Job Description

The HR Chief Officer plays a crucial role in supporting the HR Head by implementing and overseeing HR policies, procedures, and processes. Key responsibilities include managing core HR functions such as payroll, handling promotions and demotions, managing employee resignations and retirements, administering various types of leaves (paid/unpaid/maternity, etc.), generating comprehensive HR reports encompassing employee data, positions, manpower, and headcount, overseeing HR systems, and managing time and attendance systems.



Additionally, the HR Chief Officer takes charge of developing job descriptions, aiding GDMO Directors and Managers in the performance management system, and monitoring HR metrics. A key aspect of this role involves demonstrating strong teamwork skills and executing duties in alignment with relevant business policies and procedures.



Key Focus Area




Key Accountabilities




General Responsibilities



• Execute strategic initiatives and day-to-day tasks essential to realizing the HR Head's vision for Human Resources. Ensure alignment with the broader GDMO strategic objectives.


• Cultivate strong working relationships with Directors/Managers across GDMO. Collaborate as needed to address and fulfill their HR requirements in line with the GDMO's overarching vision and strategy.


• Gather relevant metrics and compile monthly Key Performance Indicator (KPI) reports. Provide comprehensive supporting documentation used for effective metric capture and calculation.



HR Policies and Programs Development



• Manage the end-to-end employee process, including record-keeping and handling employee grievances/disputes in accordance with established HR policies while maintaining confidentiality where necessary.


• Support the implementation of an employee assistance program. Communicate program details to employees and manage requested assistance while ensuring strict confidentiality.


• Implement necessary changes to the compensation and benefits structure as directed by the HR Head, aligning with guidelines from the Department of Finance and DGHR.


• Oversee and manage the GDMO's performance management program to ensure its effectiveness



HR Policies and Programs Implementation



• Monitor and measure HR objectives such as turnover, training, cost of labor, and expenses per employee. Produce regular reports on these metrics for the HR Head's review.


• Assist Directors and Managers in implementing and utilizing the performance management program. Ensure adherence to the program, timely updates of reviews in the platform, and closure of all reviews at the end of each period from the department's perspective.



Organization Design and Development



• Create job descriptions for new positions or review descriptions for vacancies. Include details on responsibilities, accountabilities, required experience, knowledge, skills, and education.


• Collaborate with DGHR as necessary, providing new job descriptions for approval and grading of roles within the organization.


• Oversee and assess GDMO jobs in collaboration with DGHR to ensure accurate job descriptions and appropriate role grading.



HR reports and Analytics:



• Generating regular HR reports and developing dashboards to provide actionable insights to HR leadership and management. These insights aid in decision-making and monitoring HR metrics effectively.


• Identifying and establishing partnerships with external benchmarking organizations, industry associations, and peer organizations to conduct comparative analysis for performance evaluation.


• Implementing feedback mechanisms to gather employee input on HR services and initiatives, ensuring continuous improvement.


• Conducting studies to implement best practices in human resource development, fostering a positive work environment.


• Analyzing feedback data and HR services to identify trends, insights, and areas for improvement in employee services and technology.


• Gathering relevant HR documentation, policies, procedures, and records for audit purposes and ensuring compliance with legal retention requirements.


• Examining HR records and documentation for accuracy, completeness, and compliance with legal retention requirements.


• Designing, creating, and maintaining interactive Power BI dashboards and reports visualizing HR data, including recruitment, workforce, diversity, and employee engagement metrics.


• Overseeing the smart transformation of department procedures in collaboration with Smart Dubai, ensuring efficiency and alignment with relevant regulations and systems.



HR Operational Activities



• Handling payroll tasks, including generating pay slips, processing claims, conducting benefit reconciliation, and maintaining accurate records of salaries, bonuses, and deductions.


• Managing the entire process of employee promotions and demotions, from paperwork completion to system updates and consistent communication with employees involved.


• Resignation and Retirement Management: Overseeing the procedures for employee resignations and retirements, completing necessary paperwork, and maintaining clear communication with employees throughout these processes.


• Handling all aspects of employee leave, ensuring managerial approval, updating systems, and capturing necessary information for payroll purposes.Manage and fully execute the leave (paid/unpaid/maternity etc), ensuring the employee has approval from their manager, the system is updated and information required for payroll is captured


• Reporting Responsibilities: Generating and managing various reports related to employees, positions, manpower, headcount, and other HR metrics, maintaining accurate employee data, and ensuring system updates.


• Overseeing human resource information systems, ensuring regular updates and accuracy of all data within the systems.


• Training users on the GRP system, specifying permissions, and collaborating with stakeholders in the smart government to ensure efficient system operation.


• Collecting and reporting various employee metrics such as productivity, efficiency, training metrics, and other HR-related measurements.


• Gathering data from time and attendance systems, reporting any discrepancies to the HR Manager, and managing these systems effectively.


• Handling the GRP system and generating reports that provide insights and facilitate data-driven decision-making.







Qualifications




Job Specifications




Internal:


• Collaborate with Directors and Managers across GDMO to fulfil their HR needs and requirements


• Collaborate with Strategy & Excellence to work on strategic projects and initiatives, ensure process excellence and adhere to KPI achievement and reporting


• Collaborate with other Corporate Support departments, such as Procurement and Finance for approvals and collaboration related to projects, initiatives and budgets





External:


• Build and maintain excellent relations with DGHR


• Expert: Knowledge of media communications and the press industry


• Expert: Knowledge of social media and digital communications


• Expert: Knowledge of relationship management


• Proficient: Knowledge of existing regulatory laws and procedures within UAE


• Proficient: Command of written and spoken Arabic and English



• Proficient: Evoking and Disseminating Positive Energy


• Proficient: Community Focus and Responsiveness to its Needs


• Proficient: Time Management and Task Prioritization


• Proficient: Excellence in Execution


• Proficient: Continuous Learning and Improvement





Experience Required




Functional Experience



• A minimum of 5 years of relevant experience in a similar role



Leadership/Supervisory



• A minimum of 3 years working in a team



Education and Qualification Required




• Bachelor's degree in Human Resources, Business Administration or Business Management



Key Performance Indicators




• On-time processing of payroll (%)


• On-time processing of employee requirements, such as promotions and demotions, employee resignations, retirement of employees, leave (paid/unpaid/maternity etc) (%)


• On-time development of HR reports (covering employee, positions, manpower and headcount) (%)


• Successfully updating employee data within mandated timelines (%)