Sr. Manager HR, ME & A
IMS Health
Total years of experience :19 years, 11 Months
• Manage all phases of HR for Middle East & Africa region while supporting multiple senior executives / management constituents including 3 GMs.
• Provide guidance and oversea management of HR activities such as recruitment, performance review, benefits, training and employee relations and resolve issues requiring senior management intervention.
• Develop and implement near term HR plans that are effective in addressing organization issues and are consistent with business goals.
• Communicate HR strategies, initiatives, and processes to client businesses.
• Review trends within the organization in turnover, hiring, promotions and separations and advise on strategy.
• Organize plans for HR initiatives with assistance and counsel from HR specialists and integrate those plans across business/functions to ensure synergy and coordination.
* Set up HR Department from scratch in covering the Middle East.
* Providing and managing a shared HR advisory, personnel administration and payroll service to operations across the country.
* Provide generalist HR advice and support to operations managers to fix people issues, either directly or through other members of the shared country HR team.
* Simplify, standardize and deliver HR work processes within the country, adapted to what exists, local laws, jurisprudence and culture covering:
Recruitment - internal & external
Reward & benefits
HRIS
Job Grading & competency families, Employment contracts, legal & compliance
Performance management
Internal communications
Training & development
Employee relations
* Adapt, consolidate and improve routine personnel administration and payroll to a service centre response to fit with the activities across the geography.
* Lead the local adaptation and deployment of Intertek policy ‘frameworks’ into the local operating people processes, train the managers and audit results.
* Monitor the employment climate & legal jurisprudence climate of the country to anticipate and advise on how to respond to changes which will impact on Intertek’s businesses.
* Contributed to the worldwide HR network continual development and improvement of policy frameworks, processes and tools.
·Assist with the evaluation and grading of new positions and writing of job descriptions.
·Advise on compensation and benefits to ensure consistency across departments within the grading structure.
·Ensure that he recruitment process is conducted efficiently, cost-effectively and in accordance with Al Kamda’s policies and procedures.
·Conduct SHL based psychometric questionnaire on existing and new senior to middle level staff.
·Monitor employee turnover trends and recommend changes to recruitment and reward strategies in order o adapt to changing market conditions.
·Work with the managers to complete training need analysis for career development and succession planning.
·Implement policies and procedures as per Head Office. And to continuously look at improving current processes.
·Provide support and advice to Managers with regards to daily HR operational issues
Leading a team of six HR and Recruitment Officers (local team and international team).
Manager (Group) - HR - Recruitment & Selection
·Work closely with management to ensure a balanced headcount within all areas of the business.
·Control all stages of the recruitment process, including overseas if required including Pakistan, Kuwait, India, Bahrain, Jordan, Philippines, Kuwait, etc.
·Liaise with the recruitment agencies & consultants - both local and overseas.
·Liaise with appropriate management staff and agree on job specifications and job descriptions.
·Manage recruitment campaigns as and when required including the submission of recruitment advertising copy.
·Assist the HR function as a whole in making the Bukhatir Group an employer of choice.
·Deploy when required appropriate skills tests, psychometric tests and other forms of assessment.
·Work closely with the Company’s HR Shared Services department to ensure timely processing of employee induction and orientation is completed satisfactorily.
Key Achievements
HR Service Level Agreements
Developed and monitored service level agreements with strategic business units outlining services provided by HR, level to which these services will be provided.
HR Policy Framework
Revised HR Policies as per UAE labour Laws with the objective to remove the duplication of tasks, achieve consistency where required and ensure greater degree of business support.
Recruitment Performance Matrix
Developed and implemented Recruitment Performance Matrix across the group companies for tracking down recruitment performance. This initiative helped in improving the recruitment performance in terms of time to fill in positions and improved quality of CVs.
Manpower Planning
Created and managed the necessary policies, procedures and forms that ensured the effective manpower planning of all strategic business units.
•Through individual professionalism and competent team management, taking prime responsibility for the provision of a comprehensive recruitment service to all the regional corporate departments in UAE, Qatar, Oman, Bahrain, Romania, Jordan, Lebanon, Kuwait, Saudi Arabia, Egypt & Poland.
