HR Director Thales

The Human Resources Director (HRD) is the n 1 of the function, leading a team of 30 people, covering 20 countries, 1,800 employees organised in 3 Thales regions: Africa & Near East, KSA & Central Asia and UAE & Iraq.

In addition, the HRD is himself / herself in charge of HR for the largest country of this geographical scope: UAE (600 employees), a strategic country for Thales Towards 2030 strategy accomplishment.

In a context of strong development, the HRD is at the interface of the economic and human challenges of the regions. He/she supports managers and employees to help define and implement the short- and long-term strategy and performance of the entity within the Group's purpose and its policies (HR, compliance, ethics, etc.) according to the laws and regulations of his/her geographies.

Because of his/her dimension as an HR generalist, he/she is the preferred HR contact on all HR topics for the populations for which he/she has responsibility.

To do this, beyond the challenges he/she manages directly or with the HR teams, he/she relies on experts in the HR specialty areas in keeping with the HR Group business model. He/she guarantees the social climate of his/her organization, and is committed to providing a quality employee experience. He/she is responsible for developing the skills of his/her organization.

ROLES & RESPONSIBILITIES

• BUSINESS STRATEGY: The HR Director contributes to the Business strategy by activating the HR levers at his/her disposal (recruitment, learning, mobility, promotion, social relations, etc.), to the business performance of his/her entity and to his/her main issues (Trade, Operations, offers and projects, etc.). He/she contributes to developing the operational strategy of his/her organization. He/she takes into account the needs linked to development of activities, evolution of organizations and trades as well as transformation plans to draw up the appropriate HR action plans within his/her scope, in consultation with all stakeholders and in compliance with local legislation and social dialog.

• HR POLICY: The HR Director deploys the Group's HR policies and leads successful implementation of HR processes within his/her scope. He/she engages the HR policies and processes of the Group, as well as the HR projects specific to his/her Business area, coordinating the actions of local or shared HR teams (Pay/personnel administration, training, recruitment) internationally, while ensuring the quality of the deliverables.

• ADVICE & SUPPORT TO MANAGERS: The HR Director advises and supports the managers of his/her entity in their role toward the collective and the individual (development of skills, careers, individual and collective motivation, working environment, etc.). He/she guides the managers of his/her management committee toward management practices in line with the LEMAIL_ADDRESS model, he/she advises them in their organizational evolution and the support of change, social dialog and crisis management.

• WORK ENVIRONMENT, COMMITMENT: The HR Director is the preferred point of contact for employees in his/her entity on all HR topics. He/she provides them with direct answers or relies on HR specialty areas. He/she manages the individual working relationships related to HR for his/her population (listening to employees, conflict management, disciplinary law, ethics, etc.) He/she ensures a safe, inclusive work environment, of management practices conducive to diversity, commitment and performance. At the country/region level, he/she ensures consistency of practice across business lines.

• TALENT MANAGEMENT: The HR Director develops and directs actions to promote the attractiveness of the Group and the retention of talent within his/her scope. He/she organizes Talent Reviews, paying particular attention to succession plans, identification and monitoring of the organization's key talents (including top executives), as well as development of the skills within his/her scope. He/she builds the skills development paths of his/her employees and monitors their implementation. He/she manages the Human Resources aspects of his/her team (setting objectives, check-in, skills development, recruitment, etc.).