Human Resources & Administration Manager at TotalEnergies

Candidate Profile

Qualification and background

• Completed MSC/ Bachelor’s degree in Human Resources and personnel administration       
• 10 years’ experience in Human resources as a generalist
• Strong ER knowledge
• Problem Solving and decision making
• HR Credentials
• Excellent people management skills
• Main Personal Abilities: Good Human Relations, Problem Solving, detail-oriented and Planning / organizing / coordinating / Team spirit
• Good command of English language and communication skills

Activities

The role of the Human Resource within the affiliate is to lead and direct the functions of the Human Resource Department.

These activities include:

• Ensuring the implementation and monitoring of Global campaigns in the affiliate
• Implement TotalEnergies Company corporate policies and campaigns
• Implementing Talent development strategies
• Coordinating Human Resources administrative functions
• Define, maintain and implement HR controls and procedures
• Maintain employee records according to policy and legal requirements for storing confidential documents in both electronic people format
• Management of Compensation and rewards including managing the monthly payroll through the Company shared service
• Salary benchmarking to market validation
• Implement and maintain occupational scales in line with the Hays level for local staffing
• Submission of workplace skills programs and WSP reports

Recruitment:

• To participate in the development and execution of the Recruitment Plan
• To facilitate recruitment and selection planning and processing for managers taking into account the Company’s transformation strategy
• To create job descriptions/profiles and competency profiles in conjunction with line management
• To lead the recruitment and selection process for each position when assigned
• To ensure that all pertinent applicant, interview and hiring data and files are complete for capturing onto the HR information database
• To maintain recruitment data / information on HR Information System
• To complete quality control on Job Descriptions
• To coordinate with Line Manager to ensure that handovers are completed
• To ensure lessons learnt from new recruits and leavers are captured

Talent Management:

• To design and implement a talent management framework
• To promote the alignment of talent management initiatives with the Group’s principles and locally
• To implement the HR & transformation objectives as defined by the Company under the direction of the Human Capital Manager
• To contribute ideas to the Job Grading & Evaluation Committee
• To maintain up-to-date staff career development files for area/s of responsibility
• To prepare and participate in departmental replacement /succession planning meetings and implement the recommendations as required
• To conduct performance management audits and ensure Performance Improvement Plans are in place
• To perform trends analyses in respect of exit interviews, engagement (stay) interviews, career discussions
• To assist in the coaching of team leaders and managers in effective talent management
• To provide advice and facilitate matters pertaining to team dynamics
• To develop and oversee execution of change management processes, where required

HR Strategic Business Partner:

• To proactively drive any new business developments within the departments
• To facilitate and implement all Change Management Initiatives
• To develop and co-ordinate the implementation of the Human Resources and Transformation’s Strategies
• To coordinate and implement the agreed Departmental Strategies
• To facilitate and manage the Talent Management Framework to support the overall business plan
• To provide pro-active HR best practice to Departments