•Taking a leading role in driving tactical recruitment initiatives that impact over 1 to 3 years on recruitment success.
•Formulating in support of the Recruitment Manager, specific identification, attraction, selection and assessment strategies looking beyond 3 years where pertinent to the individual group of departments on regional basis.
•Developing the use of new selecting methodologies that whilst based on the principle of competency/behavioral assessment techniques improve efficiencies and service levels to line departments.
•Maintaining professional relationships with Agencies to identify, develop and leverage maximum benefits for Azadea in terms of speed of recruitment, cost-effectiveness and service delivery.
•Coaching, guiding and influencing Regional Line Managers on strategic appointment decisions and on the best ways to recruit for their departmental workforces over the years ahead.
•Directly supporting Senior Managers in the successful recruitment of Grade 10 and 11 managers.
•Reducing direct costs and achieving yearly tactical recruitment targets across the grouping of departments within the Regional team, thereby achieving the most cost-effective hires.
·Planning and delivering the operation objectives and manpower recruitment needs of the assigned departments and converting the understanding into yearly Department Recruitment Plans which broadly outline candidate identification and attraction initiatives which will cost effectively and efficiently deliver results.
·Managed projects specific recruitment campaigns in Dubai, and when required outside of the UAE, where multiple positions were recruited.
·Managed any other assigned recruitment tasks and/or one-off projects to meet set project campaigns.
·Produced Internal Vacancy Notifications (IVNs) to advertise across the Group, whilst also liaising with National Recruitment over any potential UAE candidates who may be suitable.
·Utilized available databases to identify potential candidates, but when necessary write quality print and web based advertisements to attract candidates across global markets.
·Utilized technology and experience to shortlist candidates in conjunction with Line Managers.
·Employed appropriate methodologies ensuring effective benchmarking of candidates against the technical and behavioral competencies and ‘cultural fit’ requirements of each position.
· Consulting in support of business strategies ensuring the delivery of HR programs, policies and services to meet their current and future objectives offer and requirements.
· Identify & contribute to corporate initiatives. Ensures HR practices support the business function in achieving its strategic objective and are in compliance with enterprise wide HR values and philosophy.
· Provide coaching, guidance and counsel to business leaders in developing proactive HR plans, services, products or activities that capitalize on organizational, managerial and employee capabilities and upgrade performance and productivity levels.
· Develop a good understanding of clients business and promote a close consultative relationship with all business leaders.
· Promote the services of HR via the service model concept, integrating those components into the business to achieve business and HR objectives.
· Provide leadership and mentoring to the HR Associates.
· Create learning opportunities, delegate responsibilities and offer guidance to support the career development of the HR Associate.
· Collaborate, discuss and review with HR team and with clients to anticipate and respond to a range of changes in the workplace.
· Influence and initiate the development of business focus action plans, provide ongoing support and monitor results.
· Monitor trends and development across Mapletech and in Human Resources in order to make recommendations.
·Assess the business scenario and project risks, including the development of contingency plan for alternative solutions dependant on situation.
·Responsible for overall progress and use of resources and also initiate corrective action where necessary.
·Work in alliance with the Management team, financial team and potential partners, to assist in joint ventures and or any strategic move.
Manage office automation, which involved planning for integration of many new technologies in the existing office systems and procedures, whereby, increasing the effectiveness and productivity.
·Writing job specification and skill sets, advertising, short-listing for selection process and liaising with recruitment agencies.
·Arranging and managing assessment centers and interviewing occasionally.
·Responsible for the organizing of any external and internal training.
·Issue all letters, sit in on interviews and manage process from start to finish.
·Play an active part in monitoring absenteeism levels, picking up both repetitive short and any Long-term sickness absences.
Involved in the determination of grades / salaries with managers.
·Ensure company working within legal parameters. Be aware of any legislation changes.
·Have a good understanding of the laws around redundancy and maternity.
·Actively involved with Operations Director re-ensuring all HR related activities are communicated to operation-based personnel.
·Interpret company policy and advise Directors / Managers on how to handle disciplinarians / grievances.
·Involved in final selection giving advice to Directors / Managers where necessary.
·Arranged staff meetings and organising board meetings to discuss corporate resource reports.
·Managed staff issues and resolved conflicts.