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Job Details

SIDRA4996 - Senior Executive Director of Human Resources

Department: C-Suite
Division: C-Suite
Contract Type: Full Time
Closing Date: 31-Jan-2020
Organizational Profile:

Sidra Medicine is a state of the art academic medical center that will function to the level of the highest international standards. Its clinical focus is on the specialty care of women and children.

Sidra’s Vision is: “Sidra Medicine will be a beacon of learning, discovery and exceptional care, ranked among the top medical centers in the world”.

Achieving this vision will encompass three essential activities:

World Class: Patient and Family Centered Care Health Education Biomedical Discovery

DEPARTMENT/BRANCH PROFILE:

The Human Resources Branch works in partnership with Sidra leadership and in alignment with organizational priorities and directions to design and deliver programs and large scale workforce development and learning initiatives that support a culture of excellence and high performance.  The Human Resources Branch is made up of a number of complementary departments and strives to be recognized for its operational excellence and as a strategic business partner in the achievement of Sidra’s vision and mission and within its stated values.  

JOB SUMMARY:

Reporting to the Chief of Administration Services Officer (CAS), the Senior Executive Director of Human Resources will have an understanding of the entire business, positioning as a strategic business partner who informs organizational strategy. The incumbent will be responsible for the strategic human resource planning and execution necessary for Sidra to attract, retain, and achieve a high level of performance from the highest caliber of talent available. These responsibilities include: Development of the HR Strategy, Plan & Budgets, Organization Design and Workforce planning, Policy, Procedure and Process Development, Reward and Recognition, Learning  & Development, Performance Management, National Development, Leadership Development & Change Management, HR Governance and Reporting, Resourcing, Occupational Health as well as the regional human resource transactional activities such as on-boarding new hires, payroll administration and benefits, immigration and housing.  S/he will also be responsible for planning, implementing, evaluating and continuously improving the Learning & Development functions at Sidra.  Responsibilities also include the successful introduction and monitoring the use of an integrated HR software systems. The incumbent will be expected to coach senior executives, as necessary.

KEY ROLE ACCOUNTABILITIES:
  • Informs HR strategy decisions as well as development and operational implementation of policies, processes and programs that ensures appropriate human resource practices and programs.

  • Formally reviews and makes decisions on all staffing and resourcing issues relating to portfolio of services under their command.

  • Budgets development for all HR related services including organization wide staffing costs.

  • Provides direct advice and support to the CAS to establish and maintain effective leadership throughout Sidra.

  • Supports and advises the CAS and leadership in respect of complex Employee Relations issues.  Provides technical advice and knowledge to others within the HR discipline.

  • Assists the CAS to create and maintain an effective and cohesive executive management team.

  • Informs HR strategy in collaboration with CAS.

  • Develops and communicates the HR management vision, mission, strategy, and objectives that support Sidra’s overall mission and objectives.

  • Develops, implements, and maintains programs that support the HR vision, mission, strategy, and objectives for Sidra.

  • In collaboration with executive management team members, develops workforce plans and staffing strategies and programs that align with Sidra’s overall strategic objectives.

  • Develops a formal plan to attract, develop and deploy global talent and oversees the recruitment of the right talent in a timely manner.

  • Develops and oversees Sidra’s approach to National Development and Qatarization.

  • Develops progressive and appropriate market competitive compensation and benefit programs that attract, motivate, incentivize, and reward high performance.

  • Leads the shaping of the culture of Sidra ensuring that the values are communicated and understood at all levels, providing clarity as to the expected behavior of all employees and the development of a high performance culture.

  • Drives talent management by building the quality and depth of talent, including a focus on succession and leadership/employee development.

  • Develops HR planning models to identify competency, knowledge, and talent gaps and develops specific programs for filling the gaps. 

  • Facilitates the organization to establish and maintain high levels of employee engagement and commitment.

  • Develops and monitors succession planning programs for executives and key positions across the organization. Advances and monitors learning and professional development programs that prepares employees for more significant responsibilities relevant to current and anticipated Sidra needs.

  • Drives the full implementation of the Enterprise Resource Planning system and other technology enabling solutions across HR in collaboration with the Information Management Department.

  • Plans, develops, organizes, and implements a reporting framework to identify opportunities for improvement and provide current, accurate information to the executive management team. 

  • Managing corporate capabilities including dealing with rapid changes in technology, globalization, and government regulations and public policy.

  • Develops and implements the Occupational Health Strategy and Plan for the OPC and Hospital.

  • Develops, directs, reviews and presents budgetary recommendations and expenditures for HR.

