Position Description:

Responsible for the overseeing all aspects of human resources (HR), its practices, and operations to meet the needs of the constantly evolving business. The role of the DHR is to build upon the business’s current people programs and service delivery strategies, enhancing organizational decision-making and approaches for securing growth on a business-wide scale.
DHR is an active member of the Executive Committee as well as a key executive partner and coach who is tasked with facilitating strategic planning and initiatives, change management, and organizational design.

Objectives and Responsibilities:

Leadership/Supervisory Role:

The most prominent role of the DHR is his leadership role where he / she leads long range strategic planning to anticipate the innovation of change initiatives that promote people productivity, organizational efficiency, and cost effectiveness. He / she oversees and is accountable for all activities of the human resources department. In his leadership position he / she provides overall leadership and guidance to HR functions by overseeing administration, talent acquisition, training and development, career development, and so forth. The DHR is responsible for ensuring that the business’s values are clearly communicated and understood at all levels of the business, clarifying on employee conduct that is necessary for realizing an engaging, high-performance culture within the business. The DHR additionally ensures that the organizational design and rewards structure is reflective of a dynamic business environment and up-to-date modes of working in an increasingly competitive business environment. Where necessary, the DHR also intervenes and mediates conflicts in a manner that is reflective of the business and that leads to appropriate resolution.

Strategy:

The DHR is responsible for formulating strategies that lead to quality and depth in the talent employed in the business. This is inclusive of leadership, employee development, and the securing of future business growth with a focus on talent, and business culture or company culture. In this capacity, the DHR ensures the establishment of sound strategies across the HR department, making sure that all strategies correspond with the overall business objectives. He / she also develops comprehensive strategic recruiting and retention plans that meet the business’s human capital needs. The DHRis further tasked with developing and implementing comprehensive compensation and benefit strategies that are cost effective for the business. The DHR additionally functions as the strategic business advisor to the business executives and departmental heads in regard to key business and management issues.

Analytics:

DHR further plays an analytical role where he / she monitors, analyses, and identifies strategic needs, gaps and risks. In his analytical role, the DHR further leverages management tools that identify, align, and build on the business’s human capital capabilities to achieve overall business results and reach desired targets. He / she leads the HR department in the analysis and evaluation of employee performance, identification of gaps, and creation of strategies from those analyses to cultivate talent and improve performance at all levels of the business. The DHR forwards the findings of his analyses to other business executives for use in resolving issues and driving the business’s agenda.

Collaboration:

This role is also highly collaborative and the DHR will find him / herself in collaboration with fellow executives to better to understand, analyze, and support the needs for the business, leading to the subsequent
establishment of suitable strategies. The DHR additionally works closely with the union organization (if applicable to implement union representation management tools and programs and, hence, fair labor practices across the business.

Knowledge:

The DHR keeps up with the latest industry trends and best practices, ensuring optimal performance of the HR department, which in turn influences the performance of the various departments and the business at large. In this endeavor, the DHR plays an active role in industry unions, events, seminars, and workshops.

Other Duties:

The DHR also performs similar duties as he deems fit for the proper execution of his duties or duties as assigned by the Employer.

The DHR must have a master’s degree (Phd preferred) in Human Resources, Administration, or another relevant field. A suitable candidate will also have SPHR certification.

Experience:

A candidate for this position will have had at least 10 years of working experience in a senior Human
Resources position, preferably working as a Director HR Business Partner, Director Training and Development, Head of HR Administration, or Director Recruiting. The DHR will also have had proven and successful experience delivering innovative HR programs within a fast paced, evolving, and wide organizational setting. The candidate must also have had success managing a human resources team through a program and all the way to its completion and attainment of objectives. He / she will also have a demonstrated ability and experience advising and influencing executives, providing insights that lead to key decision making within the business. A suitable candidate will also have had experience in policy formulating, development, and implementation of key HR strategies and procedures. The candidate will additionally demonstrate strong business acumen and general management experience and capabilities that enable him / her to effectively assess the internal business environment and deliver transformative change where necessary.

Communication Skills:

Communication skills are imperative for this position, in both written and verbal form. The DHR will need these skills to ensure that there is effective conveyance of information and instructions down the line and across the human resources department. The clarity of his communications will significantly determine the effectiveness and performance of the entire HR department and, as a consequence, the performance and effectiveness of other departments in the business. Good communication skills will also be necessary for effective liaison between the DHR and other business executives and stakeholders. He / she will also be required to forward analysis findings in the form of reports to these executives and stakeholders to provide insights that will lead to informed decision-making and strategy formation across the business. These reports must, therefore, be clear, concise, unambiguous, highly convincing, and easy to understand.

Computer Skills/MS Office:

A suitable candidate will also demonstrate superior computer skills and be highly proficient in the use of MS Word, MS Excel, MS PowerPoint, which will all be necessary for the creation of visually and verbally engaging reports for the business’s HR executives and key stakeholders.

Analytical Skills:

A candidate for this position must also demonstrate exceptionally strong analytical skills, having an ability to analyze, refine, summarize, and clearly present data and information. The candidate must also demonstrate an ability to conceptualize unstructured/raw data and information and derive actionable solutions and strategies that improve the performance of various HR functions and strategies, leading to the ultimate performance of all business departments.

Interpersonal Skills:

The DHR will need to have certain attributes that will make him more suited for the position. The candidate for the position will have a passion for service, be self-motivated needing minimal or no supervision, have naturally persuasive abilities, have excellent negotiation skills, and have excellent problem-solving skills. He / she must also be proactive going beyond the call of duty, work comfortably with high-ranking executives, have an ability to handle multiple tasks, have an ability to prioritize and meet tight deadlines, be comfortable working in a fast-paced and constantly evolving environment, be welcoming to change, and demonstrate composure during times of uncertainty and stress.

Leadership/People Skills:

The candidate for this position must also have exceptional leadership skills, having an ability to influence the highest-ranking executives. He / she must demonstrate an ability to lead a large group in a unified direction. He / she will be an approachable, likable, and relatable individual who will earn the trust of junior HR management and that of senior executives and stakeholders.