Director of Human Resources
Shangri-la, Radisson Blu, Grand Hyatt Muscat, Sheraton Oman
Total years of experience :10 years, 6 Months
Human resources Executive with over 5 years of comprehensive Human Resources experience including recruitment, retention, conflict resolution, labour relations and benefits administration.
Proven experience collaborating with Senior Management to conduct Human Resources strategic planning in order to support and further corporate goals. Possess board knowledge of Human Resources in variety of sectors including union and non union environments. Demonstrated experience initializing cost containment strategies resulting in significant savings. Excellent ability to address and implement strategic plans for talent acquisition, retention and succession planning. Proven skills in labour and employment law including complain investigation to thwart legal action. Demonstrated success in negotiating win win compromises, developing team building programs, and writing personal manuals, corporate policies, job descriptions and management reports.
Expertise in:
Operation Management
Compensation/Benefits design
Orientation & on boarding
Training & Development
Employee relation
Harassment/EEO Compliance
Policy Procedure & Local labour law
Administration
Senior Human Resources Manager (County Manager)
Looking of Human Resources activities for almost 9000 employees over 120 locations and 5 individual business entries.
HR Operations:
Oversee HR activities for 5 individual interties
Oversee HR activities for 9, 000 staff in 120 locations clients include MOH, PDO, BP, Occidental, Daleel, RGO, etc.
Business partner for 5 operational divisions and functional and support services
Work in very close coordination with Operations team in understanding the staffing requirements in every site/location as per contract and fulfilling them vide internal movements or external hiring, in line with customer contracts and budget.
To make regular field trips to locations, conduct town hall meetings, listen to personnel on their grievances, address them as well as communicate company objectives and key messages effectively.
Work with Operations Mangers and Compensation & Benefits team in processing all salary change requests, promotion requests and ensure they are evaluated considering budgets and in line with salary structures and merit of the case.
Manage the HR Business Partnership, HR Services, staffing team, Admin & PR team efficiently and ensure that people are performing their roles and responsibilities effectively.
Ensure with the HR team that all transactions.
HR Services:
Ensure with HR team that all HR transactions are carried out diligently and within stipulated targets/KPI’s of closure.
Carryout periodic review of all vendors associated with HR services, such as travel agencies, manpower suppliers, uniform suppliers etc and operational performance and KPI’s are routinely monitored and communicated.
Ensure that all HR Services and transactions are carried out only through HRMS and data entered by the team is 100% accurate.
Talent Management:
Drive the Talent management process for the company along with the CPO, by carrying out level wise Top Talent exercise and work closely with Business Heads to have Structure Development Plans for the identified HIPO’s.
Work closely with Learning & Development to understand the progress of Renaissance Competency Assurance Programs and ensure gaps identified are addressed with On the Job or External Trainings and progress is made on assessments by following up with Operations.
Be the process owner of all Omanization initiatives across different levels (RALI, Technical Trainees) and ensure that all commitments and targets on Omanization are met.
Compliance:
Work closely with Operations, own team, GLD and the lawyers to ensure that all labour laws and law of the land are diligently followed while carrying out the business.
Ensure that there is a structured process to review all disciplinary issues, court cases, grievances and they are getting closed out on time by managing a log of events.
Keep HR team updated on any changes to labour laws. Constantly update Operations Managers also on changes to employment laws.
Maintain an excellent relationship with all Governmental agencies, OPAL, Customers and all external stake holders.
Employee Engagement & Welfare:
Be the driver of all employee engagement initiatives vide a structured annual calendar, disciplined budget and high-quality events.
Keep the workforce engaged and constantly communicate vide Renaissance Life- Facebook Portal and manage.
Ensure that Renaissance HR practices are always not only adhering to principles of natural justice, International Human Rights standards but also being a role model to corporates in Oman.
Accomplishments:
Implemented HMRS - payroll, employee central, onboarding, recruitment,
Initiatives:
Design and implementation of HR 3-year road map
HR calendar of staff engagement activities - football, cricket,
NTF training programmes - 150+ trainees deployed
Graduate Development Programme - RALI - design and development with external partner for 8-month comprehensive programme
Cost Savings - COVID 19 - different initiatives and activities
MBA in International Human Resources Management