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 escalate 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 analysis of employee feedback and present key findings and relevant highlights to senior management.
• Support managers in developing and implementing action plans in response to employee feedback.
• Manage employee recognition and suggestion schemes aimed at improving employee engagement and organizational performance.
• Coach and support managers in facilitating Active Leadership Workshops, performance dialogues, improvement workshops, team-building sessions and other engagement activities.
• Support initiatives designed to strengthen organizational culture, communication, retention and the overall employee experience.
• Conduct exit interviews for employees leaving the organization, including resignations and retirements, and identify relevant trends and improvement opportunities.

Employee Opinion Survey:

• Plan, communicate, manage and support the full annual Employee Opinion Survey process for Bahrain entities.
• Coordinate survey communication and participation activities in cooperation with relevant HR and business stakeholders.
• Analyze survey results and provide meaningful summaries and key findings to management.
• Support management and HR stakeholders in developing appropriate follow-up and improvement plans.
• Monitor agreed actions to ensure identified improvement priorities are appropriately followed through.
• Facilitate employee focus groups and improvement workshops where required to better understand survey feedback and identify appropriate actions.

HR Quality Survey:

• Manage the planning, communication and execution of the HR Quality Survey and associated follow-up activities.
• Work closely with HR Business Partners and relevant HR stakeholders to identify and address HR service issues.
• Analyze survey feedback and identify opportunities to strengthen the quality and effectiveness of HR service delivery.
• Support the development and monitoring of improvement actions arising from survey results.
• Promote continuous improvement in the delivery of HR operational services.
• Reporting, Budgets and HR Analytics
• Prepare comprehensive HR reports covering relevant key performance measures, trends and operational indicators.
• Provide additional HR reporting and analysis as required by senior HR leadership.
• Monitor relevant HR and Employee Relations indicators and identify trends requiring management attention.
• Provide clear analysis and summary highlights for senior management and support subsequent action planning.
• Ensure HR data used for management reporting is accurate, appropriately validated and meaningful for decision-making.
• Support budget-related HR activities and provide relevant people-cost information where required.

Workforce Planning and Organizational Structure:

• Utilize effective workforce planning approaches to support business continuity, operational requirements and future growth.
• Work with management and department heads to understand workforce requirements and identify potential organizational or resource gaps.
• Maintain appropriate documentation of organizational structures.
• Support organizational structure reviews to ensure clear accountabilities and effective utilization of resources.
• Support organizational changes from an HR Operations and Employee Relations perspective.
• Ensure organizational changes affecting employees are supported by appropriate planning, communication, consultation and implementation.

HR Governance and Compliance:

• Ensure HR operational activities are managed consistently and in accordance with applicable legal requirements, organizational policies, procedures and company values.
• Promote consistent application of HR policies and procedures throughout the organization.
• Identify potential HR operational and Employee Relations risks and recommend appropriate mitigating actions.
• Maintain appropriate documentation and records for Employee Relations and other HR operational matters.
• Support HR audits, compliance reviews and other governance activities.
• Monitor HR processes and identify opportunities to strengthen governance, documentation and internal controls.
• Ensure sensitive employee and payroll information is handled with the highest level of confidentiality and discretion.
• Partner with relevant HR, Legal, Finance and business stakeholders on complex or sensitive matters.

Leadership and Stakeholder Management:

• Lead, coach and develop the payroll team, promoting professionalism, accountability, accuracy and continuous improvement.
• Establish clear expectations, priorities and performance standards for the team.
• Build strong working relationships with senior management, line managers, employees, HR colleagues, union representatives and other key stakeholders.
• Act as a trusted HR adviser to management on HR Operations and Employee Relations matters.
• Support managers in developing their capability to handle people-related matters effectively.
• Promote service-oriented HR culture while maintaining appropriate governance and organizational controls.
• Contribute to relevant diversity, inclusion, culture and employee engagement initiatives.
• Balance employee considerations and business requirements while ensuring decisions are objective, fair and appropriately documented.

Your Profile:

• Minimum 8–10 years’ progressive HR experience, with strong exposure to HR Operations, Payroll and Employee Relations.
• Bachelor’s degree in human resources, Business Administration, Management, Finance or a related discipline.
• Postgraduate or professional HR qualification such as CIPD, SHRM or equivalent is advantageous.
• Relevant training in Payroll, Employee Relations, employment law, mediation or workplace investigations is advantageous
• Proven experience managing payroll operations and teams, including payroll controls, governance and compliance.
• Strong practical experience in Employee Relations, including disciplinary and grievance matters, performance management, investigations and workplace concerns.
• Experience managing relationships with trade unions or employee representatives.
• Good knowledge of compensation and benefits, employee engagement, workforce planning, organizational change and HR governance.
• Sound understanding of Bahrain labour requirements and employment practices.
• Experience supporting senior management with ER advice, people analytics and HR decision-making.
• Experience within a large operational, logistics, aviation or transportation environment and the GCC/Middle East would be advantageous.
• Strong leadership, people management and stakeholder management skills.
• Strong negotiation, influencing and conflict-resolution capabilities.
• Excellent analytical, problem-solving and decision-making skills.
• High degree of integrity, confidentiality, fairness and professional judgment.
• Strong interpersonal skills with the confidence to engage senior management and union representatives.
• Pragmatic, resilient and solutions-oriented, with the ability to manage sensitive and complex employee matters objectively.
• Strong HR/payroll systems and Microsoft Office capability.
• Strong customer orientation, cultural awareness and commitment to continuous improvement.

Our Offer:

• Strong career support in an international environment.
• Great culture and colleagues.
• Multifarious benefit program.

Do you see a personal challenge in these versatile and responsible tasks? Then apply now!

We look forward to receiving your application!