Coach and Trainer
Limitless Training & Consulting
Total years of experience :15 years, 10 Months
Develop and deliver coaching and personal development programs
July 2015 - Present: HR Specialist (PM and HR Projects) - ORYX GTL, Doha, Qatar:
Report to the Head of HR Strategy and Total Rewards with the same duties as below.
Nov 2011 - Jun 2015: HR Coordinator EPM - Employee Performance Management - ORYX GTL, Doha, Qatar:
Report to the Head of HR Strategy, Compensation & Benefits and the main role is to manage the employee performance management process performing these responsibilities:
-Manage the employee performance management process along the year which included three main phases; performance agreement, mid-year review & final review
-Train employees on setting objectives, giving & receiving feedback and on how to prepare for the performance appraisal discussion
-Develop a set of tools to be used in each phase of the employee performance management process
-Introduced the 70/20/10 Model to help employees plan their personal development
-Prepare reports about the employee performance management process
-Introduce new ideas to develop the employee performance management process
-Develop a complete training program about “Performance Management Skills Development” to help managers/heads & team leaders to manage performance effectively. The program was built mainly on well-designed training videos targeting specific skills
-Develop reports to support management in reviewing employees performance
-Develop performance management policies and procedures
-Develop performance rating criteria linked to balanced scorecard
-Provide full support & advice to all employees during the process
-Conduct gap analysis after each phase to highlight & address process gaps
-Manage the E-Appraisal System along the year & trained all employees on how to use it
-Coordinate with Business Planning department to link employees’ performance with company performance
-Conduct meetings with some of peer organizations to benchmark employee performance management practices
Compensation & Benefits
-Assist in evaluating jobs using Hay Methodology.
-Conduct job man match to measure employees’ eligibility to move to new roles shedding light on qualifications, experience, know how, problem solving and accountability.
-Develop job descriptions for new jobs, review and update current job descriptions.
HR Projects:
Competency Framework Project
-Work in a project team to develop a competency framework.
-Employee Engagement Survey
Organizational Development Projects
Played a key role in organizational development initiatives such as:
- Organizational structure development according to best regional practices.
-Designing performance management system based on balanced scorecard and competencies
-Development of job descriptions shedding light on behavioral & technical competencies
-Job evaluation, development of grading & compensation structures
-Competency assessment to identify talent & fill competency gaps for each role based on assessing staff competencies against job competency profiles through competency assessment template, performance record & personal interviews.
Performance Management
-Implement the balanced scorecard approach on management & senior professionals
-Answer employees questions regarding the implementation of new performance system & help them to solve related problems
-Coordinate the performance appraisal process
-Design special forms to help employees set their performance objectives
-Developed individual development plans based on the performance feedback.
-Conduct awareness training sessions in performance appraisal & competencies
-Prepare & deliver presentations successfully
-Assist in adopting a reward & recognition scheme through introducing “employee of the month award, star performance award, employee of the year award, service award, various appreciation certificates) to help in motivate employees & foster a performance drive culture.
Compensation & Benefits
- Provide advice to the heads and all other employees on entitled compensation and benefits, salary packages and market information in complete coordination with OD Manager
- Coordinate with external consultants to assess adequacy of the current compensation and benefits program. This includes conducting Market Surveys of the bank.
- evelop, maintain, and update job descriptions for all positions in the Bank.
- Assist in determining pays & benefits package to place candidates on the right grade based on profile & job specifications.
- Assist in taking promotion decisions based on staff performance & profile
- Act as a vocal point between line managers & HR in relations to the implementation of compensation & benefits policies.
- Shed light on employee turnover reasons through conducting exit interviews & suggests retention methods
- Provide advice to management in conducting annual salary reviews to be externally competitive & internally equitable (this will include but not limited to prepare reports about staff positions in grade range)