Q-Express Documents Transport Hiring for HR Partner, UAE Job at Dubai Full Time

Job summary
About Amazon.com
“Many of the problems we face have no textbook solutions, and so we-happily-invent new ones.” – Jeff Bezos
Amazon.com – a place where builders can build. We hire the world’s brightest minds and offer them an environment in which they can invent and innovate to improve the experience for our customers. A Fortune 100 company , Amazon is the global leader in e-commerce. Amazon offers everything from books and electronics to apparel and diamond jewelry. We operate sites in Australia, Brazil, Canada, China, France, Germany, India, Italy, Japan, Mexico, Netherlands, Spain, United Kingdom and United States, and maintain dozens of fulfillment centers around the world which encompass more than 26 million square feet.
We want you to help share and shape our mission to be Earth’s most customer-centric company. Amazon’s evolution from Web site to e-commerce partner to development platform is driven by the spirit of invention that is part of our DNA. We do this every day by inventing elegant and simple solutions to complex technical and business problems. We’re making history and the good news is that we’ve only just begun.
HR Partner Role:

In this role, the HRP will support the Corporate and Stores teams in UAE. The HRP will act as an influential partner in helping managers with talent management processes, coaching and performance management support, and implementation of organizational change. Thanks to their visibility across businesses and their access to data on managers’ and employees’ requests, HRPs are in a position to spot trends and identify emerging needs and address them with innovative people programs, tools and processes. This role will also drive simpler ER investigations under the guidance of the ER and Compliance lead for MEA

1. Performance Management—~15%

• Work with people managers end to end on performance management cases. This includes consulting on performance concerns, supporting managers when starting the process and finalizing separation agreements
• Provide support and guidance to HR Business Partners and Business Managers on change initiatives, execute change plans locally Lead the local communication and consultation process working with Compliance, Legal, PR as appropriate. Provide the tools, framework and support to ensure change initiatives are successful
• Process ownership for Employee Relations management, including disciplinary and performance improvement and exit management

2. Employee Relations (ER) – ~30%

• Support employee relations investigation needs through conducting intake and supporting ER representatives and Employee Relations Managers on information gathering, case support and resolution.
• Coordinate with the legal department and the ER POC on ER matters and conduct investigations
• Where applicable, support HR efforts for interaction with Works Council (WC) representatives and represent the company in legal matters (e.g. litigations)
• Provide support and guidance to HR Business Partners and Business Managers on change initiatives, execute change plans locally Lead the local communication and consultation process working with Legal, PR, and tax as appropriate. Provide the tools, framework, and support to ensure change initiatives are successful

3. Talent Management—~10%

• Support the Talent Management processes through partnership with the HRBPs in the organization, particularly developing toolkit and communications that help managers to be self-sufficient with Talent Reviews
• Provide support for of Talent Management processes planning by working with HRBPs
• Provide support to the leaders on Promotion process
• Coach, train and guide managers during the Talent Management process and tools, compensation planning and during off cycle and exception compensation requests
• Drive “job code” changes
• Audit and ensure job data accuracy for client population

4. Organization Health and Employee Engagement—~20%

• Provide tracking and identification of hot spots within the organization as it relates to the overall

organizational effectiveness and health.

• Train managers to use Organizational Health dashboards and provide supplemental reporting, as necessary
• Channel transactional inquiries to ERC Respond to non-routine enquiries from employees and managers
• Manage the leaver process, including conducting ad-hoc exit interviews, drive adoption for engagement discussions and provide insights to the leaders and HRBPs
• Analyze data and trends on Employee Relations and performance management, in order to provide input to the business strategy to HRBP or COE, preventing the recurrence of known issues
• Own all voice of employee activities, including driving adoption of engagement conversations, exit interviews, post-transfer survey analysis, post-transfer interviews, and Connections adoption/best practices. Administer employee engagement programs stemming from Voice of Customers (Voc)
• Analyze data and observations across the organization, highlighting trends and recommending/driving solutions to the leaders and HRBPs

5. Manager Coaching —~15%

• Consult front line managers on people matters that require in depth knowledge of policies, procedures and local legislation.
• Enable the success of new & experienced managers by leveraging, delivering and improving existing training contents and Inside pages
• Support managers and employees in identifying training opportunities to further develop functional and managerial skills
• Support people managers with career conversations, development plans/career Growth Plans and other people development initiatives
• Manage employee engagement programs and support managers with tools or action planning to drive Connections improvements
• Partner with people managers to ensure Amazon’s policies are consistently implemented across the organization (i.e., Leave, Accommodation, Outside Work, Immigration, and other issues) and HRBP when necessary.

6. HR Process & Tool Improvement and Automation—10%

• Develop standardized process as it relates to manual work through the creation of SOPs that can be used for best practice sharing across the global organization
• Identify, plan and implement key projects to improve quality, reduce cost, increase productivity of HR team resulting in business improvement, manager effectiveness and customer satisfaction
• Provide management with project status updates, feedback, and appropriate reporting on key responsibilities and objectives.
• Coordinate with ERC and COEs to improve HR process, and serves as the major POC of process implementation