Location:
Istanbul, TR
Function: Human Resources
Employment type: Full Time
Required experience: Experienced - over 5 years
Reference ID: 78353
HR Director, Turkey & Central Asia
Job Description
Position : Nexans Turkey Central Asia, Russia Human Resources Director
Organization
- Function : HR
- Country : Turkey
- Location : Istanbul
- Supervisor : Nexans Turkey Country Manager
Context (Examples: creation or restructuration of a department, process maturity, new position, current specific department stakes, key interfaces, etc.)
- Nexans Turkey HR Organisation is historically split as HR Management and Compensation& Benefits; positions reporting to Country Manager separately. In this environment, HR Manager is mainly responsible of Training, Recruitment& Selection, Succession Planning, and Performance Management. S/he does not have direct reports. S/he is a member of MTC.
Purpose (Sum up the position using one or two sentences)
- His/her mission is to deploy the BG HR plan within the BU and contributing to the business objectives by:
- Taking ownership of Nexans’ HR strategy, policies, programs, and processes at BU level and ensuring their deployment and their adaptation when relevant.
- Supporting, influencing, and contributing to the BU business strategy and by advising business leaders on HR matters.
- Being the warrant of HR professionalism in the BU, ensuring the proper talent availability and development at BU level.
- Leading the Social transformation program/Employee engagement through the different units in making sure that the social climate is constructive, focus on the performance of the site and in making sure the engagement action plan reflects the Employee survey’s results
Areas of responsibility (Use active verbs to define areas of responsibility and especially the weight of each responsibility : “Manage”, “Support”, “Participate”; “Is responsible for”, “Is in charge of”, “Promote”, “Contribute” etc.)
Talent Supply:
- Develops and adopts sourcing strategy and practices (contracts with outside suppliers to provide employee services, such as temporary employee search firms or relocation services when necessary)
- Coordinates validation of open position requests (including developing job descriptions)
- Designs and ensures interview process ( including preparing job adverts, checking applications, interviewing, testing)
- Proposes short list and support managers in the final selection.
- Translates job pricing into a pay package for new hires
- Negotiates pay packages with candidates; ensures job pricing and pay package definition in line with Company policies
High Performance Workforce:
- Translates, develops and implements performance management process.
- Coordinates objectives setting and cascading process.
- Administers, coordinates and manages performance program (review/ adjustment of individual performance ratings); responsible from successful deployment of Group Performance appraisal model
- Adopts and implements Group Job Grading.
- Performs C&B survey/ benchmarks and analysis, undertakes regular salary reviews to determine competitive wage rate, advising on pay and other remuneration issues
Leadership& Talent Development
- Adopts and drives process regarding leadership/ career management/ knowledge management and learning and development.
- Plans and if necessary delivers training, including inductions for new staff , analyses training needs in cooperation with departmental managers
- Ensures and coordinates the competencies/ skills gap analysis.
- Coordinates and advises managers for the individual development interview process, ensures employees have an appropriate development plan (in line with the gap analysis) and follows their realization.
- Coordinates and contributes when needed, to successor assessment and development needs identification, ensures succession planning process
Work Environment & Employment Relationship
- Acts as a relay and is responsible for internal communication with employees (ACT, Ethics Code)
- Performs complaint, discipline and conflict management
- Prepares employee separation notices and related documentation, conducts exit interviews to determine reasons behind separations
- Ensures implementation of actions to comply with the social and legal legislation
People Administration Efficiency
- Develops standards and guidelines for personnel administration (working conditions, disciplinary procedures…) and ensures standards are met.
- Interprets and advises on employment law consulting legal counsel, compliance to regulatory concerns regarding employees, supports external supplier management (labour consultants, expatriate tax issues, etc)
- Employee relations, advises management in appropriate resolution of employee relation issues
- Works closely with departments, assisting line managers to understand and implement policies and procedures
Information Systems and Reporting
- Contributes to HR Reporting procedures and definitions.
- Translates and implements local HR Reports to Group definitions
Business and HR Transformation
- Ensures competency model deployment and sponsors the process. Ensures integration of new comers.
- Sponsors and ensures respect of HR policies (Group and local)
- Shares feedback with Nexans HR Community to enrich Group programs
- Sponsors and strengthens Health& Safety culture.
Expected results (What is the expected contribution of the position? What are the main objectives and expected results linked to objectives?)
KPI’S:
- % of management positions filled internally
- % of performance interview performed on the management population
- % of positions with named successors
- % of people with development plans
- LTI Numbers
- Absenteeism rate
- Strike hours
- Internal customers satisfaction (NEOS results + Programs aligned with the needs)
- HR organisation aligned with the target (HC/Costs)
Position sizing (A few key indicators of the position such as: Turnover, Budget, Sales volume, number of N-1 etc.)
Required skills and qualifications (Management and function competencies regarding available Nexans models, personal attributes, education, experience)
- 7-10 years’ experience in HR Generalist Positions
- Business oriented
- Negotiation skills
- Exposure within an International business – Fluent in English
- Managerial skills
- Ability to drive projects and achieve results in a matric organisation
- Ability to assess/develop people
- Strong communication & animation capabilities
- Good listener, analyses mindset to translate a need in a solution
- Demonstrate superior customer service skills and knowledge of Continuous Quality Improvement practices
- Ability to work with multiple people/projects concurrently
- Strong verbal and written communication skills
- English fluency
Competencies Required :
- Communication skills 3
- Change management 4
- Financial acumen 3
- Influencing 3
- Group awareness 3
- Team work 3
- Networking 3
- People management and development 3
- Coaching 3
- Business understanding and strategic thinking 2
- Client focus 4
İşi Bildir
