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Manager - HR Strategy, Yokogawa, Al Hadd, Bahrain
This job is OPEN to APPLY for ALL Nationalities, unless otherwise specified.
We need a Manager - HR Strategy,
Not just a job, but a career
Yokogawa, award winner for ‘Best Asset Monitoring Technology’ and ‘Best Digital Twin Technology’ at the HP Awards, is a leading provider of industrial automation, test and measurement, information systems and industrial services in several industries.
Our aim is to shape a better future for our planet through supporting the energy transition, (bio)technology, artificial intelligence, industrial cybersecurity, etc. We are committed to the United Nations sustainable development goals by utilizing our ability to measure and connect.
About the Team Our 18,000 employees work in over 60 countries with one corporate mission, to "co-innovate tomorrow". We are looking for dynamic colleagues who share our passion for technology and care for our planet. In return, we offer you great career opportunities to grow yourself in a truly global culture where respect, value creation, collaboration, integrity, and gratitude are highly valued and exhibited in everything we do.
Job Purpose:
The HR Strategy is a key leadership role responsible for overseeing the development and implementation of human resources strategies that align with the organization's overall business objectives. This role involves talent management, employee engagement, organizational development, HRIS and performance management systems that foster a high-performance culture and support business growth.
This position oversees Compensation & Benefits Management and involves several key duties. These responsibilities play a crucial role in aligning the organization’s compensation structure with its overall strategy, ensuring employee satisfaction, retention, and regulatory compliance.
Key Responsibilities & Accountabilities:
1. Strategic Planning and Alignment:
Lead the development and execution of the HR strategy in line with the company’s long-term business goals in collaboration with senior leadership
Be involved in long-term strategic planning for the organization’s growth, ensuring compensation and benefits structures can evolve to meet changing business needs.
Manage change effectively when implementing new compensation strategies or benefit changes.
Collaborate with other departments, including finance, legal, and senior leadership, to ensure alignment between HR initiatives and business objectives.
Lead a team of HR professionals focused on compensation and benefits.
2. Performance Management and Succession Planning.
Develop and implement performance management frameworks and systems.
Ensure alignment between individual goals and organizational objectives through effective performance reviews and feedback mechanisms.
Oversee performance management systems that are tied to compensation increases, bonuses, or other rewards.
Ensure that compensation programs motivate employees to achieve organizational goals by linking performance to pay.
Design and implement leadership development and succession planning programs.
Monitor and enhance employee leadership training development strategies across the organization.
3. Organizational Development:
Lead change management initiatives to support organizational transformation.
Develop programs to enhance organizational culture, leadership capabilities, and employee engagement.
Provide insights into workforce trends and proactively address gaps in skills, competencies, and capabilities.
4. Employee Engagement and Relations:
Champion initiatives that promote a positive workplace culture and high employee morale.
Oversee employee engagement surveys and other feedback mechanisms to gauge and improve employee satisfaction.
Work closely with managers and teams to resolve conflicts and foster collaboration across departments.
5. HR Metrics and Analytics:
Utilize data and analytics to measure HR effectiveness and adjust strategies accordingly.
Prepare regular reports for senior leadership on key HR metrics related to skill mapping. and employee demographics.
Use data-driven insights to optimize HR processes and strategies related to Compensation and Employee retention and measure the effectiveness of compensation and benefits programs.
Leverage data to make informed decisions and create insights for future compensation planning.
6. Compliance and Legal:
Ensure HR policies and practices comply with local, state, and federal regulations.
Maintain up-to-date knowledge of labor laws, HR best practices, and industry trends.
Implement and oversee compliance training for employees and managers.
7. Developing Compensation Strategies
Design and implement competitive compensation structures that align with the company’s strategic objectives.
Conduct regular market analysis to ensure compensation packages are competitive within the industry.
Develop salary bands and ensure internal equity across different departments and roles.
Create, implement, and manage comprehensive benefits programs (healthcare, retirement plans, paid time off, wellness programs, etc.).
Evaluate the effectiveness of existing benefits programs and adjust them to meet the needs of employees while staying within budgetary constraints.
8. Compensation Compliance & Legal Oversight
Manage and lead the team for Payroll , compensation and benefits with proper plan on timely manner.
Ensure compensation and benefits programs are compliant with local, state, and federal regulations (e.g., labor laws, tax regulations, health care regulations).
Manage audits and report on compensation-related matters to ensure regulatory compliance.
Stay informed on industry trends and legislative changes to ensure the benefits package remains competitive and compliant with laws
9. Total Rewards Communication
Develop communication strategies to ensure that employees understand the full scope of their compensation and benefits.
Provide clear and transparent information about how compensation and benefits packages are determined.
Implement compensation and benefits strategies to improve employee satisfaction, reduce turnover, and enhance engagement in accordance with Global Guidelines.
10. Budgeting & Forecasting
Work with senior leadership to align compensation and benefits with the organization’s overall financial goals.
Develop and manage compensation and benefits budgets, ensuring efficiency in spending and maximizing the value to employees.
Keep the overall HR expense within the forecasted and approved budget guidelines.
Qualification and Experience:
Bachelor’s degree in human resources, Business Administration, or a related field (Master’s degree or HR certification preferred).
20 + years of progressive HR experience, with at least 10 years in HR leadership role, preferably in strategic HR management or HR business partnering.
Experience working in a fast-paced, dynamic environment, with the ability to influence and drive change across the organization.
Results-oriented with a focus on improving efficiency and effectiveness in HR programs and processes
Adaptability to manage change in a rapidly evolving business environment.
This role requires a dynamic, strategic thinker with a proven track record of creating and executing high-impact HR initiatives that align with the company’s mission and vision. This Position will be pivotal in shaping the company’s HR strategy, fostering an engaged and motivated workforce, and driving business success through effective compensation strategies.
Competencies:
Arab national with Arabic & English proficiency.
Strong strategic thinking and business acumen.
In-depth knowledge of HR best practices, employee relations, and labor laws.
Ability to build strong relationships with senior leadership and influence decision-making.
A visionary leader who can inspire teams and drive innovation in HR practices.
Skills:
Excellent leadership, communication, and interpersonal skills.
Proficient in HR analytics, data interpretation, and utilizing HR technology tools.
Strong project management skills with the ability to manage multiple initiatives simultaneously.
Yokogawa is an Equal Opportunity Employer. Yokogawa wants a diverse, equitable and inclusive culture. We will actively recruit, develop, and promote people from a variety of backgrounds who differ in terms of experience, knowledge, thinking styles, perspective, cultural background, and socioeconomic status. We will not discriminate based on race, skin color, age, sex, gender identity and expression, sexual orientation, religion, belief, political opinion, nationality, ethnicity, place of origin, disability, family relations or any other circumstances. Yokogawa values differences and enables everyone to belong, contribute, succeed, and demonstrate their full potential.
Are you being referred to one of our roles? If so, ask your connection at Yokogawa about our Employee Referral process!
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