Manpower Planning Manager (Organizational Development and Rewards)
Aspire Zone Foundation
Total years of experience :18 years, 0 Months
Manpower Planning / Merging, Restructuring and Change Management
•Formulate plans for meeting the AZF's manpower requirement
•Establish and developing manpower planning policies & procedures.
•Manage manpower planning process and implementation of the manpower plans.
•Carry out organisation studies and reviews and work measurements to determining workloads and advice on optimum staffing level requirements.
•Prepare projections of manpower requirements.
•Coordinate with function to identify recruitment needs in line with manpower plan.
•Lead the change to the human resources team and organization structure changes and optimization as a part of the merge between different functions, teams and business units.
•Work on the impact analysis
•Conduct a work around analysis
•Review and develop functional Human Resources Authority Matrix with the team to ensure that the changes and flow of approvals are in line with change and the company’s policies and procedures.
•Review and develop a new organizational structure and job descriptions to support the goals and objectives of the change.
•Lead and work alongside the different teams to embed changes within the functions. Identifying what changes in processes, procedures and practices are needed to achieve change and deliver the planned benefits.
•Work with the different departments to ensure effective delivery of change and building relationships that support the delivery.
Compensation and Benefits
•Develop and update the Compensation & Benefits strategy
•Design, develop, and implement the compensation and benefits plans
•Coordinate with the Company departments and business units for the competencies to ensure positions are mapped to the correct competencies.
•Ensure the implementation of a grading structure based on organization structure and JD .
•Oversee and develop job descriptions across
•Oversee and manage the development and enhancement of the PMS system and process across Company to include competencies, objectives, 360 feedback.
•Participate in an annual benefit planning session to review the renewal of external material (such as benchmark reports) from vendors.
Strategy Development
•Develop and implement the Human Resources strategies, systems, frameworks and programs to support the growth in business and to ensure the development and retention of the human capital.
•Review, contribute and update the Human Resources policies, procedures and guidelines.
•Lead, manage and assist with key Human Resources projects, initiatives, policies and strategic and operational aims and plans.
•Provide comprehensive solutions to effectively plan and implement HR strategic initiatives.
•Provide support to the Human Resources (HR) sections i.e. learning and development (L&D), employee relations (ER), recruitment, HR services, and the national development budget in addition to the compensation and benefits and the Human Resources HR projects.
•Lead and manage the tender process for the HR projects.
•Manage project execution to ensure adherence to budget, schedule, and scope.
HR Services
•Lead and direct the human resources activities.
•Ensure effective and efficient management of salaries and benefits such as health insurance, pension plans, vacation, and sick leave.
•Oversee the HR administration and operation processes
•Manage contract administration for new hires and ensure proper employee on-boarding (i.e. organizing starter paperwork, logistics, informing relevant parties etc).
•Advice management in appropriate resolution of employee relations issues in relations to HR Services.
•Oversee the payroll transactions of the ABC Company.
•Generate relevant reports, as and when required.
•Contribute to the identification of opportunities for continuous improvement of personnel services systems, processes, and practices taking into account ‘international best practice’, improvement of business processes, cost reduction, and productivity improvement.
•Lead and project managed a number of human resources transformational projects.
•Conducted an organizational structure gap analysis exercise. Designed an organizational structure for a business process improvement and policies departments for one of the major organizations in Qatar.
•Developed job descriptions for various companies in the state of Qatar.
•Conducted compensation market analysis and carried out job pricing, through defining type of benchmarking industry, compensation components and market positioning. Developed and directed compensation and benefits policies and programs for various industries in order to attract, motivate and retain competent workforce.
•Completed and recommended job grading and compensation structures for various industries in the market.
•Led the development of a detailed Human Resources and Administration policies and procedures manuals for a leading healthcare organization in Qatar. Developed procedures for a leading development and contracting company in Qatar.
•Developed detailed Human Resources process maps for several organizations in Qatar, illustrating inter-relationship between different departments and processes.
•Analyzed the need for behavioral competencies/KPIs for a leading healthcare organization in Qatar.
•Conducted technical and behavioral employee assessment exercise, evaluating employee's work quality, work attitude, productivity, work performance, work behavior and interactions with co-workers.
•Assisted in setting up the Human Resources Department as a secondee for one of Qatar’s leading property management organization.
•Conducted an analysis of Qatarization and nationality percentage of a leading organization in Qatar and prepared a Qatarization recruitment target for 5 years.
•Developed as a part of a team a scholarship program policy, providing a set of policy guidelines which cover the scope and activities related to the program.
• Developed corporate organizational structures and departmental level organizational design.
• Conducted job analyses to determine duties and responsibilities of various positions.
• Developed classification, specifications and job descriptions for various industries.
• Planned and conducted salary and benefit surveys, analyzed and presented survey data and related recommendations.
• Conducted compensation market analyses and carried out job pricing through benchmarking and market positioning.
• Developed compensation and benefits policies to attract, motivate and retain competent workforce.
• Conducted job evaluation exercises, job grading and compensation structures for various industries.
• Developed a number of Human Resources policies and procedures manuals.
• Developed detailed Human Resources process maps.
• Developed technical and behavioral competency frameworks.
• Developed performance appraisal frameworks and succession planning processes.
• Developed and priced highly structured proposals that are clients focused.
•Entrusted by faculty with the responsibility of proctoring exams.
•Showed my attention to detail in grading different types of management, human resources, organization, and operations classes.
•Successfully graded different types of students' work including essays, and exams.
•Provided accurate and detailed work in a timely matter.
•Cumulative GPA 3.26 •Management & Operations Requirement GPA 3.56 HONORS & AWARDS •The National Dean's List for 2004-2005 for, “high standards of academic excellence, community leadership and positive performance.” •The National Dean's List for 2005-2006 for, “high standards of academic excellence, community leadership and positive performance.” •The Chancellor's List for 2005-2006 for, “high standards of academic excellence, community leadership and positive performance.” •Invited by the Washington State University Vancouver’s chancellor to apply and become a student Ambassador.