General Manager - Human Resources | Retail | IKEA

• Core participant and contributor of Market Development Potential projects aiming to explore and define untapped expansion opportunities across the region
• Leads and contributes to the Region Retail direction, business plan process, business transformation and change agenda, with Regional Management team
• Provides strategic advice, set and drive the People agenda in line with commercial priorities, taking a fully integrated cross-functional view to secure the long-term business direction of the markets and contributing insights and functional expertise in order to secure the overall performance of the business
• Provide People Strategy for Al-Futtaim IKEA within the overall Business strategy, set annual business plan and people plans with strong standpoints, in line with IKEA People’s Strategy
• Act as a strategic partner with the business in advising, coaching and mentoring management on people related issues
• Set the direction to support positive economic, environmental and social development, and take the lead in contributing to a better everyday life for the many people and the communities where the IKEA business has an impact.
• Create and support a continuous improvement environment for HR activities within the business units (i.e. optimal use of processes, systems and practices)
• Play a key role in the integrating IKEA People’s Strategy and IKEA way of working across Al-Futtaim IKEA ecosystem. Act as key ambassador and curator of IKEA Culture
• Ensure participation in Global and Cluster People & Culture meetings, representing Al-Futtaim IKEA interests

• Establish a Values driven organization culture, inspire and stimulate decision making based on Al-Futtaim IKEA values
• Lead business and people together creating an environment that gives co-workers preconditions to perform and deliver, learn and develop
• Create a performance focused Culture where high performers are rewarded, and inadequate performers are given an opportunity to improve
• Ensure new co-workers are properly onboarded into the business and retained for the organization
• Ensure compliance with the annual Performance Cycle set but AFG
• Lead the “Growing Together” Engagement process, setting action to strengthen “a Good like at Work”
• Manage the Co-worker Engagement survey for the business, ensuring all impact plans have been submitted and implemented in the business.
• Ensure co-workers health and wellbeing stays always as key part of IKEA uniqueness. Anticipate a renew social contract to contribute to a fair, equal and healthy everyday life.

• Manage ER issues across the organization according to local laws and Al Futtaim Policy, providing fair and consistent advice to the Store HRBPs.
• Reinforce at all times a culture of meritocracy, performance-focus and diversity.
• Act as an advisor to Management in order to educate them and minimize risk.
• Ensure compliance with local labour laws and Group policies throughout the employee lifecycle.
• Communicate and implement changes to HR policies and procedures.
• Ensure disciplinary procedure is properly applied across all Al-Futtaim IKEA

• Define and implement Al-Futtaim IKEA approach to equality, diversity and inclusion within the scope of work
• Lead business grow in an inclusive way, providing decent and meaningful employment and promoting equality, creating a fair and equal workplace
• Set the direction to amplify and achieve movements in equality in the total IKEA value chain, strengthening IKEA uniqueness
• Drive Multi-generational workplaces combine IKEA’s ambitions for equality and working together
• Ensure all plans and activities are set in alignment and compliance with IConduct (IKEA Mandatories related to People & Society)

• Define and drive next take on competence development, what and how. Enable Home furnishing movement through competence and leadership
• Steer actions to building competence and developing new capabilities. Build on the strength of competence flow, where co-workers contribute in new assignments across IKEA.
• Lead annual BNA exercise, specify L&D initiatives across the organization to support business expansion & growth.
• Liaise with Group L&D Centre of Excellence (COE) to ensure appropriate interventions are delivered.
• Drive reskilling and upskilling to build increase values-adding work and secure people to be employable within IKEA ecosystem and elsewhere
• Realise the full value of competence, making it a competitive advantage delivering to high-performing and learning organisations.

• Facilitate the implementation of business structure reorganization and consolidation to deliver efficiencies.
• Play an advisory role in creating and managing a lean and multi-skilled workforce.
• Support and facilitate the implementation of business structure reorganization and consolidation to deliver efficiencies.
• Communicating organizational messages and monitoring feedback within the business units.
• Look at business unit productivity and take necessary actions to improve it.
• Drive the IKEA IConduct initiatives from an HR perspective.
• Ensure compliance to HR policies is maintained.
• Review and strengthen business internal controls and procedures.
• Ensure compliance of relevant DOAs and provide leadership on process and governance.

• Based on the Al-Futtaim Group metrics drive short and long term Human Capital initiatives supporting the Business Development.
• Take actions necessary to address any trends or issues highlighted by metrics.
• Provide Line Management with regular and accurate reporting of HR KPIs.
• Ensure annual manpower budgeting exercise is conducted accurately and efficiently.
• Create, obtain approval for, and manage Manpower Budgets.
• Optimize adherence to a manpower cost to an agreed level of budgeted sales.
• Ensure HR Team adherence to the business’ financial systems and processes.

• As part of annual HR Resources plan specify key Talent Acquisition needs and materialize through the Group’s Talent Acquisition (TA) COE.
• Collaborate with Group TA to ensure all recruits are hired in line with the Al-Futtaim IKEA Value Based Recruitment philosophy.
• Ensure all new Resources are on-boarded following the al-inclusive on-boarding principles.
• Translate the Nationalization plan for the Brand and develop it into an action plan for the business.
• Safeguard compliance with localization policy and targets.

• Assess that all annual salary adjustments, bonus awards, and promotion proposals are justified and comply with policy.
• Work with Group Total Rewards to safeguard up to date market pay comparison data is considered and reflected in Country specific HR Policies.
• Stakeholder for Inter-IKEA Project aiming to define and implement an IKEA approach to responsible wage practices

• Manage the overall talent review process for Al- Futtaim IKEA to ensure Internal Successors are identified and IDPs are prepared according to their ability and the business needs.
• Develop retention strategies for key talent in business-critical positions.
• Ensure Individual Development Plans (IDPs) of Top Talent potential staff (Box 1,2 & 3 of the 9-box Talent Grid) are identified and delivered.
• Ensure all business-critical key positions have identified Internal Successors.

Bayt