HR Manager

HR Director

Contract: Permanent

Location: Morocco

Available: ASAP

About the client

A leading trade credit insurance company based in Morocco is looking for an HR Director with a minimum of 10 years in an HR role, and at least 5 years in a managerial/senior role inside a matrix organization. The incumbent will be responsible for challenging, advising, and supporting the company’s managers through the provision of expertise on Human Resources services, policies and programs related to recruitment, reward, career, performance, learning, and knowledge transfer to improve the organizational results.

Minimum Requirements

• At least 10 years in an HR role, and at least 5 years in a managerial/senior role inside a matrix organization
• Degree in Human Resources or Business Administration with HR specialization
• Fluent in English, French, and Arabic
• Computer literacy: Pack Office (Outlook, Word, Excel), internal HRIS
• Awareness of financial services corporate environment
• Understanding of Credit insurance business
• Knowledge of corporate law fundamentals
• Excellent knowledge of local employment law and employment terms and conditions within the company
• Excellent knowledge of functions of managed population. Excellent knowledge of recruitment techniques and candidatures management
• Skilled in engineering, people management, project management, and change management competencies Excellent communication skills. Able to negotiate with managers

Job Description

Strategy and business policy:

• Define the HR policy to deliver short, medium, and long-term objectives based on the company’s strategy
• Develop suitable processes and procedures. Network with managers to understand their needs. Advice, challenge and support them in the implementation of solutions. Negotiate with Unions and/or employees' representatives. Manage strategic negotiations and issues (reorganizations, mergers/acquisitions, outplacement, software). Make recommendations to the Board on the effectiveness of organizational structure, profitability, and use of human resources
• Adapt organizational design in line with business requirements. Raise the leadership capacity of managers to build a culture of commitment to results, cooperation, team building, and openness, as well as equip them to lead through change. Monitor integration of Corporate Social Responsibility (CSR) on the business agenda

Workforce planning:

• Define the recruitment and selection methods ensuring the quality of hire
• Build and update career development and learning paths for all functions
• Promote internal and international mobility
• Monitor the performance cycle, managing underperformance, and talent through individual development plans
• Prepare and monitor succession plans

Talent acquisition:

• In Morocco, the company is present with the insurance company but also with a Services Company where is placed a Shared Service Center. This SSC provides services to different countries in the company’s Group, the dedicated resources are subjected to a high Turn Over, and consequently, it is very important to keep active an effective recruitment process

Reporting:

• Ensure correct data entry in the HR reporting system
• Prepare key statistical reports and other periodic reports for management (recruitment, movement of employees, strategic goal accomplishments, CSR)

Budget:

• Compensation and benefits: Recommend salary schemes, promotions, and monetary and non-monetary incentives aimed to retain the workforce, limit turnover, and manage costs
• Departmental budget: Set, manage and control HR expenditure

People Management:

• Act as a leader in hiring, training, and coaching the HR team to maximize efficiency
• Get actively involved in skills development programs for key contributors
• Manage team activities, personally guiding and directing action in large and complex processes
• Lead, motivate and supervise the correct performance of the team according to agreed goals

Project Steering:

• Direct all HR initiatives agreed by the Management Committee (from needs identification, analyses, delivery and follow up actions)
• Initiate structure and lead cross-departmental projects, as required

Administration:

• Control and/or manage the payroll process. Ensure the maintenance of all necessary personnel procedures and information systems for effective workflow resource planning
• Set up and follow the implementation of the Grievance and Disciplinary processes. Manage the employees’ representatives’ election, meetings, negotiations, agreements, and relationship

Communication:

• Lead the Employees Opinion Survey and Action Plan follow up for fostering commitment and motivation
• Share relevant information on HR projects and respond to queries from the company’s employees and managers
• Communicate with employees, unions, and works for council on HR projects and company policies
• Create internal communications related to people (e.g: personal manuals and employee handbooks)

Risk and Compliance:

• Liaise with internal stakeholders to identify professional risk factors at the company and target helpful actions
• Act as a Business Continuity Officer: ensure implementation of the Operation Continuity Plan and report on the impact on the main processes
• Ensure compliance with local employment law and best practices. Ensure compliance with regulations and procedures as laid down by the company’s and external regulators

Skills

• Results Driven
• Customer Oriented
• Well Organized
• Team player
• Organizational Knowledge
• Change management