Senior HR Manager, HR BP Aviation, Al Muḩarraq, Bahrain

This job is OPEN to APPLY for ALL Nationalities, unless otherwise specified.

We need a Senior HR Manager, HR BP Aviation, 

YOU TACKLE FOR QUALITY AND GREAT SERVICE. THIS WILL IMPROVE THE LIFE OF OUR CUSTOMERS.

Would you like to become part of the world's most international company in the world?

A company that pioneered cross-border express delivery in 1969 and is now active in more than 220 countries and territories worldwide. Do you want to be part of a company that connects people worldwide? And the more people we connect, the better life will be on our planet.

Join our team and discover how an international network that's focused on service, quality and sustainability, is able to connect people and improve lives through the power of global trade. And not just for our customers, but for every member of our team too. To learn more about our culture, motivated people and our purpose, please visit www.dpdhl.jobs/express

Do you want to make a difference? Then come to our "Insanely Customer Centric" Team and become a Certified International Specialist!

Overall Role Purpose

The Senior HR Manager - Business Partner will serve as a strategic partner to the Aviation entity, aligning HR practices with business objectives to foster a high-performance culture. This role requires a deep understanding of the aviation industry, strong leadership skills, and the ability to drive HR initiatives that support organizational goals. As well as Implement various HR processes and policies by providing day-to-day HR support and solutions to attract, manage, develop, motivate and retain employees to achieve business objectives in line with business needs, overarching HR plans/ policies, best practices and current legislation/regulations.

Your Tasks:

HR Strategy Development and Planning:

• Develop and implement a HR strategy, which enables the Aviation entity to meet its commercial goals and business objectives. Strategies need to be in line with MENA HR plan and adapted to local needs.

Strategic HR Partnership:

• Collaborate closely with executive leadership to define and execute HR strategies that drive business performance and support organizational objectives.
• Act as a trusted advisor to senior management, providing insights on HR best practices, workforce planning, and organizational development.
• Facilitate strategic planning sessions to align HR initiatives with business goals, ensuring that HR is viewed as a key partner in achieving operational success.

Employee Relations:

• Foster a positive work environment by addressing employee concerns and promoting effective communication.
• Mediate conflicts and provide guidance on employee performance issues.
• Provide support and guidance to managers and staff to maintain positive employee relations.
• Identify and implement approaches to ER that are suitable to the Aviation entity working conditions and environment. This is to be done with coordination with the ER team.
• Regular capture and assess the Voice of Employees through meetings, focus groups, Employee Opinion Surveys (EOS) with the specific goal of identifying any perceived areas requiring improvement and developing and implementing solutions, which foster positive employee relations and thereby enhance productivity.
• Manage Employee recognition and suggestion schemes to enhance employee engagement and improve performance.
• Cultivate a positive organizational culture by promoting open communication, employee engagement, and recognition initiatives.
• Address complex employee relations issues effectively, including conflict resolution, disciplinary actions, and performance management.
• Implement employee feedback mechanisms (e.g., surveys, focus groups) to gauge satisfaction and inform HR strategies.

Change Management:

• Support organizational change initiatives by providing HR expertise and guidance.
• Communicate changes effectively to ensure employee understanding and buy-in.
• Lead HR initiatives during organizational changes, such as mergers, acquisitions, or restructuring, to ensure smooth transitions and employee buy-in.
• Develop change management strategies that include communication plans, training, and support systems for affected employees.
• Assess the impact of change initiatives on employee morale and productivity, making recommendations for adjustments as needed.

Market Trend Analysis:

• Conduct market trend studies within the aviation industry from an HR perspective, analyzing workforce trends, talent availability, and competitive practices.
• Utilize data-driven insights to inform HR strategies, ensuring alignment with industry standards and emerging trends.
• Monitor changes in labor laws, regulations, and industry standards that may impact HR practices and organizational compliance.

Data Analysis and Reporting:

• Utilize HR metrics to assess workforce trends and inform decision-making.
• Prepare reports for senior management on HR initiatives and outcomes.
• Leverage HR analytics to track key performance indicators (KPIs) related to recruitment, retention, employee engagement, and workforce diversity.
• Prepare and present comprehensive reports to senior management on HR initiatives, trends, and recommendations for continuous improvement.
• Use data to identify opportunities for enhancing HR processes and improving overall organizational performance.

Training and Development:

• Identify organizational training needs through assessments and employee feedback, and develop targeted training programs to enhance skills and competencies.
• Foster a culture of continuous learning by promoting professional development opportunities, mentorship programs, and leadership training.
• Evaluate the effectiveness of training programs and adjust strategies based on feedback and performance metrics.

Recruitment and Workforce Planning:

• Follow recruitment policies and procedures, which ensure that we attract and recruit staff with the right skills at the right time.
• Utilize effective workforce planning approaches to ensure business continuity and growth.
• Localization of the workforce is a key focus for recruitment activities. This is to be done with coordination with the recruitment team.

Compensation and Benefits:

• Must have full understanding and knowledge of compensation and benefit policies and procedures, and implement these policies which are equitable, in line with the market and also meet business objectives to ensure retention of high-quality staff.
• Analyze and recommend competitive compensation and benefits packages to attract and retain talent.
• Ensure compliance with labor laws and regulations related to compensation practices.
• Conduct market research and analysis to ensure competitive compensation structures and benefit offerings, tailored to the aviation industry.
• Ensure compliance with all relevant labor laws and regulations regarding compensation and benefits administration.

