Head of Human Resources Department
Vision Fund AzerCredit LLC (AzerCredit) helps develop the economy of Azerbaijan by providing credit to small entrepreneurs so that they can grow their businesses and improve their economic situation. AzerCredit is one of the largest micro-credit organizations in Azerbaijan. As an employer, the company is investing in its human resources through contemporary trainings and providing excellent working atmosphere and building staff capacity in order to plant the seeds of more successful future. AzerCredit is currently seeking a Head of Human Resources Department for its Head office.
Office: Head Office,
Position: Head of Human Resources Department,
Reports to: CEO Deputy,
Effective Date: 10/12/13
Purpose of the position:
The Head of Human Resources Department guides and manages the overall provision of Human Resources services, policies, and programs for the entire organization.
Vision Fund AzerCredit works in a competitive environment and seeks dynamic candidates who enjoy taking initiative and improving performance. Candidates are required to fill up AzerCredit’s Application Form that clearly explain their interest toward the position and submit it until December 05, 2013. AzerCredit’s electronic Application Forms can be submitted via e-mail outlined below.
The Application Form can be downloaded from http://azercredit.az/en/career/how_to_apply web-page or picked up from head office.
Please indicate the name of the position you are applying for in the subject line of the email (Head of Human Resources Department). Otherwise the candidacy will not be considered in the review process of the applications collected.
Please be advised that only shortlisted candidates will be invited to the further stages of the recruitment procedure (test & interview).
- Prepares monthly management report pertaining HR issues;
- Provides general support services to branches on Human Resources issues;
- Updates the employee handbook on a per need basis, and ensures that all revision and addition to the policies are written in the employee handbook; Informs all concerned staff the changes entered into the employee handbook;
- Ensures that good insurance covers for staff are in place that will be of benefit to the organization;
- Contributes in senior management strategic planning, with particular responsibility for HR policies and procedures;
- Develops letters of appointment, transfer, promotion and sends to the concerned staff after approval from Management Board;
- Conducts “due diligence” or the “fit and proper” test to assess the job applicant’s background and character;
- Ensures that the company maintains a standardized and systematic hiring and recruitment process; develops or updates hiring policies and procedures most appropriate
to individual positions;
- Coordinates all recruitment for the company: reviews staff requisitions, supervises the hiring and contractual process, and arranges for the new employee’s orientation with the immediate supervisor;
- Reviews the benefits scheme (compensation, incentives, and other benefits) on an annual basis; ensures that it is properly administered in accordance with the employee handbook, and if necessary, recommends to the Management Board the renewal of the scheme;
- Deliver HR initiatives such as compensation planning, succession planning, performance and talent reviews;
- Conducts consultations with department heads to determine performance indicators and benchmarks per position;
- Periodically carries out salaries and benefits surveys for the review process in order to develop and maintain a competitive compensation package and incentive schemes for staff;
- Ensures that all the department and branch heads conduct performance appraisals of staff reporting to them on a quarterly and yearly basis;
- Reviews and upgrades the performance appraisal instrument, at least yearly to determine effectiveness and applicability;
- Investigates all disciplinary and grievance cases with the respective staff, provides guidance, and corrective action through counseling, training, or instituting disciplinary procedures;
- In consultation with the senior management, develops performance indicators and standards in promoting staff to higher posts;
- Ensures that the HR department conducts periodic staff training needs analysis and recommends training needs to the Training Officer;
- Coordinates and develops the staff development strategy to make sure that the staff continues to achieve professional growth within the company;
- Ensures that every management’s decision to demote or terminate a staff is in accordance with existing laws and regulations;
- Prepares the Staff retirement and Staff Welfare programs;
- Bachelor’s and Master’s Degree in Human Resources Management, Business (Master of Business Administration), or social sciences and psychology;
- At least 7 years of progressive HR experience across all functions of HR;
- Demonstrates expert knowledge of all HR functions and understands the strategic impact across the business;
- Effective communicator at all levels in the organization, encouraging open discussions, sharing of ideas and making recommendations;
- Determined personality with initiative, perseverance and the ability to motivate and manage a team;
- Capability and willingness to take responsibility and highly developed sense of rectitude;
- Ready to comply and live up to and in accordance with the organization Ideals and Core Values;
- Be proficient in MicroSoft office applications;
- Be a good trainer, facilitator, mentor, and coach;
- Very good communication and marketing skills;