the Remuneration & Reward Leader, participate in market compensation survey and provide recommendations on remuneration and benefits based on survey analysis while balancing with affordability.
• Consult with management on maintaining a competitive remuneration strategy while also balancing affordability and internal equity.

Recruitment

• Identifying hiring needs and sourcing relevant talent pools
• Work with key stakeholders to develop, implement and execute hiring strategy
• Provide consultative end to end recruitment service to our internal customers
• Screen resumes and interview qualified candidates
• Facilitate interview and hiring discussions with interviewers and hiring managers
• Active involvement in interviewing candidates and advise on the suitability and quality of candidates with key stakeholders
• Drive offer process - extending offers, negotiating terms and closing candidates
• Active sourcing of candidates across various avenues including social media, relevant industry networking forums, job boards and direct sourcing.
• Management of external providers and negotiation of employment agency terms
• Plan, drive and execute graduate and intern student campaigns
• Initiate reference and background checks on candidates
• Assist with ad hoc People projects as assigned

• Policies & Best Practice:

• Increase the understanding and effectiveness of leaders in delivering desired people outcomes via People policy/process while reducing the need for People intervention.

• Proactively contribute to the development, implementation and monitoring of policies and procedures based on relevant legislation and contemporary People management practices which provide a consistent and approach across the Region and Aurecon.
• Maintain up to date knowledge of current industry trends, legislation and best practice and provide training and coaching to managers where required, including on People policies and programs.
• Support managers to ensure the successful on-boarding of all new and relocated employees in line with the Aurecon on-boarding process and to ensure they are properly phased in.
• Ensure compliance to company policies and procedures, legislative requirements and act as a role model for Aurecon's values and behaviours.
• Manage the staff exit process including the analysis of exit interview data and make recommendations to management for corrective action.
• Responsible for the analysis and application of People information to assist managers with making evidence based decisions.

Employee Engagement & Employee Relations:

• Support the business to achieve legislative compliance in relation to industrial and employee relations including providing recommendations, advice and support relating to investigations, discipline/termination of employees and managing complaints and grievances.
• Proactively plan and organize interactive communication sessions and socialising activities at workplace to build a harmonious relationship between management and employees.
• Collaborate with Country Management and People Leader, Middle East & Asia in improving the local employee voice results and Aurecon group results.
• Proactively work with managers on managing employee disciplinary issues

Training & Development:

• Collaborate and support Talent Development Manager, Middle East & Asia in annual Training Needs Analysis (TNA).
• Provide consultation and support to managers on employee training and development plan especially for identified high potential employees.
• Proactively organize and conducts regular P&D workshops to familiarise new employees and newly promoted managers to ensure that they understand the P&D objectives and P&D systems for performance management.

KEY QUALITIES AND SKILLS:

• Strong networking and relationship building skills within People, Aurecon and the industry.
• Establish and maintain effective internal communication processes that ensure the flow of relevant information.
• Business understanding and commercial acumen.
• Self-motivated, achievement and action orientated with a strong service orientation and well developed execution skills.
• Good judgment, strong planning & organizational skills, take initiative to make things happen
• Applying business analytics to drive outcomes.
• Interpersonal skills - relationship building, collaboration and influencing without authority.
• Ability to work within a matrix structure.
• A pragmatic and energetic style.
• Possess integrity and confidentiality.
• Employment law knowledge, interpretation and application.
• Ability to manage competing demands and stakeholders.
• Business partnering skills, be able to work independently & good team player
• Tertiary qualifications in business or related discipline. Preferably with a major in Human Resources from a recognized university.
• Competency in MS Office and fluency in English are must-haves.
• Minimum 6+ years' experience as a HR practitioner, with 5 years in a HR generalist role. Preferably have hands-on experience with a minimum workforce of at least 120 people.
• Demonstrated experience and ability to create productive and influential relationships with managers, individuals and teams.
• Candidates with prior M&A exposure will be viewed favourably.

Advertised: 24 Jul 2018 Iran Daylight Time

Applications close: 31 Aug 2018 Iran Daylight Time