Deputy HR Manager

Date Posted: Dec 05, 2024

Job Detail

Location:

Kabul Sar-e Pol
Type:

Full Time/Permanent
Shift:

Rotating Days
Career Level:

Department Head
Positions:

1
Vacancy number:

AfgChin- Deputy HR Manager-0052-024
Experience:

5 Year
Gender:

Male
Salary:

As per organization's salary scale Af
Degree:

Bachelors
Apply Before:

Dec 15, 2024

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Job Description

1. Position Overview

The Deputy HR Manager is a senior-level role at AfgChin Oil and Gas Ltd., crafted for an accomplished HR professional with a strategic vision and operational expertise. This position is critical to reinforcing and expanding the company’s HR capabilities to meet the complex and high-stakes demands of the oil and gas industry. As a key HR strategy and operations driver, Deputy HR Manager will lead initiatives to enhance workforce alignment, support talent optimization, ensure regulatory compliance, and cultivate a culture of safety, engagement, and performance.

In close collaboration with the HR Manager, this position requires advanced skills in both technical HR functions and strategic decision-making to implement initiatives that address both the immediate and future needs of the organization. The Deputy HR Manager will also oversee the development of robust HR frameworks and policies designed to optimize talent management, improve productivity, and position AfgChin Oil and Gas Ltd. as a premier employer in the sector.

2. Key Responsibilities

2.1 Strategic HR Planning & Talent Management

Workforce Strategy: Develop and implement a strategic HR plan that aligns workforce management with AfgChin’s long-term operational and strategic objectives, addressing critical staffing needs in compliance with the energy sector’s regulatory demands.
Talent Acquisition: Lead recruitment for critical roles, ensuring a pipeline of skilled talent aligned with the industry’s technical demands, regulatory requirements, and cultural fit.
Organizational Development: Design frameworks for career progression, succession planning, and competency development, especially for roles tied to production and operational support.

2.2 Advanced Employee Relations & Culture Building

Employee Engagement Strategy: Design and implement initiatives to improve employee engagement and reduce turnover, with a focus on recognizing and addressing specific challenges unique to high-risk, on-site environments.
Conflict Resolution: Provide advanced employee relations expertise to resolve complex workplace issues, ensuring adherence to labor laws and organizational policies.
Diversity and Inclusion (D&I): Promote diversity and inclusion by leading programs that create an equitable workplace environment, supporting retention and satisfaction across all levels of the workforce.

2.3 Safety & Compliance Leadership

Safety Integration: Partner with the Health, Safety, and Environment (HSE) team to integrate a safety-first approach in HR processes, from recruitment through daily operations, focusing on high-risk areas within oilfield operations.

Regulatory Compliance: Monitor and ensure compliance with local and international labor regulations, health and safety standards, and industry-specific policies, conducting regular audits and updating processes as required.
Policy Enforcement: Implement and enforce policies related to workplace safety, disciplinary action, and ethical practices, maintaining a zero-tolerance approach to policy breaches.

2.4 Performance Management & Continuous Improvement

Performance Systems: Oversee the performance management system, ensuring it is strategically aligned with corporate goals and encourages accountability and high performance at every level.
Continuous Improvement: Identify, develop, and execute initiatives for process improvement within HR operations, utilizing performance metrics and data-driven insights to support decision-making.
Leadership Training: Collaborate with management to provide targeted leadership and soft-skills training to support performance excellence and foster a leadership pipeline within AfgChin.

2.5 Advanced Learning & Development Programs

Skill Development: Lead the creation of technical and compliance training programs specifically tailored for roles within oilfield production, ensuring all employees are prepared to operate in high-risk and regulated environments.
Knowledge Transfer: Develop mentoring and coaching programs to facilitate knowledge sharing between senior and junior employees, especially in specialized roles unique to oil and gas operations.
Employee Certifications: Maintain an active certification tracking system to ensure that employees meet industry and regulatory certification requirements, especially in technical and high-risk roles.

2.6 Cross-functional Collaboration & Leadership

Operational Partnerships: Act as a trusted HR advisor to department heads and operational leaders, offering guidance on strategic workforce planning, role-specific training needs, and HR best practices.

Stakeholder Engagement: Represent the HR department in meetings with executive leadership, presenting data-driven reports on HR metrics, workforce trends, and regulatory compliance.
External Relations: Maintain relationships with key industry bodies and regulatory agencies to stay informed of legal developments, best practices, and competitive HR strategies within the oil and gas sector.

2.7 Data Analytics & HR Metrics Monitoring

HR Metrics Analysis: Develop and monitor comprehensive HR metrics dashboards covering key indicators such as turnover, safety compliance, employee engagement, and productivity.
Strategic Reporting: Prepare and present regular reports on HR metrics, using insights to recommend adjustments in workforce strategy, safety protocols, and training programs.
Predictive Analytics: Leverage data analytics to forecast workforce needs, support proactive recruitment strategies, and address potential talent gaps in alignment with production goals.

2.8 Advanced Policy Development & Compliance Assurance

Policy Design and Communication: Lead the creation of HR policies that reflect industry best practices, are clearly communicated to all employees, and support AfgChin’s mission and values.
Policy Compliance Audits: Conduct regular audits to assess compliance with policies, identify areas for improvement, and ensure all procedures meet company and regulatory standards.
Ethical Standards Enforcement: Develop initiatives to reinforce ethical practices within the workplace, supporting an environment that promotes integrity and trust.

2.9 Emergency Response and Crisis Management Support

Emergency Protocol Development: Work closely with HSE teams to establish HR protocols for emergency responses specific to the risks of oilfield operations.

Crisis Communication: Act as a key HR liaison during crisis situations, ensuring transparent and timely communication with employees, managers, and other stakeholders.
Employee Support Programs: Develop programs to support employees affected by crises or emergencies, focusing on resilience and retention.

Job Requirements

3. Qualifications & Requirements

Education: Bachelor’s degree in Human Resources, Business Administration, or related field; Master’s degree or HR certification preferred.
Experience: 10+ years of HR experience, with at least 5 years in a senior HR role within oil and gas or other regulated industries.
Skills:
- Strategic Leadership: Proven ability to lead HR strategy and operations within a complex, high-risk environment.
- Technical Proficiency: Strong experience with HRIS, analytics, and data-driven decision-making.
- Interpersonal Communication: Excellent communication skills with the ability to collaborate with diverse teams and influence senior leaders.
- Problem Solving: Strong analytical and problem-solving skills, with the ability to develop practical solutions to complex HR challenges.

4. Key Performance Indicators (KPIs)

Safety Compliance: Adherence rate of employees to safety standards and protocols.

Turnover Rate: Maintain an optimal retention rate among high-skill employees.
Time-to-Fill Critical Roles: Recruitment efficiency for key technical positions.
Engagement Index: Improvement in employee satisfaction and engagement levels.

Skills Required

COMMUNICATION

Submission Guideline:

Interested applicants (Afghan National) meeting the above qualifications are requested to submit their applications quoting this Vacancy Announcement Number (Afg-Chin-Deputy HR Manager-0052-2024) along with their curriculum vitae, cover letter, and copy of National ID (Tazkira) below-mentioned email: hr@afgchin.com

Short-listed candidates whose applications respond to the above criteria will be contacted for an interview. You are not shortlisted if you do not receive a response within two weeks after the closing date.

Submission Email:

hr@afgchin.com

Job Detail