HR Head of Department (Noatum Ports - Jordan)

The ideal candidate will be a strong HR leader with extensive experience across all HR functions, a solid understanding of the ports, terminals, or logistics industry, and the ability to lead an HR team while working closely with senior management and operational leaders. This role requires someone who can think strategically, execute effectively, handle complex HR matters, and take full ownership of the HR function. Key Responsibilities 1. HR Strategy & Business Partnership Develop, implement, and continuously improve HR strategies aligned with business objectives and operational requirements. Act as a strategic HR partner to senior management, providing guidance on workforce priorities, people-related risks, organizational performance, and business transformation. Translate business objectives into practical HR initiatives, measurable KPIs, and implementation plans. Support business growth, operational efficiency, and organizational sustainability through effective people strategies. Lead HR planning, budgeting, and resource allocation in line with business priorities. 2. HR Leadership & Team Management Lead, manage, coach, and develop the local HR team. Establish clear responsibilities, performance expectations, service standards, and accountability across the HR function. Build a strong HR team capable of supporting both operational and strategic business needs. Oversee HR service delivery, ensuring accuracy, consistency, responsiveness, and continuous improvement. Collaborate effectively with regional and corporate HR teams to ensure alignment with group standards. 3. Workforce Planning & Organizational Development Lead strategic manpower planning based on business growth, operational requirements, and workforce productivity. Develop and maintain organizational structures, reporting lines, job descriptions, and job grading frameworks. Support organizational restructuring, workforce optimization, and change management initiatives. Identify critical positions, workforce risks, and future capability requirements. Monitor headcount, manpower budgets, workforce utilization, and productivity indicators. 4. Talent Acquisition & Talent Management Oversee the end-to-end recruitment process, ensuring the business attracts and retains qualified talent. Develop workforce sourcing strategies for operational, technical, professional, and leadership positions. Lead talent reviews, succession planning, high-potential identification, and career development initiatives. Build internal talent pipelines and support employee mobility and career progression. Strengthen recruitment governance, selection quality, and hiring effectiveness. 5. Performance Management & Employee Development Lead the performance management cycle, including objective setting, performance reviews, calibration, and development planning. Partner with business leaders to identify skills gaps and organizational capability requirements. Develop learning and development strategies aligned with operational and leadership needs. Drive leadership development, employee engagement, and retention initiatives. Support performance improvement plans and effective management of underperformance. 6. Compensation, Benefits & Total Rewards Manage compensation and benefits structures to ensure internal equity, external competitiveness, and financial sustainability. Oversee job evaluation, salary benchmarking, grading, allowances, and benefits administration. Support annual salary reviews, promotion recommendations, and compensation planning. Monitor personnel costs, overtime, payroll-related controls, and manpower expenditure. Ensure compensation practices comply with applicable legislation and company policies. 7. Employee Relations & Labour Law Compliance Serve as a key advisor on employee relations, workplace matters, grievances, and disciplinary procedures. Ensure compliance with Jordanian Labour Law, Social Security regulations, and other applicable employment requirements. Manage sensitive employee matters, investigations, disciplinary actions, and employee separations with fairness and appropriate documentation. Advise management on employment risks, contractual obligations, and employee rights. Support constructive employee relations and the consistent application of HR policies. Coordinate with relevant government authorities, legal advisors, and internal stakeholders when required. 8. HR Policies, Governance & Risk Management Develop, review, and implement HR policies, procedures, employee handbooks, and standard operating procedures. Ensure local HR practices are aligned with applicable legal requirements and corporate governance standards. Establish effective HR controls, approval processes, documentation standards, and audit readiness. Identify HR compliance gaps and implement appropriate corrective actions. Maintain accurate and confidential employee records and HR documentation. 9. HR Operations, Systems & Analytics Oversee the employee lifecycle, including onboarding, contracts, employee records, payroll coordination, leave management, and offboarding. Drive HR process improvements, automation, and digital transformation initiatives. Ensure effective utilization of HRIS and HR reporting tools. Develop meaningful HR dashboards covering headcount, turnover, absenteeism, recruitment, workforce costs, performance, and other relevant metrics. Use data and HR analytics to support management decisions and improve organizational effectiveness. 10. Ports, Terminals & Logistics HR Operations Understand the workforce structure, operational demands, and business environment of ports, terminals, and logistics operations. Partner with operations management to address workforce requirements across operational, technical, administrative, and management functions. Support workforce planning for shift-based operations, manpower deployment, overtime requirements, and business continuity. Understand employee relations, operational productivity, workforce safety, and the people challenges associated with operational environments. Work closely with Operations and HSSE teams to support workforce readiness, employee wellbeing, safety awareness, and compliance with relevant operational requirements. Mandatory Requirements Professional Experience Minimum 15 years of progressive experience in Human Resources. Proven experience managing a comprehensive HR function, including strategic and operational responsibilities. Demonstrated experience in leading, coaching, and managing HR teams. Previous experience working closely with senior leadership and operational management. Strong track record of designing and executing HR strategies, policies, and organizational improvement initiatives. Hands-on knowledge of all major HR functions, rather than experience limited to a single HR specialization. Industry Experience – Mandatory Proven professional experience in Ports & Terminals, Port Operations, or Logistics. Strong understanding of operational workforce structures, shift-based environments, and industry-specific HR challenges. Ability to work effectively with technical, operational, and corporate stakeholders. Education & Professional Certifications Bachelor's degree in Human Resources, Business Administration, Management, or a related discipline is required. MBA in Human Resources, Business Administration, or Strategic Management is highly preferred. Professional HR certifications such as the following are highly desirable: SHRM-SCP – Senior Certified Professional SPHR / SPHRi – Senior Professional in Human Resources CIPD Level 7 – Advanced Diploma in Strategic People Management GPHR – Global Professional in Human Resources Other equivalent internationally recognized senior-level HR qualifications Employment Law & Compliance Knowledge Strong working knowledge of Jordanian Labour Law and employment regulations. Understanding of Jordanian Social Security requirements and employment-related statutory obligations. Experience m