Talent Management and Succession Planning

• Manage the talent development and succession planning to meet the needs of the Aviation business and environment. These need to be done with the support of L & D team.
• Lead comprehensive talent acquisition strategies tailored to the aviation sector, focusing on attracting and retaining top-tier talent.
• Design and implement succession planning and career development programs to prepare high-potential employees for future leadership roles.
• Conduct regular talent assessments to identify skill gaps and develop targeted training programs to address these needs with the support of L&D team.

Performance Management and Development

• Ensure that managers and supervisors are well equipped to evaluate performance and, IKO/ KPIs, competencies, identify development needs, discuss career aspirations.
• Oversee the performance management process, ensuring alignment with business goals.
• Implement initiatives to enhance employee engagement and retention.
• Oversee the performance appraisal process, ensuring it is fair, transparent, and aligned with organizational goals.
• Develop performance improvement plans for underperforming employees and provide coaching to managers on performance management best practices.
• Create initiatives to enhance employee engagement, such as recognition programs and team-building activities.

Reporting, Budgets, Organization Structure and Full Alignment

• To provide comprehensive reports relating to key measurables in Human Resources. To support additional reporting as required by the VP Aviation.

Employee Engagement and Health & Wellbeing

• Drive employee engagement strategies that promote a positive workplace culture, enhance job satisfaction, and foster a sense of belonging among employees.
• Develop and implement health and wellbeing initiatives, including mental health programs, wellness challenges, and work-life balance policies, to support employees' physical and emotional health.
• Collaborate with leadership to create a supportive environment that encourages open discussions about wellbeing and provides resources for employees to seek help.
• To implement and drive regional specific Health & Wellbeing initiatives/programs in the Aviation entity. This is to be done with coordination with the Employee Engagement team.

Other duties

• Manage leave accruals and provide reports to department heads to promote the utilization of leave balances.
• Promote and support digitalization and usage of HR tools (SMARTCONNECT, UNIFY etc).
• Support CIS/CIM plan implementation within the Aviation Entity as advised by the L&D Manager.
• Promote and drive the Annual Performance Appraisal process within the Aviation Entity.
• Project lead for Aviation Entity for Centre of Excellence programs (Long Service Awards, Employee of the Month and Chief Energizer Awards etc. Need to coordinate with the Employee Engagement team for support in this area.
• Organize and Manage Aviation Entity Quarterly External Town Halls.
• Deliver initiatives in all areas of engagement, recognition, motivation and diversity for Aviation Entity.
• Serve as the first point of contact for senior managers and other personnel to provide advice and support on all ER/IR issues.
• Advise, guide and lead negotiations with trade unions and social partners. This will be done in coordination with the ER/IR team.
• Ensure effective case management of people related issues such as: disciplinarians, performance management, employment tribunals, grievance, etc.
• Monitor ER climate, conduct ER analysis and advice business on process improvements and how to become more proactive on ER matters.
• Implement the annual Employee Opinion Survey (EOS) with the specific goal of identifying any perceived areas requiring improvement and developing and implementing solutions, which foster positive employee relations and enhance productivity. Provide guidance and advice to Aviation stakeholders on EOS follow up.
• Coach and support managers with facilitating Active Leadership Workshops, performance dialogues, EOS / improvement workshops, team building and other engagement activities.
• Ensure that my Talent World is actively used by all managers and supervisors within the areas of control for the purpose of evaluating KPIs, competencies, development needs and career aspirations so that it is seen as fair and objective process by the employee and can be used as an effective document for measuring performance and identifying training and development needs.
• Document organizational structure and ensure that structure complies with Regional Structure recommendations and is optimized, with clear accountabilities and maximum productivity.
• Conduct Exit interviews for all exiting employees (resigned /retiring).
• Induction of new joiners once they complete their onboarding in the HR Shared Services department.
• Provision of induction plan (meetings with existing SMT) for Senior Management new joiners
• Other Jobs and duties as and when required by the Company / Management.

Your Profile:

• Bachelor’s degree in human resources, Business Administration, or a related field; master’s degree and/or HR certification (e.g., SHRM-SCP, SPHR, CIPD) preferred.
• Minimum of 10-12 years of progressive HR experience, with at least 5 years in a managerial or strategic role within the aviation industry with specific experience in remuneration, ER, Employee Engagement.
• Strong knowledge of HR best practices, labor laws, and regulations relevant to the aviation sector.
• Ability to travel as needed to support business operations and initiatives.
• Strong understanding of the aviation industry's unique HR challenges and opportunities.
• Proven experience in talent management, employee relations, and organizational development.
• Excellent interpersonal and communication skills, with the ability to influence and engage stakeholders at all levels.
• Strong analytical and problem-solving skills, with a data-driven approach to decision-making.
• Working knowledge of Microsoft Word, Excel and Power Point.
• Good oral and written communication skills in both Arabic and English.

Our Offer:

• Strong career support in an international environment.
• Great culture and colleagues.
• Multifarious benefit program.

Do you see a personal challenge in these versatile and responsible tasks? Then apply now!

We look forward to receiving your application!

DETAILS TO REGISTER FOR THIS JOB:
NOTE: Apply to this job with an ATS-friendly CV!

https://careers.dhl.com/global/en/job/DPDHGLOBALAV323451ENGLOBALEXTERNAL/Senior-HR-Manager-HR-BP-Aviation?utm_source=indeed&utm_medium=phenom-feeds&utm_campaign=organic_indeed



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