HR - director in Capital Construction Group

CCG Development is a place for brave, energetic and ambitious people! Do you want to work in a cool team, earn well, develop professionally and be involved in interesting projects? Join us!

Our HRD should develop an HR strategy that will meet the business objectives and include sections:

• Development of the HR system in the company in order to provide seamless companies with the best specialists.
• Formation and development of the HRD team. 
• Development of corporate culture. 
• Supporting people in the company. 
• Employer brand development. 
• Development of people in the company. 
• Making changes in the company

1. Development of the HR system in the company

The work plan for the development of the HR system should include:

• Creation of a cost-effective model of production support by specialists in VUCA conditions, which includes human resource planning resources and performance management.
• Creating a hiring process that is based on a clear understanding of business needs, roles, functions, tasks and has unified clear stages with decision-making based on relevant analytics.
• Reducing talent risks by analyzing turnover trends, filling skills gaps, ensuring regulatory compliance and developing succession plans.
• Creating an effective on-boarding process for new employees.
• Making suggestions during team development and implementation of KPIs.
• Regular feedback (one-on-one meetings, assessment 360 degrees).
• Development of non-material motivation programs based on the needs of a specific person.
• Control of the company's business processes, ensuring their effectiveness, compliance with the organization's strategic goals. Making proposals for their optimization.
• Development of policies and procedures for personnel management in compliance with the requirements of current legislation and conditions of sustainable development.
• Implementation of a system for collecting and analyzing personnel data using HR-metrics ( turnover rate, engagement, productivity) and creating reports to assess the effectiveness of the HR strategy. • Forecasting of personnel needs based on analytics.
• Constant analysis of the market to set competitive salaries.
• Implementation of additional benefits (health insurance, gyms, training).
• Providing advice to managers on personnel management issues.
• Supporting managers' initiatives through HR processes.
• Forming a personnel reserve for key position.

2. Formation and development of the HRD team

• Form business processes, define roles, their tasks.
• Form the team's KPIs.
• Collect the team .

3. Development of corporate culture

The work plan for the development of corporate culture should include:

• Diagnostics of the existing corporate culture and employee involvement.
• Formation of key company values ​​and their communication in the team.
• Implementation ofteam activities to improve employee interaction and cohesion.
• Clear and transparent communication that helps employees understand their roles in the processes.
• Implementation of a culture of regular feedback that should ensure continuous improvement through audits and feedback sessions to understand the needs of employees.
• Implementation of a culture of responsibility for one's work, developing a mindset with an emphasis on growth and overcoming challenges. • Implementation of the employee recognition and reward system.
• Formation of a unified approach to leadership in the company.

4. Supporting people

• Wellbeing programs to support work-life balance.
• Psychological support for the team during stressful situations.
• Ensuring continuity of HR functions in emergency conditions.
• Representation of employee needs in the decision-making process at the management level.
• Formation of open communication channels for voice provision employees.
• Formation of confidential support procedures in resolving conflicts.

5. Development of the employer brand

• Development of a list of measures necessary to create attractiveness for employees of various levels and specializations.

• Formation of projects for the implementation of necessary changes. Management of change projects.

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• Development of communication tools of brand benefits for internal and external specialists.

• Development of a system of training and development of personnel in relation to functions adapted to business needs.
• Assessment of competencies, abilities, inclination to study and needs in training.
• Collaborate with employees to create individualized career plans that identify opportunities for advancement.
• Connect junior employees with experienced leaders for mentorship, knowledge sharing and leadership Implementation of mentoring programs, coaching and internal training.
• Openness to innovation. Continuous improvement and experimentation to ensure the development of the company.
• Leadership programs for the development of management skills necessary for the implementation of the company's strategy.
• Search for new opportunities to expand the knowledge of employees through new training strategies, work techniques process and mentoring.

7. Implementation of change

• Identify priorities and develop a short-term and long-term change implementation plan to implement the HR strategy.
• Communication with employees during changes to reduce stress.
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• Organization of change management training for managers.
• Monitoring and evaluation of the impact of changes on personnel.

Personal and professional qualities:

• Leadership and influence
• Communication skills. Negotiation skills.
• Problem-solving orientation
• Ability to effectively adapt to changes
• Empathy
• Team player
• Knowledge of labor legislation
• Ownerknowledge of personnel management tools and technologies
• Advanced skills in creating role descriptions and selecting candidates in accordance with tasks
• English language skills not lower than B2
• Advanced work skills with HR strategy

We offer:

• Constant training and new experience;
• Development and training in the construction field from the market leader in its niche;
• Many interesting projects;
• Progressive team, office near Klovsk;
• Corporate events, trainings and rest;
• Timely competitive salary, bonuses and bonuses;

We really want to find our person , which will complement our team! With which we will achieve our goals together, learn and develop, build incredible objects (which we want to tell everyone about). If you are also looking for such a company, write and drop your resume as soon as possible.

We in social networks:

https://www.instagram.com/ccgdevelopment/

https://www.tiktok.com/@ccgdevelopment

https://www.linkedin.com/company/ccgdevelopment-generalcontractor/

We are waiting for your resumes and desire to work with us :)

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