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Human Resources Business Partner (HRBP) in ARE-Abu Dhabi, United Arab Emirates

At the end of April 2019, WorleyParsons combined with Jacobs Energy, Chemicals and Resources (ECR) division, to create Worley.
Together, we are a leading global provider of professional project and asset services in the energy, chemicals and resources sectors.  We have almost 60,000 amazing people in around 60 countries across the world covering the full lifecycle, from creating new assets to sustaining and enhancing operating assets for our customers.
Our exciting combination will create new opportunities for you to join us. The transition will take time, so in the short-term you may see references to our heritage companies in your application process.

We are looking to hire an enthusiastic, hands-on HRBP to join our expanding team in Abu Dhabi, UAE with responsibility for the day to day running of the Human Resources function in the location.

Job Summary:

The HRBP is responsible for partnering with the business leaders, Centre Of Excellence and HR Generalist in building the Functional capabilities for driving sustainable, profitable business growth. Through HR thought leadership, s/he is responsible for building a functional culture and operating environment that is conducive to attracting, developing and retaining - the Best in Class talent.  In particular, s/he will actively input into the Functional Business planning and Growth initiatives to drive the strategic business agenda, underpinned by a diverse, productive and engaged workforce. The role is required to ensure the compliance and minimise risk of all HR operations processes within the business.   The HRBP will also lead on the Talent Management and Organisation Development agenda as well as being responsible for overseeing the Employee Relations, Workplace Accountability, Diversity, Employee Engagement and Talent development imperatives.

Function Specific Activities

• Partners with Function Heads to build strategies that will engage people in delivering the organizations vision; plays an active role in engaging people on sustainable business growth; Recognizes and provides insights on business trends, barriers, risks and opportunities that may impact the business
• Acts as coach and trusted business advisor to influence Function Heads/team in the areas of leadership, organization effectiveness, leading change, organization architecture, building capability and the implications of short and long-term strategic decisions.
• Stewards the company culture by recognizing, articulating and shaping the need for change; drives organisational norms and values, and integrates the culture into Employees ways of working.
• Initiates and sustains continuous dialogue with leaders on change issues, and partners in exploring options for resolving the issues.  Analyses the business and Functions change capability, capacity and commitment, identify transformational change journey risks, and defines the risk strategy.  Develops and implements change plans, managing the business readiness to change and the existing and new strategic and cultural issues. Monitors the execution of the   business case for change against agreed metrics.  Proactively feels the pulse of the Function and actively engages the leadership into action.
• Partners with COE to drive integrated talent management, development, compensation, and performance management strategies to build internal and external talent pipelines, ensuring a sustainable bench of growing and ready now talent for key positions for the business unit.
• Partners with COE to provide input into strategies and programs that allow the organization to attract and retain the best-in-class talent and differentiate reward the high performers. Leads the execution of talent retention programmes within the Function.
• Partners with HR Advisors to ensure standard HR systems, processes, policies, procedures, plans, and programs are in place and effectively utilized (compensation, employee relations, staffing, performance management, etc.). Establishes timely and appropriate Operating Agreements/SLAs with basic service providers (Shared Services, COEs). Applies and tracks key performance metrics through an established scorecard to ensure the effectiveness of service delivery and alignment to achieve business strategy and goals.
• Partners with COE to develop and drive strategies/tactics for building a winning employer Brand that nurtures the Functions aspiration to becoming the Best Employer.
• Ensures execution of relevant HR project as per the business needs
• Lead, create and support the achievement of Worley Employee Value Proposition and Employer Branding in order to create a Great Place to Work environment.
 
Internal Interaction:
• Strategic business partner, leadership coach and trusted advisor to the Function and respective teams
• Partners and collaborates with Centers of Expertise and HR Team create needs assessments, build strategies, leverage common work initiatives and obtain additional support to meet critical business needs and advance the people agenda
• Close interaction and problem-solving with HR Team
• Leads and/or participates in Company projects on an as required basis
• Focal point for Employee engagement, Talent Management, Diversity, Company values, and  development initiatives
 
External Interaction:
• Internal HR Network
• Human Resources vendors, training and development consultants and suppliers
• External HR network
• Local Community network including targeted Universities
• Other HR BPs across industry


Functional Competencies & Technical Competencies

• Proficiency in Core HR Skill Areas: HR Planning & forecasting, Talent acquisition and development, Organizational Development & Change, Reward Management, Employee Relations.
• Excellent leadership skills
• Ability to manage diverse and multiple stakeholders in a matrix organisation
• Ability to develop effective and lasting relationships with stakeholders
• Excellent leadership skills
• Sound understanding of local labor/employment laws
• Proficiency in Organization Effectiveness Practice Areas:  Integrated Talent Strategies Development/Implementation, Change Planning/Management, Capability Development, Human Capital Management, Organization Design, Performance Management/Culture Change, and Team Effectiveness
• Proficiency in consulting, coaching, strategic solution development, facilitation and design, influencing skills.
• Excellent communication skills
• Knowledge of General Administration and Basic Financial Analysis (budgeting
• Bachelors degree or Masters degree in Organizational Psychology highly preferred.
• Minimum of 5 years of experience as an HR generalist working with senior leadership teams and with in-depth exposure to one or two HR specialist areas
• Project management experience and skills.

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