HR Director
Confidential
Total years of experience :24 years, 1 Months
Organization design,
- Develop the best-fit organization structure and Job Descriptions.
- Define job families, and competency frameworks (Leadership, behavioral and technical)
- Develop the delegation of authority
• Talent Management
- Develop the employee performance appraisal system.
- Assess 360 up to 35 Senior Managers
• Compensation and benefits
- Develop the compensation structure after conduction Job evaluation (T.A.S.K) Methodology.
• HR Transformation
- Developed HR strategy focusing on recruitment, talent management and rewards
- Developed HR Policy Manual and Code of Conduct along with the associated forms in line with leading practices
- Established a recruitment function enabling:
- The development of a recruitment strategy, policy and process
- The development of working relationships with strategic vendors
- The design and implementation of a careers web site and candidate database
- Psychometric assessment and culturally sensitive assessment tests for recruitment and future development needs
- Definition of competencies and capabilities required to enable competency based interviewing
- Implementation and practical support running the recruitment function
• formulates recruitment strategy. Sets standards through benchmarking/best practices
• Facilitates development of organization structures with clearly defined roles and responsibilities and manpower requirements
• Strategic Partners with business heads to understand business requirements & workforce planning
• Partners with business heads to manage effective recruitment across all businesses to ensure alignment of quality of hire, leadership hiring (Locally or globally)
• Partners with other HR Team to build a positive and performance-oriented culture in the Company and enhance employee experience
• Participates in formulating policies related to talent attraction and talent acquisition
• Participates in employer branding activities to increase brand reach, both internally and externally
• Ensures documentation, training manuals and process maps for the Recruiting function to ensure business continuity and process clarity
• In addition to my main roles, I manage the organizational development, restructuring, Performance management development, training.
• Projects Completed this year (1. Job Descriptions for all employees, 2. Organizational Structures reviews, 3. Manpower planning for the years 2017, 2018 & 2019, 4. Recruitment plan for the year 2017)
•Proposal of new solutions and methods to embed appropriate organisational value and culture throughout the company business.
•Work closely with the Rewards Teams to ensure alignment of salaries and reward for all new joiners.
•Carry out regular reviews of all recruitment activities implementing key continuous improvement changes and initiatives including the consistency of assessment material.
•Review and analyse recruitment technology requirements and create a business case for continued investment
•Build and maintain relationships with recruitment agencies worldwide
•Manage recruitment approval process for the Company as a whole.
•Prepare, analyse and interpret recruitment data, in order to make informed decisions and guide decision making. Provide regular reporting to the HR Director & other head of Divisions on recruitment statistics.
•Input into the setting and management of the recruitment elements of the HR Budget, ensuring the budget is closely adhered to.
•Working with the L&D team to create a pool of strong internal interviewers, through the training of internal managers in regards to recruitment processes (specifically interviews), to enable them to identify strong candidates and to ensure compliance with UAE law.
•Ensure there is an appropriate focus on diversity throughout the recruitment and selection process.
• Conduct the Training Needs analysis in coordination with all divisions focal points to prepare a yearly ATP
• Provides internal consultancy to managers, team leaders & employees on all aspects of leadership and talent development including the implementation of technical-specific learning solutions, knowledge transfer and performance management.
• Develop the HSE Matrix training Catalogue in coordinating with all SME’s which is currently implemented for all employees
• A member of the tendering Committee in selection the best training providers.
• Develop the training strategies in line with the organization coals to support and improve the training & development functions.
• Define best practices training methodology and suggest for alternatives to the management on the trainer, vendors relationship & key areas of course delivery.
• Uses best in class core talent development process for the need assessment, design, development, communication, delivery, metrics, reporting, and solution support.
• Design and develop in-house training courses by collaborating with internal SME and partnering with outsourced suppliers.
