Senior HR Professional

at  Vista Projects Limited

WHAT VISTA DOES

Vista Projects is an integrated industrial engineering firm that helps clients navigate the digital transformation of their projects and operations. Our proven project execution process is based on a “single source of truth” model that eliminates the potential for inefficient engineering designs, cost overruns and project completion delays.

REQUIREMENTS:

• Educational Background: Possess a Bachelor’s degree in Business Administration, Human Resources, or a related field, or have equivalent professional experience demonstrating a deep and comprehensive understanding of HR principles and practices.
• Professional Experience: A minimum of ten years of progressive experience in human resources, with a substantial portion in senior HR leadership roles within EPC/EPCM or professional services environments, demonstrating a proven track record of successful HR strategy implementation.
• Advanced Communication Skills: Superior verbal and written communication abilities, capable of effectively influencing and engaging diverse audiences at all organizational levels, including executive leadership.
• Negotiation and Leadership Skills: Demonstrated expertise in negotiation and conflict resolution, with the ability to influence outcomes positively and drive consensus among stakeholders.
• Technical and Analytical Proficiency: Advanced proficiency in Microsoft Office Suite (Word and Excel) and deep familiarity with Human Resources Information Systems (HRIS), enabling efficient and effective management of complex HR data and processes.
• Expert Legislative Knowledge: In-depth understanding of HR laws, regulations, and best practices, ensuring compliance and the implementation of current and forward-thinking HR policies and procedures.
• Exceptional Multitasking and Prioritization Skills: Demonstrated ability to effectively manage multiple high-priority tasks in a fast-paced environment, with outstanding organizational skills and a track record of meeting critical deadlines.
• Change Management Expertise: Demonstrated experience in leading change management initiatives, including the ability to guide organizations through transitions smoothly and effectively.
• Global HR Experience: Experience in managing HR functions in a global or multi-national context, including understanding of international labor laws and cultural sensitivities.
• Project Management Skills: Strong project management skills with the ability to lead and execute large-scale HR projects from conception to completion.
• Advanced HR Systems Knowledge: Experience with advanced HR technology solutions and systems, such as applicant tracking systems (ATS), performance management systems, and learning management systems (LMS).
• Financial Acumen: Understanding of financial principles and the ability to manage HR budgets and contribute to financial planning processes.
• Leadership Development: Proven experience in developing and implementing leadership development programs that build managerial capabilities and support the organization’s strategic goals.

PREFERRED QUALIFICATIONS:

• Master’s Degree: A Master’s degree in Business Administration, Human Resources, or a related field.
• HR Certification: Advanced certifications such as CPHR, SHRM-SCP, SPHR, indicating a high level of HR expertise and professionalism.

• Strategic HR Leadership: Spearhead the development and execution of advanced HR strategies that align with the organization’s vision and goals, encompassing employee relations, talent management, compliance, training and development, and health and safety initiatives.
• Executive Advisory: Serve as a strategic advisor to senior leadership, providing expert consultation, advanced training, and benchmarking services to foster a high-performance culture.
• Regulatory and Policy Oversight: Ensure strict adherence to company policies, local laws, government regulations, and industry codes, upholding the highest standards of legal and ethical compliance across all HR operations.
• Workforce Transformation: Lead complex workforce transitions, including restructuring, role redefinitions, and exits, to meet the evolving needs and strategic objectives of the organization.
• Talent Acquisition Strategy: Oversee the entire talent acquisition lifecycle, from strategic workforce planning and executive recruitment to onboarding, ensuring the attraction and retention of top-tier talent.
• Conflict Resolution and Employee Advocacy: Champion a positive workplace culture by effectively resolving workplace conflicts and addressing complaints with a focus on inclusivity and respect.
• DEI Leadership: Lead the development and implementation of comprehensive diversity, equity, and inclusion strategies, embedding these principles into all HR practices and organizational policies.
• Operational Excellence: Drive operational efficiency within the HR department through the management of critical administrative tasks and significant HR projects or analyses.
• Organizational Development: Drive organizational development initiatives, including change management, culture transformation, and leadership development programs to support business growth and employee engagement.
• Compensation and Benefits Strategy: Design and oversee competitive compensation and benefits programs that attract, motivate, and retain top talent while ensuring alignment with business objectives and financial performance.
• Succession Planning and Performance Management: Develop and implement robust succession planning strategies and performance management systems that drive employee performance, accountability, and development.
• HR Analytics and Employee Engagement: Utilize HR analytics and metrics to drive data-informed decision-making and strategic HR planning, and lead initiatives to enhance employee engagement and satisfaction.