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  • Job reference: RMS0144250

HR Team Leader

  • Sector: Automotive
  • Location: Baku
  • Job type: Contract
  • Date posted: 01/07/2014
  • Time left:
    d h m s
    (08/07/14)
This vacancy has now expired.
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The Company:
Our client is a leader in power and automation technologies that enable utility and industry customers to improve performance while lowering environmental impact. They operate in around 100 countries employing over 145,000 people.

The Role:
“Only candidates who already have the rights to work in Azerbaijan will be considered for this role”.

Roles and Responsibilities:

Managing of Employee Relations and managing of local legislation and internal HR policies of the company

• Implement HR/HSE procedures and policies in compliance with employment law and company’s global policies (managing of induction,hiring,termination,transfer,leave,payroll,disputs,disciplinary)
• Managing employment contracts including basic conditions, benefits and job duties)
• Expat Work and Residence Permit Management(State Migration Legislation awareness, cooperation with BP Migration Management)
• State Employment fund monthly reporting
• Provide advice to management on employee relations (combination of legal and business relations)
• Promoting the culture of a single employee as a component of the big business
• Managing State Employment Inspection, State Employment Fund Inspection

Liaising with management team to manage motivation and pay systems

• Advice management on different remuneration systems depending on circumstances of the position of the business (reward structure: salary level system structure, salary increase evaluation breakdown structure, bonus settlement)
• Working on reward structure in terms of the detailed breakdown of the pay related categories

Managing of Staffing and Resourcing within the company

• Processing recruitment and selection
• Operating recruitment processes in terms of cost-effectiveness balance
• Evaluate of selection decisions


Management of Training and Development

• Managing competence and PDA of employees
• Design and deliver T&D initiatives to support organisational goals
• Evaluate the effectiveness of learning processes both for the organisation and for individuals

HR Strategy and Development

• Work on competitive advantage for retention reasons: PDA effectiveness and Tax relief/Accumulation program implementation
• Work on employment equal opportunities
• Promoting systematic approach
• Increasing satisfaction and engagement of employees
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