Job Title: HR Analyst
1 Overall Job Purpose
1.1 Be HR advisor to MOSEN employees and managers in Operations, Bases and Corporate scope, giving support to the company's business, as an employee of integration, advice, communication and strategy of the department, being the HR representative of the area. Responsible for maintaining the working conditions, accommodation of expatriates in Senegal in accordance with local legislation, as well as providing all support to Senegalese who are transferred outside the country.
2 Core Responsibilities
2.1 Ensure daily controls related to the workforce, providing monthly performance reports and control of the status of employees allocated in operations and departments in alignment with the operations (Offshore).
2.2 Act strategically in identifying key talents and professionals within the organization, providing the map of internal resources, and acting with advice on the internal movement of promotions and merit.
2.3 Provide the necessary support to the Recruitment area regarding profile mapping, need for manpower and mobilization timing with the company's activities.
2.4 Identify internal needs, mobilizations or organization changes with the departments and operations they serve to establish the movement or recruitment strategy with internal HR areas.
2.5 To act as support to the areas as an advisor and reviewer in the Disciplinary Actions processes, ensuring that their application follows the necessary standards to be in Compliance with internal policies and local legislation.
2.6 Ensure that the flow of approvals for new hires is completed on time, as well as confirm that all documentation required for hiring in accordance with MOSEN's internal policies as well as local legislation.
2.7 Support managers and leaders (Onshore and Offshore) in the dissemination of culture, mapping, application and follow-up of the annual performance evaluations of the MOSEN workforce.
2.8 Provide the necessary support on the part of HR in actions involving Emergency Response, Crisis Rooms and Employee Support (Relative Response) with events arising from operations, offices or corporate.
2.9 Support the Remuneration area so that the job descriptions are updated according to the business need as well as the policies, and other documentation / files of the onshore workforce and offshore crew.
2.10 Keep employees informed about the policies (onshore and offshore) that involve the Human Resources section, as well as provide the necessary information for the induction of new employees.
2.11 Offshore - establish sporadic shipments to be close to the business / operations as well as interact with the crew and offshore leaders in order to reinforce the HR presence with the units.
2.12 Provide the necessary support / guidance regarding the inquiries about human resources area for the onshore and offshore public.
2.13 Provide the necessary support during voluntary and * involuntary * termination interviews (when necessary) and capture in a structured way the motivations for voluntary absenteeism for taking appropriate managerial corporate actions.
2.14 Provide the necessary support to the Communication area in actions with the organization (Onshore and Offshore) regarding internal communication campaigns.
2.15 Works with Temporary Agencies (as needed) to fill positions. Ensures that temporary workers are drug screened and background checks completed. Maintains bill rates and hire dates. Prepares Temporary Headcount and Open Requisitions reports.
2.16 Assists the HR Manager in administering the compensation program including salary planning, updating or developing job descriptions, performing job analysis and analyzing salary surveys.
2.17 Ensure that foreign employees have their work permits and appropriate and valid visas, overseeing the visa authority in controlling maturities and deadlines.
3 HSSE Requirements and Code of Conduct
3.1 HSSE: Act in compliance with the corporate HSSEQ Management System Policy, the MODEC Life Saving Rules, and the policies, guides, process standards and work instructions available in the Integrated Management System (IMS).
Act to promote the preservation of the environment, the health and occupational safety (personnel and their team), the safety of processes, and the preservation of assets in their scale of responsibility.
3.2 Ethics and Compliance: In compliance with the Code of Business Conduct and Ethics, as well as with MODEC Group Ethics and Compliance Policies and Local Procedures, their respective forms, online and live mandatory trainings: is committed to comply with all applicable laws, regulations and obligations and act in accordance with the highest ethical standards and with MODEC values.
3.3 Emergency Plan: As per indication on the Training Matrix, Emergency Management Guide and Offshore Emergency Management, available in the Integrated Management System (IMS).
4 Financial and Operational Dimensions / Impact and Decision-making Authority
4.1 Complies with Authorization Matrix Procedure, available in the Integrated Management System (IMS).
5 Work Relationships
5.1 As per indication on the Organizational Chart, available in the Integrated Management System (IMS).
6 Job Challenges and Problem Solving
6.1 Maintain the correct work permit for expatriates assigned to work in the country, within the period expected by the organization, due to the government agencies supporting involved and all related costs.
6.2 Take initiative, to be proactive when required as part of shore base improvement implementation.
6.3
7 Qualifications & Experience
7.1 Educational Qualification:
Master’s degree in HR Management/ Administration or in a related field strongly preferred.
7.2 Certifications:
7.3 Trainings:
Complies with the Training Matrix and Regulatory and Required by Modec Training Management Procedure, available in the Integrated Management System (IMS).
7.4 Relevant Experience :
7-10 years generalist experience in HR applying a knowledge of principles and practices of HR management - expatriate management, immigration processes, global mobility…
7.5 Key Behaviors:
STRATEGIC VISION - Clarity of the vision and the goals of the company when analyzing contexts and scenarios in a broad and complete manner, considering the impacts for MODEC in short, mid and long terms. It involves ensuring that responsibilities are linked to the previously defined strategies.
LEADERSHIP - Ability to conduct, motivate and develop people to achieve goals established by the organization.
TEAM BUILDING - Implementation of a collaborative work culture, where the focus on integration optimizes group performance. It involves work in an integrated manner, allowing employees to consolidate the action planning, to visualize data and to align information. It includes sharing agendas, ideas, information and knowledge to obtain the best results possible and to achieve established goals.
DECISION MAKING - Readiness for solving a problem or managing a situation, presenting the necessary level of flexibility when the situation dictates. It involves evaluating all variables in the decision-making process in order to choose the most efficient action. It includes considering uncertainties, adversities and ambiguities when analyzing consequences and impacts of the business, results, people and environment decisions.
SAFETY ORIENTED - Activity execution, focusing on non-conformity prevention and accidents. It involves compliance to norms, laws, regulations, procedures, technical specifications and equipment.
INNOVATION - To challenge the status to allow the development of necessary transformations that will put the company in higher levels of competitiveness. To direct actions for the implementation of feasible and creative solutions.
SENSE OF OWNERSHIP - Attitude of implementing a mindset of feeling and acting as a “business owner” when seeing the success of the company as something that is interesting for everybody. It involves having the responsibility, trying to achieve the greater good for the organization.
FOCUS ON CUSTOMER - Operation focused on ensuring that people and areas act in order to satisfy the customers’ needs (internal and external).
RESULTS ORIENTED - High degree of commitment with his/her job, as well as delivering defined outcomes, removing possible obstacles with persistence and energy. It involves administering priorities, meeting dealing and being careful about the quality of deliveries.
COMMUNICATION - Way a professional interacts with others, aiming to share knowledge and to align the necessary information for the viability of the corporate business. It involves making trades, both inside and outside the team, creating synergy amongst people involved.
PLANNING AND ORGANIZATION - Elaboration of plans that allow for meeting related areas’ needs with quality and within the deadline.
7.6 Languages:
Fluent French, English and needed local languages.
7.7 Software:
Microsoft Office
8 Working Conditions
8.1 Complies with safety and occupational health conditions for the job position, according to the Occupational Health Management Procedure, available in the Integrated Management System (IMS).
