Job Description

Get AI-powered advice on this job and more exclusive features. With a workforce of more than 17,500, SEHA is one of the biggest employers in the UAE. The company invests heavily in being an employer of choice, creating a work environment that encourages individual performance and clearly defined opportunities for career advancement. Regular surveys of employee satisfaction and workplace concerns provide invaluable feedback that guides the development and implementation of best-practice human resources policies. SEHA fosters a work environment that embraces diversity and provides equal opportunities, while also devoting resources to empowering UAE nationals to attain jobs at the company. Listening and remaining responsive to SEHA's employees' opinions is a chief component of SEHA's people strategy. Basic Purpose of the Role Responsible for supporting and driving an integrated culture and engagement strategy. Mapping Group's key employee engagement fundamentals & differentiators, defining strategy for collecting employees' feedback and leading Group-wide response. This is an interesting and varied mid-level role with multiple responsibilities; it is suitable for an HR professional who is keen to continue building their HR career at SEHA with a focus on tools, processes, and initiatives that drive engagement and cultural change, and to help create the best possible experiences for our people. The right candidate will have a passion for helping to lead continuous improvement and developing our people and culture. This role does not have direct people management responsibilities but has a critical role to play in mentoring others, influencing, and working collaboratively within and outside of the immediate team. Key Tasks Project manage employee engagement surveys (end to end) in partnership with external provider. Lead our engagement action planning and communication approach, providing support to regional HR teams as needed. Identify 'critical moments' of the employee journey/experience (where we have the greatest opportunities to engage our people); review existing tools/information available; identify gaps/opportunities to positively impact engagement and support culture change. Support management in defining, building, and growing the company's culture. Support management in the internal engagement survey implementation, along with action planning and goal setting, ensuring the leadership team has access to insights that inform positive change and communication tools and processes; identify and implement opportunities for continuous improvement. Work closely with different People & Organization teams to ensure engagement strategies are embedded in their strategies and different stages of Employee Cycle, evolve recruiting, interviewing, onboarding, and offboarding programs. Develop employee events and networks (both internal and external) that offer the opportunity to enhance personal development, that contribute to a diverse and inclusive work environment. Oversee social activity and performance update events. Review existing Group and HCF recognition programs; identify gaps/opportunities for improvement or leveraging. Identify and implement ways to continually drive culture change and engagement through our values. Maintaining overall working of the section Maintaining, monitoring, and reporting monthly to the Manager the allocated budget for the learning and development plan and the budget allocation for the organizational development services so as to ensure financial resources are properly allocated and accounted for. Producing a monthly report for the Manager on learning and development undertaken by facility staff as and when required. Producing learning and development activity reports as required for management purposes. Following-up regarding missing documentation or any other work that requires attention. Analyzing training needs for employees and departments Ensuring support in the design, coordination, production, and training of staff in relation to the learning needs analysis process to identify learning and development needs and participate in the planning, organization, and production of the annual facility learning and development plans. Providing consulting services to Managers related to the career development of employees. Managing the effective administration, organization evaluation, and audit of management training, leadership, and supervisory activities. Preparing in conjunction with the Manager's yearly individual career development plans. Qualifications : Bachelor's degree in Human Resources, Organizational Development, Psychology, Business Administration, or a related field. Master's degree in HR, Organizational Psychology, or a related field may be preferred or provide a competitive edge. Experience: HR Expertise : At least 5-7 years of experience in human resources roles, focusing on culture development, employee engagement, or organizational development. Seniority level

Mid-Senior level Employment type

Full-time Job function

Administrative, Human Resources, and Other Industries

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