GM Human Capital
Majid Al Futtaim, Retail, Carrefour- Jordan
Total years of experience :30 years, 8 months
It is a small chain of traditional bakery business in Jordan, as a GM, I am responsible for running the business from A to Z including daily operations and HR, My main role is to develop this small traditional bakery business to a concept bakery business in the near future..
TADAWI is a healthcare company which was developed by series of acquisitions and became one of the largest healthcare companies in KSA. The Company is mainly divided to three main business areas as follows: 1-The Retail division: Consist of big number of Pharmacies (400+) in KSA. 2-The wholesale division: This division is mainly a subagent, selling health care products to more than 1800 clients in KSA. 3-PharmaTech; The "Scientific Office" in the company, offering registration and Regulatory Services of manufacturing sites and products, marketing services for whole product life cycle. Achievements (In HR Area): -Reducing number of staff by 24% by working with Man-hours and clearing the Fat. -Manage Human Resources in accordance with local legislation -Secure updated organization charts. -Develop HR policies and procedures. -Restructure all departments. -Create Employee handbook. -Manage Recruiting and basic trainings. -Standardizing job contracts and employments terms. -Work on creating better work environment. -Reduce personnel cost by more than 21%. -Increase Saudization from 7% to 17.2% and maintain all companies in "Green Zone". -Manage Administration department and reduce the Admin cost by 26%. -Implement HR automated system (Oracle).
IKEA (WWW.IKEA.COM.SA) is one of the biggest retail international furnishing companies in the world, operating in Saudi Arabia through 3 concept stores with a total sales space of 76500 m2 with 720 full time staff, 270 subcontracted staff and 40 part timers. First Position: Human Resources Manager and taking the role of assistant store manager - Jeddah store- (2001 - 2004) Last Position: Country Human Resources Manager (2004 TILL July 2009) Duties & Responsibility (In HR Area): -Work with a matrix relationship to the HR managers in all stores to secure the HR competence -Reinforce the company culture in the country. -Preparing and developing HR policies, plans and strategies. -Preparing, implementing and follow up Saudization programs. -Ensure that the total salary costs measured both in total currency value and in % of sales are in line with the targets set for country. -Ensure that the salary levels of each position are competitive related to the local market enabling the organization to recruit the right co workers and managers -Guide and give support to the managers in : * selection and recruitment * compilation of job profiles (and updating these) * compilation of job descriptions (and updating these) -Secure that the process for performance evaluation of all staff in the country is run in a structured way each year. -Keep the HR managers in all stores up to date with internal and external training and development programs -Guide and support the stores’ management with recruiting based on the business plan -Secure the country’s plan to establish new stores and the co-worker turnover and create plan for recruitment needs. -Manage Human Resources in accordance with local legislation -Support the stores managers with succession and career planning -Follow up on Key Performance Indicators for the Human Resource -Preparing and follow-up organization charts. -Salaries and benefits administration, planning and development. Achievements: -Controlling number of staff. -Secure updated organization charts, job descriptions, training plans... -Re visit all job descriptions. -Implement new performance appraisal. -Increasing staff efficiency by more than 200%. -Recruiting all employees for 3 new concept stores (almost tripling the number of staff). -Increasing Saudization percentage from 17% up to 58%. -Reducing staff turnover from 53.7% to 24.4%. -Establishing a structure training programs to all levels including the yearly training calendar. -Reviewing all HR policies, implement new policies and ongoing documentation and update. -Restructuring departments and overall units to be in line with future plans.
C.1 (June 2000 to Feb. 2001) Bank of Jordan- Amman - Jordan
Head of organization division:
Duties & Responsibility:
-Preparing and follow-up of organization charts.
-Determining the number of employees required for each department and for each branch in the bank based on work load during the year.
-Identifying organizational needs and problems of the departments and branches.
-Preparing and follow-up of Job Descriptions.
-Studying and developing the performance standards.
-Manpower planning.
-Preparing the studies of simplifying procedures.
-Studying and update the head quarter and branches authorizations to be in line with procedures.
-Participating in branches re-organizing studies.
-Reorganize bank archive.
C2. (Oct. 1996 to 2000) Bank of Jordan Amman - Jordan
- Department of Organization and HR Planning
First Position: Organization and Job Description Analyst.
Last Position: Head of Organization and HR Planning -Acting
Assistant Manager.
Duties and Responsibility:
-Preparing and follow-up of organization charts.
-Identifying organizational needs and problems of the departments and branches.
-Preparing and follow-up Job.
-Studying and developing the performance standards.
-Manpower planning.
-Analyzing and updating the evaluation forms, arranging and classifying results and suggesting recommendations there to.
-Assessment of training requirements for employees and assisting in proposal training plan.
-Specifying career paths and following up training programs intended for the employees.
-Directing of training process to be in line with career developing programs.
-Assessment of planning human Resources.
C3. (July 1992 to 1996) Bank of Jordan Amman - Jordan
- Department of Organization and Banking operation
First Position: Organization and Banking Operation Clerk
Last Position: Organization Section supervisor.
Duties & Responsibility:
-Preparing and follow-up organization charts.
-Determining number of employees required.
-Preparing Job Description and follow-up.
-Studying and developing the performance standards.
-Participating in the studies of simplifying procedures.