1. MAIN DUTIES AND RESPONSIBILITIES

To manage the overall human resource functions including recruitment, selection, performance management, Training and Development, and succession planning to help achieve the mission and objectives of Dugda construction through maintaining committed, motivated and skilled work force. As Executive Team member, to jointly be responsible for contributing towards the achievement of the company’s strategic and operational targets and overall business aims.

1. SPECIFIC DUTIES AND RESPONSIBILITIES

2. HR strategy, policies and procedures

• Designs and develops HR strategy consistent with Dugda construction strategies and objectives.

• Carries out manpower planning that can help to have required quality and quantity of staff based on Company strategic and operational plans.

• Designs and develops HR policy and procedure in order to have performance standards, consistency, transparency, clear demarcation of duties and responsibilities, in people’s management process.

• Initiates, develops and proposes improved organization structure that facilitates better performance and efficiency.

1. Recruitment and selection

• Establishes close relationship with employment agencies, Universities, professional societies and other pertinent bodies to recruit managers and professionals; maintain a pool of potential candidates for future vacant posts.

• Manages the recruitment and selection process effectively in such a way that the right people with the right attitude, qualification, and skill are employed.

• Institutionalizes induction and orientation programs for new recruited staff.

1. Training and Development

• In consultation with Executive Team members & line managers, assesses relevant training needs for staff in respective work units.

• In consultation with Executive Team members & line managers, designs and develops training programs to meet training needs, or manage this activity via external provider(s).

• Establish career development structure for professionals at all levels.

• Design and develop management succession planning scheme and closely monitor its implementation.

• Provide direction and resources, removing barriers and helping develop HR staff (HR Team) under skills; articulating expectations and clarifying roles and relationships.

1.  Performance management and learning process

• Encourages and assists to make all performance planning processes participatory and learning process.

• Design and develop employee performance appraisal in such a way that performance appraisals are a form of self-evaluation and self-development processes, target based, mutual planning and problem-solving processes.

• Closely follow up and ensure that performance appraisal of staff at all levels are conducted per Company HR policies and procedures

1.  Motivation and reward

• Initiates, develops, and proposes competitive remuneration system (basic pay, benefits & incentives) that motivates and attract managers, professionals & other skilled staff.

• Manages the various employee benefits and services properly & ensure that employees are satisfied with these benefits and services.

• Initiates, develops and proposes merit and performance-based pay; introduce other non-financial awards and recognition system.

1. Monitoring and evaluation

• Institutes periodic personnel audit in Dugda construction to ensure that that HRM policies and procedures are observed; continuously monitor their effectiveness and up-date depending on changing circumstances.

1. Maintaining healthy employee -management relations

• Pro-actively act to avoid employee grievances and complaints by

• Ensuring that all personnel actions (promotion, remuneration, and transfer, disciplinary action, training opportunities) are conducted based on established policies and procedures, in a transparent, consistent, and fair manner.
• Advising line & operational managers to adhere to the above conditions when taking any personnel action.
• Closely follow up and ensure that the provisions in the labor law as well as collective agreement are adhered to; advise/assist line/operational manager in the interpretation and implementation of the law.
• Maintaining healthy relationship with labor union leaders and resolve labor issues amicably.

• Closely follows up and ensure that health and safety requirements are followed.

• Institutionalizes exit management in such a way that staff who leave voluntarily part with the Company in good terms.

1. Facility management

Oversees the management of general services including security, cleaning, gardening, utility, general maintenance to ensure smooth running of facility.

• Ensure the preparation (filling) of insurance policy agreement as the firm and insurance company requirement.

• Ensure the filing systems were well organized and compiled all necessary information and documents for each insurance policy separately and registered on the Insurance registration book and in the electronics soft copy.

• Ensure the Insurance Database accessibility for any information.
• Coach the follow up of every insurance case status.
• Ensure the renewal of Insurance Policies of the firm before expiry date.
• Develop and create smooth relationship with the Insurance Companies and Broker.
• Analyze the advantage of the company in relation with Insurance companies regarding with their cooperation, fair price, risk coverage, premium, etc....

• Ensure the occurrences of accident were reported in 24 hours to the appropriate Insurance Company and the accident status were followed up and handled all necessary information by the section head.

1. Information and Communication Management
   • Design and review appropriate internal communication systems.
   • Overlook the communication with external bodies.
   • Ensure that the management is informed of pertinent issues affecting the Firm.
   • Ensure that employees are informed of pertinent issues affecting them.
   • Advise managers on communication issues.
   • Promote the culture of discussion and participation within the Organization.
2. Documentation
   • Design systems of documentation within the Firm relating to different kinds of papers, workshops, meetings, progress of construction, events, etc.
   • Maintain the appropriate documents in such a way that they are safe and accessible.
   • Inform all concerned about the Firm's documentation systems, upkeep and safeguarding.
3. Reporting

   • Ensure that the General Manager is informed of pertinent issues of the Organization.

   • Compile regular and occasional reports of performance, surveys, and proposals, etc. and present to the General Manager or Management Committee as deemed essential.

   • Give feedback to subordinates on performance reports.

4. Deliverables:
   • Monthly performance reports
   • Proposals - systems, policies and procedures, etc.
   • Survey reports - salary and benefits, make or buy, etc.
   • Monthly statistics on human resources.
   • Site visit reports (at least once in a quarter)
   • Other duties given by the General Manager.