HR Director
Tamimi Group
Total years of experience :20 years, 1 Months
Designation Chronology:
• August 2015 - Present: HR Manager (Tamimi Group)
• July 2013 - August 2015: Senior HR Specialist (Tamimi Group)
• April 2011 - July 2013: HR Leader (Aquilex Arabia Ltd.)
• May 2010 - April 2011: HR Specialist (Ali A. Tamimi Trading & Contracting Co.)
Joined Ali A. Tamimi Trading & Contracting Co., as HR specialist and crafted an exponential growth curve meriting multiple promotions up till the position of HR Manager at Tamimi Group through exceptional performance
Deputed as HR leader at Aquilex Arabia Ltd. - a Joint venture between Tamimi Group and Aquilex Corporation from April 2011 till July 2013
Key Responsibilities - HR Manager:
• Presiding development of high performing HR strategies/ solutions to support operations such as manpower planning, recruitment, performance management, compensation and benefits and employee/ labor relations.
• Leading the manpower planning function that involves collating factors like head count, manpower statistics, staff movement/ turnover with an aim of maintaining optimal staffing levels.
• Establishing a high-quality, cost-effective recruitment function that complies with fair and best practices; designing selection tools and techniques as well as participating in interviews to ensure hiring best fit.
• Administering performance appraisal systems to boost focus on performance management, maximize productivity and employee contributions as well as proactively address performance issues.
• Reshaping compensation and benefits plans with an aim of maintaining internal equity, external competitiveness as well as value and retain skills/ talent while assuring compliance with applicable laws.
• Negotiating a wide variety of contracts in the best financial and business interest of the organization; ensuring appropriate administration while enforcing a string escalation procedure in case of non-compliance.
• Closely monitoring performance of applied policies/ strategies, analyzing trends and metrics of HR environment and making mid-course corrections to assure attainment of desired goals.
• Spearheading variety of recreational programs/ initiatives/ orientation programs to increase employee engagement, boost morale and better connect employees with organization’s vision and mission.
• Representing a key link between management and staff; advising business lines on various HR matters while serving as an escalation point for critical HR issues and devising solutions in line with best HR practices, labor laws and organizational policies.
Key Responsibilities:
• Orchestrated full range of HR services - established plans/ policies for improving employee relations, talent acquisition and development, succession planning, compensation & benefits and performance management.
• Devised and established a high quality and cost effective recruitment and selection strategy that complies with fair and best practices, organizations growth strategy and Saudization principles.
• Embedded a well-defined framework with precise objectives and budgets for critical HR elements at S3C; emphasized implementation of best practices in sync with organization’s strategic objectives and HR vision.
• Served across key elements impacting recruitment such as budget, job adverts, approving JD’s, interviews, offer negotiations as well as employee on-boarding in the most effective and efficient manner.
• Performed succession planning and promoted career development by identifying key attributes, developing assignments and performance metrics and ensuring high potential candidates grew in development roles.
• Defined benchmarks of minimum acceptable performance, mediated between business lines to complete the performance assessment cycle in order to precisely identify areas demanding improvement/ appreciation.
• Chalked out an annual training calendar for employees at all levels; facilitated induction/ orientation programs to institute a culture of continuous learning and improvement.
• Established a high quality payroll function; key person for handling matters pertaining to leaves, advance housing allowance, loans, identification letters and medical insurance among other employee benefits.
• Aimed to maximize employee retention while conducting exit interviews; addressing staff concerns/ issues in an employee friendly manner without compromising on organizational policies/ methodologies.
Notable Achievements:
• Established from grass root level a fully integrated HR function with well-defined policies and structures as well as integral part of team involved in recruiting qualified professionals/ talent that drives forward organization’s performance.
Key Responsibilities:
• Provided strategic leadership and operational direction to all HR policies and practices across the entire organization with an aim of effectively balancing needs of employees with strategic business goals.
• Leveraged industry expertise for devising realistic budget and timeframes for various HR operations; assessed impact of developments in labor laws and modified policies to maintain legal compliance.
• Served across critical HR operations which include recruitment, employee relations, compensation/ benefits, payroll etc., while strategized a variety of initiatives/ projects to align workforce with organization’s vision.
• Steered the entire recruitment cycle which also includes manpower planning and budgeting to ensure the organization has required human capital/ skills to meet its current and future business needs.
• Deployed high quality and cost-effective recruitment strategy; explored channels for sourcing craft labor; established alliances with vendors/ agencies to maintain a database of candidates in advance of their needs.
• Advised modifications to compensation and benefits plan to align organizational offerings with ever changing factors like job market, business trends, employee expectations and industry standards.
• Led high quality payroll administration by regularly recording and updating automated systems with employee information such as recruitment, overtime, transfers, promotion, bonus, leaves and exit.
• Set clear paths for career enhancement and development of exceptional talents; rendered growth opportunities to hone their skills and better equip them in handling complex business operations.
Overall Responsibilities:
• Represented HR lead for a variety of HR operations; coordinated with Board of Directors and business lines to express new ideas and develop solutions in line with budget and overall organization’s work culture.
• Spearheaded manpower planning function - partnered with business lines to outline manpower requirement, budget and time frames while devised strategies to effectively meet recruitment and Saudization objectives.
• Superintended the entire recruitment cycle - catalogued job descriptions, advertised openings, sourced and shortlisted resumes, scheduled interviews and negotiated offers to ensure recruiting quality talent.
• Presented onboarding support - developed employment contracts, updated automated systems and organized orientation programs to integrate new-joiners with organization’s policies/ work methodologies.
• Devised an integrated compensation and benefit structure that is directly variable to employee skills/ talent, personnel budget and capable to attract and retain a quality workforce.
• Led high quality payroll administration, updated all employee information/ details into automated systems while streamlined matters pertaining to leaves, advance housing allowance, loans and identification letters.
• Performed annual performance assessments to precisely identify areas demanding improvement/ appreciation; facilitated requisite training programs to brace up business performance at all levels.
• Performed succession planning by identifying talent/ potential in existing staff and motivating them to move in an upward career progression by facilitating requisite skill/ performance development programs.
• Conducted exit interviews to understand and document work related problems; calculated termination dues and processed relieving documentation to ensure smooth release of employees.
• Managed several Government Relations operations to ensure alignment of all organization’s HR policies/ initiatives/ processes with relevant regulation and labor laws. Routinely prepared an array of HR related reports for strategic analysis and interpretation by senior management.
Key Responsibilities:
• Responsible for operational delivery of HR services/ support to employees at all levels; oversaw employee productivity and satisfaction while ensured that the workplace is always running efficiently.
• Expedited the recruitment function - sourced resumes, short-listed candidates, scheduled interviews, negotiated contracts up till final on-boarding to ensure hiring best fit within budget and time constraints.
• Served on-boarding support to new-joiners - created employee codes/ id in addition to accommodation, visa and medical tests among others in the most effective manner.
• Striven to establish an employee oriented culture - led various initiatives in addition to moderating facilities that positively impact employee welfare such as canteen, recreational facilities or sports clubs.
• Resolved various employee concerns and work-related problems; remediated disciplining issues and handled matters pertaining to employee hiring or firing diligently with no compromise on organizational policies.
HRDF Leadership Development
CIPD Certificate in HR Management is roughly equivalent to the second year of a degree. It is a comprehensive and in-depth course that covers various HR models and practices, the functions of HR in the context of the entire business, and the external factors that affect HR