Head of HR Sub-Sahara Africa, Hillebrand Gori at DHL

Key Tasks

• Define in agreement with the Country Manager(s) the local HR strategy (long and short term) and policies within overall regional / Global business context, in terms of recruiting, organizational development, training, compensation & benefits, industrial relations.
• Maintain relationships and share experiences with other DHL functions, regional/Global HR, to achieve compatibility in organization design and effective interface with other functions.
• Oversee selection of key staff, succession planning and management development of executive as well as non-executives, optimizing on opportunities to upgrade continuously talent, coaching and advising local managers to maximize employee’s performance and potential.
• Advise, influence and support managers in defining and implementing plans related to talent management.
• Implement and adapt at country level C&B policies, in line with Global/Regional guidelines which are competitive in the market and encourage employee commitment to Hillebrand Gori.
• Together with the Country Manager(s) and the respective line/staff managers, determine the organization structures, roles, critical success factors and goals for each line/staff functions.
• Together with the Country Manager(s) and the respective line/staff managers, define the organizational development of the company and the skills needed to reach the business targets within the medium term plan, and the relative training plan to cover the gaps discovered (if any).
• Advise, influence and support the managers in any re-engineering process within the country organization, which contribute to increase productivity and effectiveness.
• Advise country management in all human resources related questions/issues.
• Advise, influence and support managers in the effective use of the country labor laws/contracts and the collective agreements.
• Advise, influence and support the managers in any disciplinary process to be used within their employees in line with the local legal framework.
• Deal with employees individual issues on exception basis as their direct managers are their primary interface.
• Implement and monitor health & safety plans to prevent employees from injuries and protect health in line with country legal requirements and good practice.
• Ensure the provision of an efficient and timely personnel and payroll administration services, in compliance with the country labor laws/contracts and any collective agreements.
• Communicate the activities and status of the HR department among the other departments.
• Participate in cross-functional business aspects to ensure that cohesive joint decision-making processes exist at country level
• Advise, influence and support managers in the definition of the optimal qualitative and quantitative staffing in the short and long term, in order to contribute to the area business objectives
• Encourage and develop the culture behavior and values of Hillebrand Gori.
• Ensure attraction of outstanding people capable of making significant contributions to Hillebrand Gori’s success, taking into account the future needs of the company, in line with Global HR guidelines.
• Maintain regular relationships with authorities and unions.
• Manage local industrial relations activities and enhance effective relations with trade unions and works council.
• Strictly follow the country labor laws/contracts and the collective agreements.
• Represent Hillebrand Gori in professional associations in area of responsibility.
• Identify, negotiate, approve and control the quality of relevant consultants (lawyers, head-hunters, training consultants, market data providers)
• Implement and monitor HR policies, standards and processes ensuring HR best practices and alignment to Global guidelines and the country labor and fiscal laws.
• Prepare and monitor local HR budget; manage all relevant costs and expenses of the local HR Dept. within the allocated budget.
• Prepare and monitor on a monthly basis the personnel costs and the relative FTE data evolution, comparing them with the budget and the forecasts, analyzing any gaps discovered and proposing the appropriate solutions to cover the gaps discovered.
• Propose any effective solutions to increase company productivity with particular regard for example to working hours shifts to reduce overtime, use the most effective country employment agreement to hire people, control and manage illness rate, use the vacation days, travel & living expenses, company car, mobile phone, other benefits, etc.
• Provide “internal climate” process defining, implementing and managing specific “Employees Opinion Survey” process (including giving feedback process) and defining specific action plan needed for any areas of improvements discovered.
• Ensure the accuracy of the data of the monthly employees’ wages in line with the employment agreements, the country labor and fiscal laws and the collective agreements.
• Ensure the accuracy and punctuality of the monthly payment to the employees of their salaries, to the national social security systems and the national pension scheme.

Stakeholders

• Communicate and influence senior business leaders outside of own job area to accept practices and approaches
• Develop strong, trusting relationships with senior business leaders across DHL
• Cooperate with and coordinate 3rd parties e.g. external service providers
• May lead negotiations

Management Responsibility

• Develop and maintain a motivated HR team of competent managers and staff
• Evaluate the HR staff performances of his/her direct reports and ensure that the same is done for the other members of the HR team.

Skills

• Presentation skills (very good)
• Facilitation and training skills (very good)
• Analyzing skills and analytical thinking
• Negotiation skills
• Project management skills
• Software skills (Word, advanced Excel, PowerPoint, etc.)
• Communication skills, spoken and written (English and local language)
• Minimum 10 years of relevant HR experience with at least 5 years in a senior management role
• Mastery of technical HR competencies in change management, recruitment, C&B, training and employee relations
• University bachelor degree in a business discipline or relevant education and work experience preferably in Logistics sector, ideally experience in BWS forwarding
• Professional HR qualification (preferred)
• Customer (satisfaction) orientation (internal)
• Conceptual thinking, but strong action and results oriented
• Pragmatic approach and bottom line results oriented
• Deliver short term result in a long term perspective
• Think globally and act locally
• Continuous improvement and speed & simplicity mind set
• Positive ; persuasiveness
• Social competence
• Mature and balanced
• Budgeting and cost control skills; personnel analyses