HR & Admin Director
Alqudra Sport Management- Alqudra Holdings
Total years of experience :27 years, 6 Months
Reporting to MD, Leading a team of 16, responsible for the HR, Admin, and PR in 6 subsidiaries.
Direct overall activities of HR, Admin, IT, and Public Relations departments in 6 companies
Lead HR team to deliver operational implementation of policies
Oversee preparation and renewal proposals of staffing bids for the Army in excess of 350 AED million.
Oversee staff health insurance plans, workmen's compensation, and TPLs
Oversee overall recruitment process nationally and internationally and develop strategic manpower plans, recruitment and resourcing strategies
Oversee review and approval of all manpower clients and employee contacts
Prepare annual HR, admin, IT, and public relations departments’ annual budgets
Direct operation of all outsourced field trainers (650 trainers)
Oversee and actively participate in annual and interim staff performance evaluation
Oversee all training and capacity-building programs
Manage all legal and labor cases in liaison with corporate legal department and courts.
Directed business-process mapping to study and enhance organizational effectiveness and conducted job evaluation and analysis, which yielded a new set job descriptions, new pay scale, and a new matrix of compensation and benefits
Wrote the HR Manual of Policies and Procedures and authority matrix
Helped develop the Alqudra corporate HR manual and its technical and competencies matrix
Managed to reduce health insurance lost ratio to from 123% to 80%, providing company with savings of over 1.5, million AED per year in health insurance premium by improving service/coverage, tailoring staff plans, and introducing anti-abuse curbing measure and maintaining service coverage to staff all over UAE
Strengthened company’s legal position by labor law fine-tuning service and employee contract, thus helped win cases with value of over 10 million AED
Re-structured organization in line with emerging business requirements and re-allocated tasks saving of over 3 million AED per year in payroll cost by reducing staff by 30% in 2010 to maintain profitability
Developed waste-reduction plan for all subsidiaries as required by Tadweer, saving around 80, 000 AED per year.
Developed a complete in-house MOL/Immigration clearing system to speed up employment process
Developed employee induction kit and handbook
Developed customized staff appraisal system
Enhanced selection tactics by establishing candidates testing documentation and procedures
Established a vast manpower sourcing network that reduced recruitment cost per head, producing savings of over 250, 000 AED per year.
Streamlined HR business processes, cut down paper work, and reduced human error by implementing custom-made HRIS,
Set up an impeded function in the HRnet to alert for expiring licenses/gate passes/IDs.
An EU-funded program to enhance job opportunities for 5000 target job seekers by providing them needed training and skills to enter and compete in labor market with success rate of 65% by the 4th year
Developed the Program’s Manual of Procedures
• Conducted Yemeni labor market studies in coordination with UNDP, WP, OXFAM, and MOL
• Designed and implemented the career development program
• Conducted train-the-trainer sessions
• Conducted staff appraisals and program evaluations
• Built the program’s team from local talents
• Prepared training material and guide booklet
• Conducted employment-enhancement training for over 5000 job seekers
• Oversaw impact studies with local employers and program graduates
• Implemented approved HR policies, procedures and practices across the organization and ensured entire range of HR functions and deliveries were met
• Helped design and implement career paths and succession for national staff
• Implemented career-development plans for national staff
• Provided training via third-party Training and Development service providers
• Assisted and helped create organization charts and process flows
• Provided support in the implementation of the orientation program in line with company guidelines and procedures
• Established relationships with recruiters, agencies and vendors
• Posted open placements, sourced CVs, conducted interviews, hired staff, and provided offer letters
• Initiated employment contracts, facilitated application/cancellation insurance requirements for employees
• Managed immigration requirements, relocation and expatriate assignments
• Oversaw promotions / level progression and supervised disciplinary processes
• Processed travel allowances and pay advances and arranged land and air (twin otter and commercial) travel for employees and candidates
• Supervised day-to-day training activities
• Implemented induction programs for new national staff
• Participated in writing oil operation training modules
• Implemented succession planning for national staff
• Implemented career development plans for national staff
• Helped design and implement career paths and succession for national staff.
• Coordinated training activities with local departments.
• Helped developed training modules
Ranked 81st-best university in the world Fulbright Scholarship 1994-1996. Majors • Human Resource Management • Policy Development • Organization Management • Business Process Mapping and Re-engineering
Ranked 51st-best university in the world Majors • Machinery Design • Irrigation Systems Design • Engineering CAD • Expert Systems • Dean’s List fall 1988. • Math Honor Society.