• Support the organization automation services in developing and implementing the E-services for the employees
• I am the only focal point all big events and VIP Conferences for all Al Hosn Gas such ADIPEC, SOGAT,
• Acting as champions chairman committee which has been created to look after implementation of the core values trainings across the organization
• Responsible for all weekly, monthly, quarterly & yearly of department’s reports including the sustainability report & Adnoc reports.
• Perform as Trainer for all soft skills training including (Leadership skills, Communications Skills, Time & Stress Management, HR Skills & Core Values Trainer, ….etc .
•Responsible for establishing and maintaining a satisfactory employee/labour-management relationship.
•Develops and implements recruitment and selection plans and program(s) including temporary staffing to support facility needs. Maintains knowledge of local employment trends and issues. Analyzes employment data and makes recommendations when appropriate.
•Consults with managers on the optimal manpower that ensures compliance with the collective agreement, lowest cost and maximum productivity. Works with other department managers to best structure and organize new as well as existing job positions. Coaches managers in dealing with issues about change and helping employees deal with change.
•Coaches managers and supervisors in the implementation of performance corrective measures. Implements and administers the company’s performance management system for employees.
•Plays a primary role in ensuring cost control in all areas of local business including but not limited to Worker’s Compensation, safety, benefits, compensation, staffing and business processes.
•Leads employment -related company compliance with existing government and legal reporting requirements including any related to Employment Standards, Pension Act, Ministry of Labour
Protects the interests of employees and the company in accordance with company Human Resources policies and government laws and regulations.
•Manages HRIS changes. Ensures integrity of data input and oversees use of consistent and logical codes that bridge HRIS and payroll/finance requirements.
•Leads disability management processes and determines best approach to individual employee cases, including coaching of managers and supervisors on managing modified employees.
•Works with teams and counterparts with different in different countries
Set HR strategy, policies and processes supporting HR goals and ensuring HR programs are aligned to the vision, mission and objectives of The Company
• Review and approve manpower and recruitment plans as submitted by the the company business and division directors and manage manpower and recruitment activities such as manpower requirement planning, sourcing candidates, selection interviews, pay negotiations, job offers and on- boarding and induction program
• Manage the Company organization structure to ensure that employees are effectively distributed based on their skills and resource requirements for the efficient distribution of human resources
• Provide high quality training and development programs to the company employees using internal resources and external training vendors to ensure adequate development and growth of the Company employees
• Manage the Human Capital across the Company and its business units by various HR activities including but not limited to career development and employee career path plans; employee performance and assessment, annual appraisals and employee counseling
• Set The Company reward strategy and compensation and benefits polices and ensure accurate and efficient management and administration of payroll for all staff
• Direct development and maintenance of the compensation model for the Company and its business unit employees and oversee conducting of/participation in compensation surveys as a basis for the Company pay review
• • Manage and oversee issuance of promotions, end of service and/or retirement benefits and maintenance of employees’ records
• Oversee the management of Job Descriptions(JDs) with concerned job owners and periodically update JDs and re-evaluate the jobs to reflect any major changes in the job scope and responsibilities
• Strategically responsible to develop the recruitment department at the municipality, and operationally I handle the recruitment of all senior positions.
• I was working closely with ADM top management to develop the ADM HR functions & policy, Change management project, HR Modernization, to cope with Abu Dhabi vision, act as strategic Business Partner between ADM Top Executives and the international HR partners (Mercer, Booz Allen, Ernest young) and monitor the HR progress and report progress to the management.
• Heading the recruitment process for the infrastructure & municipal assets, Municipal Services
• Developing and managing manpower requirements with regards to Organization strategic plans
• Developing recruitment policies & procedures and advise line/division managers on procedures, precedents & interpretation of policies to ensure its application in a fair and equitable manner.
• Integrate the align HR Strategy with the business strategy to ensure the acquisition of the right talent with the right expert, capabilities and the correct motivation level.
, External Municipal Offices, Lands and properties, Quality assurance, Community services)
• Developing a systematic manpower planning.
