Developing and implementing custom Organization Development interventions in support of functional and business leaders. This position will work closely with the HR Management & business leaders to identify and prioritize culture change, business transformation, and leadership team development interventions while ensuring programs link business strategies and are aligned with Learning and Organization Development objectives and tools.
This position collaborates with Business Leaders, All HR functions to support Organizational Development (OD) activities such as change management support, 360 coaching, team development.
1. Organization Assessment
a. Partner with key stakeholder groups to prioritize and deliver developmental interventions and activities based targets and business needs through conduct, research, analysis to ensure that organizational development initiatives are appropriately integrated and aligned with strategic and business goals.
b. Manage projects on time and within budget.
c. Conduct a formal needs analysis and assess current organizational effectiveness and capability to identify gaps, while building an understanding of the knowledge, competencies and skills required to move the organization forward and that align with long-term organizational goals and effectiveness.
d. Identify, recommend and build a business case for organizational development and learning solutions to address knowledge, competency and skill gaps, ranging from leadership, talent, culture, learning & development, succession planning, engagement and performance initiatives.
e. Lead and project manage special projects including the development and implementation of organizational learning initiatives & programs, while collaborating with the business and other support groups and stakeholders.
f. Continually identify and explore ways in which the organizational development function can support the achievement of and execution of the business plan and strategy.
g. Support the development of associated organizational development initiatives such as performance management, competency models, and career development planning.
h. Act as lead Facilitator on key efforts & manage other related projects as assigned.
i. Create and implement consistent standards for all key organizational development initiatives (i.e. needs analysis, design, consistent content and evaluation) in order to ensure the highest level of quality is delivered.
j. Maintain advisory/consultative relationships with colleagues as subject-matter expert for organizational development challenges and opportunities.
2. Changing Culture
a. To design and deliver OD and change management strategies, processes and interventions that support the AGM ambition to be a high performing organization; to include initiatives which foster a high performance culture, where valuing learning, continuous improvement and diversity are the norm.
3. Talent Management
a. To develop AGM approach to talent management and succession planning and to coordinate the contributions of key stakeholders to ensure effective implementation.
b. To work with line managers on the design and delivery of appropriate and relevant Personal Development Plans for their staff; to commission and evaluate agreed internally-delivered interventions and to ensure best use of the AGM development budgets.
c. To develop coaching, and mentoring schemes to support staff development and the achievement of Personal Development Plans.
d. To lead on the development of a staff skills and knowledge database in order to maximize the diverse talents of the organization. HR
4. Employee Communication
a. To work with the Marketing Manager/ Director to ensure effective communication and consultation processes and to build staff engagement. Learning & Development
5. Enhance the effectiveness of employee performance in achieving the goals and objectives of the company.
a. Conduct training plan based on training needs assessment
b. Develop and maintain project plans to develop, execute and maintain HR practices.
c. Work with HR team to ensure the implications of operational & organizational development activity are fully understood and there is an integrated response to delivery across both these functions. This involves joint planning to ensure maximization of resources and monitoring the effective delivery of HR and OD services against operational plans.
d. To oversee the delivery of high quality and timely management information on all aspects of learning & development activity across the organization and information to report progress against agreed performance measures in the OD Plan.
e. Work with HR team to implement and embed a Balanced Scorecard measurement framework for the HR Department.
6. Assure employees understanding for AGM policies and procedures.
a. Provides a broad range of consultative services to all levels of employees regarding policies and procedures.
7. Facilitates communication among employees and management.
8. Planning, implementation maintaining and development of HR Activities.
9. Make sure that all of our employees are ware about our internal training calendar
10. Logistic support to the training programs.
a. Manage everything related to the logistic of any approved training program including but not limited to invitation catering, availability of training tools
11. Support the measurement of training efficiency and effectiveness.
12. Assure that the employees who have received external training transfer the knowledge and we assure that the objective of the training has been achieved
a. Conduct an audit to assure that for every training that we collect the knowledge management report.
13. Reduce the risk of turnover
a. Make sure that all the employees who have received an external training sign the training undertaking document
14. Performance Management
a. Manage everything related to the performance management.
b. To support specific performance improvement initiatives, eg through the implementation of a new behavioral competency framework and 360 degree feedback process.
c. To identify opportunities for performance improvement through, for example, undertaking internal diagnosis, process/system reviews in order to understand barriers and possible solutions; conducting external research into good practice and new ideas.
d. To oversee the performance appraisal process, monitoring compliance with the timetable and working with the Head of HR to ensure consistency of quality in appraisal documentation.
15. Manager everything related to the JD
16. Manage the organization re engineering.
17. On Boarding activities
a. Conduct on boarding training for the new employees to assure their understanding for AGM policies and procedures, values, Structure, vision and reduce the time for them to be productive employees
18. Manage HRIS
a. Consider as the main person for HRIS related issues.
b. Educate and answer any inquiries related to the HRIS.
c. Participate with OD to improve the current HRIS that are in used.
19. Employee Events Management
a. To design and facilitate in-house events as required.
20. To be responsible for AGM job evaluation system, advising on job design, job descriptions and the correct grading of jobs.
21. Determine the competencies required for each job.
a. Conduct a Job Analysis activities to be able to understand the nature of the job and as a result will have a Job description.
22. Clear reporting line for all positions
a. Updated organizational structure
23. Develops assessment tools for selection process
|Job Location:||Cairo, Egypt|
|Job Role:||Human Resources and Recruitment|
|Career Level:||Mid Career|