About the role
Job DescriptionFormulate and maintain the multi-year strategic framework for the Human Resources and Administrative Infrastructure sector, linking it to targeted corporate performance indicators.Develop and establish human resources policies, ensuring their alignment with legislation and governance frameworks.Lead Talent Management Programs from a sustainability perspective, ensuring succession planning at all organizational levels.Approve organizational frameworks and job structures, and assess their alignment with operating models and return-on-investment (ROI) metrics.Direct digital transformation initiatives in HR and administration, establishing infrastructure based on ERP and Cloud HR systems.Develop HR analytics methodologies and utilize insights to inform strategic decision-making.Design and implement the sector’s budget strategy based on a Performance-Based Budgeting model.Oversee mechanisms for job equity and compliance, and establish a proactive risk management model for workforce-related risks.Represent the company in societal and professional dialogues related to human capital practices and organizational development.Prepare periodic analytical studies measuring the institutional impact of HR activities, and provide recommendations based on benchmark and best practices.Supervise administrative affairs management, including developing policies for optimal use of assets and facilities, and enhancing the efficiency of support services such as security, transportation, and cleaning, linking them to operational performance indicators and corporate expenditure.Direct and evaluate the corporate IT management performance through the adoption of digital transformation plans, activation of intelligent systems for data integration and automation, and ensuring information security and infrastructure resilience.Integrate administrative affairs and IT services into a unified operating model that enhances operational sustainability, reduces institutional risks, and improves employee experience.
Experience: Minimum 15 years in HR, including 5 years in senior leadership roles.Education: Bachelor’s in Business Administration; MBA or professional certifications (CIPD, SHRM) preferred.Industry Expertise: Proven track record in the real estate sector with a broad professional network.Knowledge: Comprehensive understanding of labor laws, HR systems, digital transformation, and ERP solutions.Global Trends: Up-to-date knowledge of international HR practices and innovations.
