آية الطوالبة

Build the Human Capital Department through planning and executing the following projects / initiatives:

Organization Structure, Job Descriptions, Grading System & Salary Structure, Compensation & Benefits System, Employment Contracts, Employees Files & Records, Internal Bylaw, Recruitment & Selection System, Training & Development System, Performance Management System, Career Path Planning & Promotion System, Succession Planning, Employee Hand Book, HC Analysis and Audit, Social Committee.

Build the Human Capital Department through planning and executing the following projects / initiatives:

Organization Structure, Job Descriptions, Grading System & Salary Structure, Compensation & Benefits System, Employment Contracts, Employees Files & Records, Internal Bylaw, Recruitment & Selection System, Training & Development System, Performance Management System, Career Path Planning & Promotion System, Succession Planning, Employee Hand Book, HC Analysis and Audit, Social Committee.

- Prepare and submit quarterly HR KPIs executive summary including measurements of employee satisfaction, training effectiveness, recruitment effectiveness, orientation satisfaction, career advancement and development, HR & personnel services efficiency (payroll, attendance, letters), etc.
- Develop and provide broad periodic HR Statistics summary including analysis of manpower, training, hires and exits, status change, employee’s wellbeing, etc.
- Develop and conduct satisfaction survey covering the main back office functions (HR & Personnel, IT Support and Administration). Analyze the result, and develop a detailed action plan for each area in coordination with back office leaders. Follow up on the established action plans to ensure that they are fully implemented.
- Revise the existing performance management system and develop a proposal to enhance the overall process and the final results (competency framework, standard set of objectives, performance appraisal scoring, post evaluation actions, promotion and intensives, etc.).
- Implement and administer performance management framework (performance appraisal cycle, awareness sessions, guidance, audit, final results calculations, objections, post evaluation actions).
- Revise the existing occupations and develop unified career path tracks which are linked to comprehensive job profiles that identify each job’s specifications, skill set and performance standards.
- Develop promotion policy in line with the developed career paths and job profiles.
- Participate in revising and updating multiple HR guides and presentations (new hires orientation, welcome kit material, code of ethics, etc.).
- Identify training needs in coordination with the technical leaders, and prepare training plans including (external training, internal training, Optimiza learning center, certifications, ).
- Activate Optimiza Learning Center, share business related topics, insights, tips, reading articles, tutorial videos and audio files with employees through SharePoint to offer them a free learning opportunity.
- Conduct HR awareness sessions covering different HR systems and policies.
- Participate in evaluating the worth of current technical occupations (direct pay, incentives, benefits, etc.) and assigning rate card to each occupation to be used in the projects costing sheet.
- Conduct the second stage of the monthly payroll audit.
- Develop and update the organizational structure to match the changing needs.
- Arrange and participate in HR visits to external sites.
- Supervise and support HR team members in performing different HR and Personnel activities.

- Develop inclusive attendance management system through integrating different automated attendance tools, launching detailed attendance management policy and providing accurate and timely attendance reports and dashboards.
- Perform, coordinate and monitor attendance management related activities (vacations planning, attendance analysis and uncovered absence, approval cycles, vacations balances, etc.).
- Develop vacations planning tool that specifies the available vacation balance for each month, considering weekends and official holidays.
- Revise and update training commitment policy, and develop a tool to calculate training commitment amount and duration.
- Perform, coordinate and monitor training and development related activities (external training, internal training, e-learning, partnership / professional exams and certifications, etc.).
- Activate the training module on MenaHR system, track different training activities and training undertakings, and generate / analyze different training reports (number of training hours, number of training activities, number of trained employees, training evaluations, etc.).
- Participate in Cisco gold partnership renewal audit through covering the HR part (new hires employment and training, current employees training, performance evaluation, retention, etc.).
- Perform, coordinate and monitor performance appraisal related activities (Management by Objectives (MBOs) and competency-based performance appraisal).

Perform, coordinate and monitor general HR activities at Alghanem-Jordan, along with the other branches / affiliates (UAE, KSA, Qatar).This includes mainly (Performance Management, Recruitment and Selection, Training and Development, Employee Relations, Personnel).

Perform, coordinate and monitor general HR activities at AIC/Jordan Regional Office, including:
- Performance Management.
- Recruitment and Selection.
- Training and Development.
- Compensation and Benefits.
- Employee Relations.
- Personnel.

Take part of Performance Management System Project for AIC (on a corporate level). This includes working mainly on the following areas:
- Organizational Structures.
- Functional Profiles.
- Job Analysis and Job Description Cards.
- Performance Standards.

Perform, coordinate and monitor general HR activities at AIC/Jordan Regional Office, including:
- Performance Management.
- Recruitment and Selection.
- Training and Development.
- Compensation and Benefits.
- Employee Relations.
- Personnel.

Performance Management

 Performance Appraisal:

- Set the annual performance appraisal agenda, and provide evaluators and employees with the performance appraisal schedule.
- Ensure that orientation and training are provided for evaluators and employees regarding how to carry out the performance appraisal process.
- Provide evaluators with necessary instructions and forms.
- Apply the systematic evaluation of the employees’ performance, by providing technical assistance to evaluators and employees and participating in performance appraisal sessions.
- Maintain employees’ files where official performance appraisals are kept.
- Compare employees’ performance with targets and plans and understand their abilities for further growth and development.
- Participate in identifying the training needs for employees according to performance appraisal results and recommendations made by evaluators.
- Apply incentives and promotions systems based on performance appraisal results.

 Management by Objectives:

- Provide assistance in identifying and defining the annual departmental objectives, and set measurable key performance indicators for the objectives.
- Perform periodic reviews and calculations on objectives’ achievements, and provide feedback if any corrective action is needed.

Recruitment & Selection

- Screen and collect CVs, select potential candidates and provide short list of approved candidates to be tested.
- Coordinate and conduct pre-employment tests for shortlisted candidates, and collect tests results.
- Provide short list of approved candidates to be interviewed by technical experts.
- Coordinate and conduct interviews.
- Provide interviewers with necessary instructions and forms.
- Participate in interviews; insuring consistency of process, proper documentation, collection of forms, and make recommendations regarding to employment.
- Provide departments with interviews results, helping to choose the best candidate.
- Proceed with recruiting process, negotiating job offers.
- Prepare required employment forms and documents.
- Participate in preparing and conducting orientations for new employees.

Personnel

- Monitor employees’ daily attendance, leaves and vacations.
- Follow up on employees’ health insurance.
- Insure that employees’ records are updated in their files and on the electronic system.
- Prepare official letters.
- Prepare monthly HR statistics.

Other Projects

- Job Description Cards.
- Competency Framework.
- Business Continuity Plan (Succession Planning, Interoperability, Equipment Breakdown Risk Analysis)
- Compensation and Benefits (Salary Scale Amendments).
- Organizational Structure.
- Career Path Planning.
- Balanced Scorecard.