Human Resources Officer

JOB SUMMARY

• Specialist, Human Capital for ADTC part of the M42 Network
• This is for a UAE National

Reporting to the HCBP / Senior HCBP, the Specialist, Human Capital is responsible for supporting on Human Capital activities including but not limited to HC Operations, Talent Acquisition and Onboarding, Exit Management, Learning and Talent Development, etc. as well as any other duties outlined by the Line Manager. In addition, this role is responsible in ensuring efficient and effective and timely service delivery of operational and administrative activities within HC and providing recommendations to enhance HC Operations.

KEY ACCOUNTABILITIES AND ACTIVITIES

Learning, Talent Management and Development

• Support in providing guidance to stakeholders and employees on any matters related to performance management including but not limited to goal setting, mid-year reviews, year-end reviews, calibration, feedback, etc.
• Provides relevant data for calibration sessions to ensure that year-end reviews were conducted in a fair manner and in line with performance management policies and assessment criteria.

Total Rewards & HC Policies

• Coordinates annual exercises such as salary reviews, promotions, and bonuses as per the defined guidelines and advises stakeholders on the process and eligibility.
• Supports in guiding stakeholders on HC policies and its implementation across the network.

HC Strategy & Projects

• Supports the HCBP / Senior HCBP to develop workforce plans and ensure implementation of the same.
• Supports in the execution of integration and harmonization projects to ensure it is implemented in an effective manner and as per the agreed timelines.

HC Operations

• Acts as first point of contact on matters related to HC operational matters including but not limited to HC policies and processes, code of conduct, grievances, etc.
• Manages and monitors employees’ attendance and leaves on a regular basis to reduce the number of unutilized leaves and unauthorized absences.
• Ensures accurate data entry within the HRIS system to maintain a reliable employee database.
• Conducts induction sessions for new joiners are completed upon their first day to provide necessary information, resources, and introductions to the organization.
• Prepares periodic reports outlining key HC operational activities, their progress against target objectives, risks associated and provides recommendations on potential solutions and action plans.
• Supports in reviewing the payroll file thoroughly to ensure accuracy of data and incorporation of all changes applied.
• Supports the offboarding process including but not limited to exit meetings, memos, reviewal and approval EOSB, and communication with the employee

Person Centred Care

• Embraces organizational and physical structures that promote engagement and break down the barriers between employees, patients, residents and families - where applicable.
• Connects values, strategies, and actions to create cohesion between behaviors and tasks in line with the M42 values.
• Adopts methods, processes and behaviors to guide interactions that cultivate trust, build reciprocal relationships, and improve communication between internal and external stakeholders.
• Delivers personalized services based on individual needs, preferences, and values through caring attitudes and compassionate communication to encourage individual and group engagement and satisfaction.
• Uses evidence to drive improvement and create measurable change.

Communication

• Communicates effectively with team members and maintains good inter-functional liaison to ensure smooth implementation of operational activities.
• Communicates applicable regulatory requirements in a timely and clear manner within the division

TITLE/DEPARTMENT FREQUENCY TYPE OF INTERACTION

• Line Managers and Staff - Frequently - Strategizes, reports progress, manages issues and takes direction. Provides direction and obtains information.
• Human Capital CoEs - Occasionally - Executes CoE initiatives and provides input and information.
• Recruiters / HCBPs / HCIS - Regularly - Information and cooperation
• Finance - Occasionally- Negotiation External Stakeholders Occasionally Supports in guiding contract negotiations, collaborates, monitors and reviews performance.
• External Stakeholders – Occasionally - Supports in guiding contract negotiations, collaborates, monitors and reviews performance.
• Communicate with Purpose - Convey ideas and information to groups for mutual understanding, commitment and action.

BEHAVIORAL COMPETENCIES

• Accountability - Accept responsibility for own actions regardless of outcomes.
• Relationships - Create and maintain partnerships based on mutual trust, respect and purpose.
• Improve - Recommend and Implement changes to better the organization.
• Nurture and Develop - Seek and support development opportunities for self and others to fulfill responsibilities more effectively.
• Go Beyond Expectations - Leverage employee information, cultural uniqueness, and other opportunities to exceed expectations.

QUALIFICATION & EXPERIENCE REQUIREMENTS

EDUCATION

ESSENTIAL

• Bachelor’s Degree in HR, Business Administration or related fields

EXPERIENCE

ESSENTIAL

• 2+ years of progressive career experience in HC services supporting a diverse workforce

PREFERRED

• Experience in a healthcare environment

CERTIFICATION & LICENSURE

N/A

JOB SPECIFIC SKILLS & ABILITIES

ESSENTIAL

• Knowledge and understanding of contemporary Human Resource, Service and Business Improvement frameworks and theories.
• Knowledge of local and international HC regulations and laws
• Knowledge of service management methodologies, policies and approaches
• Ability to deliver tailored solutions in line with specific business requirements
• Ability to build mutually beneficial and strong relationships with internal and external stakeholders at all levels
• Strong verbal and written communication skills
• Analytical and problem-solving skills
• Proficiency with Microsoft Office suite
• Fluency in written and spoken English
• intended to be exhaustive of all responsibilities, duties, knowledge, skills, and abilities required of employees in the
• position.
• Final determination of a candidate’s qualifications and eligibility to perform the job is at the sole discretion and
• judgment of the institute/department executive leadership

PHYSICAL DEMANDS AND WORK ENVIRONMENT

Typical physical demands may include a high degree of manual dexterity to sufficiently perform computer functions, produce materials on a PC, operate basic office equipment, operate audiovisual equipment, physically move/ lift/carry relevant equipment/ materials, visit multiple facilities/ assets across the M42 network, and stand/ present in front of a group of people during the employee’s work day.

OCCUPATIONAL HEALTH AND SAFETY (OHS)

Employees will comply with OSHMS policies, standards, and procedures affecting their work and avoid misuse of anything provided in the interests of health and safety, including but not limited to:

• Helping in developing and establishing safety programs
• Following established procedures and not taking any shortcuts
• Assisting in investigations
• Reporting hazards and incidents
• Providing feedback to managers

Authority

• Stop any hazardous activity within the workplace
• Ensure consultation by the management
• Get information, training, supervision and instruction from the management
• Participate in OSH matters such as risk assessments, PPE selections, hazard control selections, management of change process etc.

Accountability

• Report regularly to direct manager for their own acts of negligence to laid down procedures

Attend all trainings and work according to the trainings

• Abide and perform according to company and local OSH system frameworks for safety of self and the equipment used and task performed
• Protect others who may be affected by their work

DISCLAIMER

The responsibilities described in this job description are intended to describe the general nature and level of work being performed by people assigned to this job, as revised every 2 years by the functional lead. These statements are not intended to be exhaustive of all responsibilities, duties, knowledge, skills, and abilities required of employees in the position. Final determination of a candidate’s qualifications and eligibility to perform the job is at the sole discretion and judgment of the institute/department executive leadership