Senior Manager HR Operations

DHL; Manama; In loco; Riservato; Tempo pieno

Descrizione del lavoro

DHL Express Bahrain is seeking a Senior Manager – HR Operations to lead payroll, employee relations, union relations, compensation & benefits, and HR governance. You will oversee payroll accuracy, timely processing, and governance, while guiding ER matters, engagement, and workforce planning.

The role interfaces with finance, HR, and management to sustain service quality and compliance. Join a global network focused on service, quality and sustainability, and help drive HR initiatives across

Mansioni

• Lead the end-to-end payroll operation for Bahrain, ensuring accurate and timely payroll processing.
• Manage the Payroll team with clear responsibilities, controls and high service standards.
• Maintain payroll controls, validation, reconciliation and governance standards.
• Review payroll discrepancies and drive corrective actions.
• Support audits and address payroll-related findings.
• Participate in compensation and benefits policy development and deployment.
• Provide guidance on employee relations matters and maintain constructive employee relations.
• Serve as HR interface with management, employees and union representatives.

Descrizione del lavoro

Job description

YOU TACKLE FOR QUALITY AND GREAT SERVICE. THIS WILL IMPROVE THE LIFE OF OUR CUSTOMERS.

Would you like to become part of the world's most international company in the world?

A company that pioneered cross-border express delivery in 1969 and is now active in more than 220 countries and territories worldwide. Do you want to be part of a company that connects people worldwide? And the more people we connect, the better life will be on our planet.

Join our team and discover how an international network that's focused on service, quality and sustainability, is able to connect people and improve lives through the power of global trade. And not just for our customers, but for every member of our team too. To learn more about our culture, motivated people and our purpose, please visit www.dpdhl.jobs/express

Do you want to make a difference? Then come to our "Insanely Customer Centric" Team and become a Certified International Specialist!

Overall Role Purpose

The Senior Manager – HR Operations is responsible for leading and overseeing key HR operational activities across Bahrain, with primary accountability for Payroll, Employee Relations, Union Relations, Compensation & Benefits, Employee Engagement, HR Service Quality and HR Governance.

The role leads the payroll team and ensures the accurate, timely and compliant delivery of payroll and related employee services, supported by effective controls, governance and reporting. The position is also responsible for managing day-to-day Employee Relations matters, including disciplinary and grievance cases, performance management, workplace concerns, investigations, employee welfare matters and other employee-related issues requiring HR intervention.

The role serves as a key interface between HR, management, employees and employee representatives, including the Trade Union, and is responsible for developing and maintaining constructive employee relations while ensuring the fair and consistent application of company policies, procedures, applicable employment requirements and organizational values.

In addition, the position supports compensation and benefits activities, employee engagement initiatives, Employee Opinion Surveys, HR quality surveys, workforce planning, organizational structure reviews, retention initiatives and HR reporting to ensure HR Operations effectively supports the organization’s people and business objectives.

Your Tasks:

Payroll Management and Governance:

• Lead and oversee the end-to-end payroll operation for Bahrain, ensuring accurate and timely payroll processing.
• Manage, coach and develop the Payroll team, ensuring clear responsibilities, appropriate controls and consistently high service standards.
• Ensure all salary changes, allowances, deductions, overtime, benefits and other payroll transactions are appropriately authorized, documented and accurately processed.
• Maintain robust payroll controls, validation processes, reconciliation and governance standards.
• Review payroll exceptions and discrepancies and ensure corrective action is completed in a timely manner.
• Work closely with Finance, HR and other relevant stakeholders on payroll reconciliation, reporting and employee cost matters.
• Ensure payroll records and employee information are properly maintained and treated
• with appropriate confidentiality.
• Ensure appropriate segregation of duties and approval controls throughout the payroll process.
• Drive continuous improvement and process efficiency within payroll operations.
• Support internal and external audits and ensure identified payroll-related findings are appropriately addressed.

Compensation and Benefits:

• Support the development, implementation and administration of compensation and benefits policies and procedures that are equitable, market-aligned and supportive of business objectives and employee retention.
• Participate, where appropriate, in salary and benefits surveys and review relevant market salary information to support competitive compensation positioning.
• Support annual compensation processes and year-end review activities.
• Work with management to ensure appropriate incentive arrangements are in place and periodically review their effectiveness.
• Recommend improvements to compensation, benefits or incentive arrangements where appropriate.
• Ensure compensation and benefit practices are consistently administered and aligned with approved company frameworks and governance requirements.
• Provide management with relevant compensation analysis and information to support decision-making.

Employee Relations:

• Provide professional advice, support and guidance to managers and employees to maintain constructive and positive employee relations.
• Identify and implement Employee Relations approaches appropriate to the Bahrain operational working environment.
• Manage day-to-day ER matters including disciplinary cases, grievances, performance management, attendance, capability, welfare matters and workplace concerns.
• Manage Employee Relations cases effectively, ensuring timely actions, appropriate documentation and consistent application of policies and procedures.
• Conduct or support workplace investigations where required and ensure matters are assessed objectively and factually.
• Coach and guide managers on disciplinary, grievance, capability, performance and other employee-related matters.
• Resolve local employee issues independently where appropriate and elevate significant or high-risk matters when required.
• Promote a fair and consistent application of organizational policies and procedures while minimizing Employee Relations risk.
• Monitor the ER climate, identify emerging trends and undertake analysis to enable the business to take a more proactive approach to Employee Relations.
• Monitor developments in employment practices and advise management on appropriate action where required.
• Contribute to the development and implementation of Employee Relations strategy aligned with business requirements.
• Lead the Employee Relations aspects of proposed organizational or structural changes and associated employee communications.
• Work collaboratively with management and department heads to develop and implement initiatives supporting business strategy and employee effectiveness.

Union Relations:

• Act as a key HR point of contact for relations with the recognized Trade Union and employee representatives.
• Establish and maintain professional, constructive and transparent relationships with union representatives.
• Manage and coordinate the HR response to employee matters and concerns raised through the union.
• Participate in meetings with union representatives and provide management with appropriate HR guidance and support.
• Ensure union-related concerns are appropriately reviewed, documented and responded to in a timely and professional manner.
• Support consultation and dialogue on workplace matters affecting employees and the organization.
• Maintain accurate documentation relating to union discussions, correspondence, commitments and follow-up actions.
• Monitor the overall union relations climate and identify potential issues requiring proactive management attention.
• Facilitate constructive dialogue between employees, employee representatives and management and support the appropriate resolution of workplace disputes.

Voice of Employee and Employee Engagement:

• Regularly capture and assess the Voice of Employees through employee meetings, focus groups, engagement sessions and survey activities.
• Identify perceived areas requiring improvement and develop appropriate solutions and follow-up actions to strengthen employee relations and engagement.
• Provide thorough