  • For both professional and non-professional employees, oversees the development and administration of:

    • Compensation plans

    • Benefits programs

    • Performance management and organization feedback

    • Employee health and safety

    • Employee communications and community relations

    • Professional development programs

    • Employee relations and ombudsman activities

    • Employee recruitment and retention

    • Other human resources-related programs, policies and procedures as required.

  • Provides leadership within the HR management community in Qatar to influence the continuing development of employment policies and practices within the State.

  • Operate the branch efficiently, effectively and economically within the resources assigned to it.

  • Conducts other duties as directed by the CAS.

  • Adheres to Sidra’s standards as they appear in the Code of Conduct and Conflict of Interest policies

  • Adheres to and promotes Sidra’s Values

 

In view of the evolving needs and opportunities within Sidra, this position may be required to perform other duties as assigned and reporting relationships may vary.

QUALIFICATIONS, EXPERIENCE AND SKILLS – SELECTION CRITERIA:

ESSENTIAL:

  • Master’s Degree in human resources, employment law, business administration, industrial relations or organizational development.

  • 15+ years of executive level HR leadership experience at least 3 years of which will have been spent in an Academic Medical Center or University Hospital.

  • Experience of driving HR transformation. 

  • Experience of developing HR professionals, nationals and expatriates

  • International HR leadership within a complex or regulated organization.

  • Middle Eastern HR Leadership Experience

  • Budget setting and management for a significant sized department

  • Governance and compliance of HR practices

  • Senior Professional in Human Resources (SPHR) or Chartered Institute of Personnel and Development. Minimum of Chartered level required.

  • Proven skills in providing leadership, including the ability to motivate, set standards and demand accountability.

  • Demonstrated evidence of developing business strategy and translating vision into operational objectives.

  • Proven experience of developing and managing large budgets.

  • Proven exceptional administrative and management leadership with a high level of analytical and problem-solving skills.

  • Evidence of being a recognized HR leader with strong managerial ability and international HR experiences.

  • Demonstrated ability to work cooperatively and strategically in a multicultural team environment with all levels of healthcare professionals, technical and administrative staff. Capacity to interface and maintain effective relationships with all departments and employees.

  • Proven background of positive experiences engaging with Boards, CEOs, senior executives, and various internal and external stakeholders in a healthcare setting.

  • Highly responsive, ethical and responsible behaviour with a professional approach and willingness to be held accountable for results.

  • Broad interpersonal skills and a strong cultural compass.

  • Dedication and commitment to personal betterment of individuals through HR principles.

  • Proficiency in written and oral English is mandatory.

  • Proficiency with Microsoft Office suite

 PREFERRED

  • Experience in developing a HR Function in a healthcare related Greenfield site.

  • Operational Healthcare Management an advantage

  • Psychometric and Behavioral Assessment Trained

  • Learning and Development Qualification

  • Fluency in Arabic

 

ROLE SPECIFIC TECHNICAL/PROFESSIONAL COMPETENCY REQUIREMENTS:

Understanding the Business

  • Knows and understands the healthcare business and the mission-critical technical and functional skills required  in an academic medical center

  • Experience in developing Human Resources function and supporting the business in a greenfield site, preferably healthcare

     

    Financially Astute

  • Able to develop budgets, analyze financial data and make financially responsible recommendations and decisions in light of economic climate

     

    Making Complex Decisions

  • Can solve even the toughest and most complex of problems; gleans meaning from whatever data is available; adds personal wisdom and experience to come to the best conclusion and solution, given the situation; uses multiple problem-solving tools and techniques.

     

    Creating the New and Different

  • Is creative, a visionary, and can manage innovation; is an effective strategist full of ideas and possibilities; sees multiple futures; has broad interests and knowledge; can both create and bring ideas to market; comfortable speculating about alternative futures without all of the data.

     

    Keeping on Point

  • Can quickly separate the mission-critical from the nice to dos and the trivials; quickly senses where priorities lie and is able to be flexible when business requires; focuses on the critical tasks that really add value and puts aside, or delays, the rest.

     

    Getting Organized

  • Is organized, resourceful, and able to plan; effective and efficient at marshalling multiple resources to get things done; lays out tasks in sufficient detail to mark the trail; is able to get things done with less and in less time; can work on multiple tasks at once without losing track; foresees and plans around obstacles.

     

    Getting Work Done Through Others

  • Manages people well and able to effectively delegate; gets the most and best out of their people; sets and communicates guiding goals; measures accomplishments, holds people accountable, and gives useful feedback; delegates and develops; keeps people informed; provides coaching for today and for the future.

