Resumo da posição

The HR Director is responsible for leading and overseeing all Human Resources and HR Administration activities within Angola, ensuring alignment with business objectives, corporate policies, and local legal requirements.

The role provides strategic and operational leadership across talent acquisition, workforce planning, organizational development, compensation and benefits, performance management, learning and development, employee relations, HR administration, expatriate management, labor compliance, and HR governance.

Working closely with Country Management, Group HR, and business leaders, the HR Director supports organizational growth, workforce effectiveness, employee engagement, operational excellence, and the development of a high-performance culture while ensuring full compliance with local labor legislation and company standards.

Principais responsabilidades

1. HR Strategy & Organizational Development

• Develop and implement the country HR strategy in alignment with business objectives and Group HR priorities.
• Partner with Country Management to support organizational growth, workforce planning, succession planning, and talent management initiatives.
• Provide strategic HR guidance to business leaders on organizational design, workforce optimization, and people-related matters.
• Lead organizational development initiatives to strengthen leadership capabilities, employee engagement, and overall organizational effectiveness.
• Support change management initiatives associated with business transformation, restructuring, and growth projects.
• Promote a culture of accountability, performance, collaboration, and continuous improvement.

2. Talent Acquisition & Workforce Planning

• Oversee all recruitment and talent acquisition activities to ensure the timely attraction, assessment, and selection of qualified candidates.
• Develop workforce planning strategies to meet current and future business requirements.
• Ensure effective onboarding and integration processes for new employees.
• Monitor recruitment performance, hiring metrics, and workforce trends to support business planning.
• Collaborate with hiring managers and business leaders to identify critical talent needs and succession pipelines.
• Support localization and nationalization strategies where applicable.

3. Performance Management, Learning & Development

• Lead the implementation and continuous improvement of performance management processes and frameworks.
• Support managers in setting performance objectives, conducting evaluations, and managing employee development plans.
• Develop and oversee learning and development programs to enhance employee capabilities and leadership skills.
• Identify training needs and ensure alignment with organizational objectives.
• Promote a culture of continuous learning and professional development.
• Monitor talent development and succession planning initiatives to ensure business continuity.

4. HR Administration & Compliance

• Oversee all HR administration activities, ensuring the accuracy, integrity, and confidentiality of employee records and personnel documentation.
• Ensure the effective management of employment contracts, employee lifecycle processes, onboarding, transfers, promotions, and terminations.
• Supervise payroll administration processes in coordination with Finance and external service providers, ensuring accuracy and compliance with applicable regulations.
• Oversee expatriate administration, including visas, work permits, residence permits, mobilization, demobilization, and compliance with immigration requirements.
• Ensure compliance with local labor legislation, social security obligations, tax-related employment requirements, and statutory reporting obligations.
• Manage relationships with government authorities, labor offices, immigration authorities, social security institutions, and other regulatory bodies.
• Oversee employee services and administrative support activities, ensuring efficient delivery of HR services across all business units and project locations.
• Ensure proper maintenance of HR systems, employee files, and employee data, guaranteeing data quality and compliance with internal policies and legal requirements.
• Develop and implement HR administrative procedures, controls, and governance frameworks to enhance operational efficiency and compliance.
• Monitor HR audits, compliance reviews, and internal control processes, ensuring timely resolution of identified issues.
• Support Country Management in matters related to workforce administration, labor compliance, and employee documentation requirements.

5. Compensation, Benefits & HR Operations

• Oversee compensation and benefits programs to ensure competitiveness, internal equity, and alignment with Group policies.
• Support salary benchmarking exercises and compensation reviews.
• Ensure efficient HR operations through the effective use of HR systems and technology.
• Monitor HR metrics and provide regular reporting to Country Management and Group HR.
• Drive continuous improvement initiatives within HR processes, systems, and service delivery.
• Support workforce cost planning and budgeting processes in coordination with Finance.

6. Employee Relations & Labor Management

• Lead employee relations activities, ensuring a positive working environment and effective resolution of workplace issues.
• Provide guidance on disciplinary processes, grievance handling, investigations, and conflict resolution.
• Manage relationships with employee representatives, labor authorities, and external stakeholders when required.
• Ensure implementation of HR policies, procedures, and governance frameworks across the country.
• Support management in handling complex employee matters and labor disputes.
• Mitigate people-related risks through proactive employee engagement and compliance practices.

7. Culture, Engagement & Diversity

• Promote company values, culture, and employee engagement initiatives.
• Develop programs that foster employee wellbeing, inclusion, diversity, and organizational commitment.
• Monitor employee satisfaction and engagement levels, implementing improvement actions where necessary.
• Support initiatives that strengthen employer branding and employee experience.
• Lead internal communication initiatives that reinforce organizational culture and employee alignment.