     

    Managing Work Processes

  • Is an effective process, work flow, and systems designer; is good at figuring out what to measure to track progress; sets up systems that can almost manage themselves; is a master at the effectiveness and efficiency of work systems; can quickly diagnose and fix a work flow problem; always looking for incremental process improvement.

     

    Dealing with Difficult Situations

  • Fearlessly takes on all issues, challenges, and people; comfortably confronts and works through conflict; delivers negative feedback and messages without hesitation; deals promptly and fairly with problem performers; lets everyone know where they stand; thrives in crises and is energized by tough challenges; not afraid to make negative decisions and take tough action; challenges the status quo, whilst remaining respectful in all situations.

     

    Evaluating and Deploying People Accurately

  • Reads people accurately; can diagnose strengths, weaknesses, and potential; knows what skills are required to fill a job or role; hires the best.

     

    Focusing on Action and Outcomes

  • Approaches everything with drive and energy with an eye constantly on the bottom line; not afraid to initiate, in a thoughtful and calculated manner, action before all the facts are known, minimizing risk and weighing up the impact of such decisions; drives to finish everything they commence.

     

    Being Organizationally Astute

  • Maneuvers well to get things done; Resourceful; politically aware and able to situationally manage; knows what is the right thing to do; presents views and arguments well and in the best interest of the organization.

     

    Communicating Effectively

  • Writes and presents and debates effectively; where appropriate adjusts to fit the audience and the message; able to get a message across.

     

    Managing Up

  • Is ambitious and is comfortable marketing themselves to higher management; knows how to relate effectively with senior leadership.

     

    Relating Skills

  • Interpersonally agile; easy to approach and talk to; relates well to all kinds of people; makes a professional first impression and able to build solid relationships.

     

    Empathetic

  • Quick to help others; demonstrates empathy for others; cares and is concerned; appropriately goes out of their  way for others; makes time to listen; makes allowances for those in trouble without compromising the organization.

     

    Managing Diverse Relationships

  • Relates well to a wide variety of diverse cultures, styles, and levels inside and outside of the organization; builds diverse networks; quick to find common ground; treats differences fairly and equitably where it makes sense to do so

     

    Inspiring Others

  • Skilled at getting individuals and teams to perform at a higher level and to embrace change; negotiates skillfully to achieve a fair outcome or promote a common cause; communicates a compelling vision and is committed to what needs to be done; inspires others; builds motivated, high-performing teams; understands what motivates different people.

     

    Acting with Honor and Character

  • Is a person of high character; is consistent and acts in line with a clear and visible set of values and beliefs; is ethical, has very high level of integrity,  walks the talk; is direct and truthful while able to maintain a high level of confidentiality.

     

    Being Open and Receptive

  • Easy to talk to and get to know; listens attentively; is open; is positive in their outlook; deals calmly with stress.

 

Demonstrating Personal Flexibility

Open to continuous personal improvement; aware of self and the impact they have on others; responsive to feedback; is very flexible; can act in ways that may seem contradictory to others and is able to manage many different types of situation effectively.

Sidra’s Organizational Values:
  • Trust: Being competent; acting consistently, reliably and predictably; acting with honesty and integrity; respecting patient, employee and commercial confidentiality; delivering on commitments
  • Care: Acting with empathy, kindness and compassion; being humble; listening and responding; acting with cultural sensitivity; Caring for patients and staff
  • Teamwork: Sharing information and knowledge and learning from demonstrated expertise; being respectful, and thereby earning respect of others; acting with professionalism; leading and following; collaborating and being accessible
  • Transparency: Frequent and honest communication; open access to information for decision making; willingly acknowledge shortcomings; speaking up about concerns; publishing performance indicators
  • Innovation: Freedom to innovate; welcoming ideas and encouraging creativity; supporting talent; creating confidence; celebrating successes
  • Efficiency: Providing measurable value; using data to drive decision making; having and achieving clear goals; building processes that work; continuously improving outcomes in patient and family care
Privacy and Application Policy

To the extent permitted by applicable laws and regulations, Sidra Medical and Research Center ("Sidra" or "we") collect, use and disclose your personal information in accordance with the principles set out below.

By submitting your CV or job application, you acknowledge that any personal or other information you supply to us may be used by Sidra to assess, evaluate and check your candidacy. You further acknowledge that we may make copies, reproduce, organise, modify, and analyse the information supplied for the purposes of making a selection decision.

You expressly acknowledge that submitting your application does not mean that you will be contacted for an interview or that you will be made an offer of employment.

We reserve the right to discontinue the recruitment process at any stage. Similarly, you have the right to withdraw your active application at any stage of the recruitment process.

We would like to assure your application will be treated with due diligence and thank you for considering employment with Sidra.

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