• Developing the sourcing strategy (internet, applications form, organization website, recruitment agencies, local and abroad advertisement, headhunting, campus recruitment ...etc)
• Developing the selection processes using the most reliable and valid tools in selecting and recruiting the best calibers such as structured interviews, ability and psychometric tests.
• Speeding the recruitment internal process.
• Maximizing the chances of success for the new joiners by implementing formal onboarding and induction program, on-the job training, and deliver the required trainings for those new hires to master the required KSA.
Organizational Development
• Leading the Organizational Development- Change Management, Organizational analysis
• Developing the HR Department with a clear vision to cope with organizational vision and strategy.
• Developing HR policy and procedures
• Designing and developing variable compensation models that promote performance culture, Developing the Performance Management (360 degree and 180 degree)
Compensation and benefits
• Eliminate traditional pay system plan & Implement the contingent pay system which enhance employee motivation to accomplish organization’s goals such as implementing (a) piece rate where employees paid on the number of glasses and aluminum they produce for the projects (b) sales commission for sales and commercial department (c) group incentives where employees are paid based on extra organization production….etc.
• Developing Compensation and benefits to cope with organization vision to attract and retain the best calibers including tangible such as base pay, COLA, merit pay, short terms incentives and long terms incentives and benefits such as income protection protection, work/life focus, tuition reimbursement. And allowances) and non tangible returns such as relational returns which include recognition and status, employment security, challenging work, and learning opportunities.
• Design and deliver employee surveys to monitor HR program effectiveness and employee morale
• Work with Managing director in strategic and tactical management planning.
• Implement and coordinate performance evaluation system and link compensation to performance.
Training Development
• Developing Training programs using the inference of job analysis, need assessment trainings, the trainings were developed internally and externally to cope with organization needs.
• Developing the managers’ skills by conducting very effective trainings which enhance their abilities in managing their projects and staff.
Recruitment & Retention
Designing and propagating a consistent set of HR Processes, policies, systems and programs across Alfardan Automobiles
Develop sourcing strategies to acquire the best talents in the market.(internal D-Base, company website, agencies, print Media, job boards, campus) & Manage the recruitment process starting by defining the role till offer acceptance, supporting sister companies in recruiting the key managers.
Automate and manage the immigration services (E-GOV), leaves, and other department’s functions
Manage the Year End Process (Promotion, Compensation, and Performance Management)
Prepare Job Descriptions and KPIs for job families and designations
Track metrics and compile reports covering group practices and performance
Conduct compensation surveys to ensure market competitiveness
Manage the Performance Management Process (360 degree and 180 degree)
Design and develop variable compensation models that promote performance culture
Design and deliver employee surveys to monitor HR program effectiveness and employee morale
Developing strategic HR professionals that can provide quality HR service across BU’s, which includes: Acquiring Talent, Developing their potential, and rewarding their performance, per company guidelines.
Following up with Business Units Heads to ensure level of service is meeting or exceeding expectations
Managing the reward process through the systematic application of a compensation model that links performance to year over year merit increases
Penetration and quality of ‘people plans’ (succession, manpower, development)
Develop and manage the Human resources information system, which makes payroll transactions very smooth
Develop and manage the administration services (Immigration, accommodation, transportation, security, Department expenses, Tavels)
Designing and delivering HR related programs that facilitate staff development.
Develop Company policy, HR Manual.
Designing and propagating a consistent set of HR Processes, policies, systems and training programs
Implement performance evaluation system
After developing the HRIS, I manage the Payroll for both staff and labors
Advising the whole group for any immigration or labor law issues assistance
Manage the
Support company expansion for new branches by coordinating with concerned authority and hiring the key people and skilled labors.
Manage successfully the high demands on recruitments (mainly from India, Philippines, turkey, Canada, south Africa, Jordan Syria, Lebanon, srilanka, Nepal)
Managing the administration, public relations & immigration services such (group visas) requirements with labor & municipality officials.
Managing the HRIS
Assist my Director with Program Design & Delivery
Coordinate with PRO and head office to get all visas on time
In charge of all payroll transactions for our branch
Managing the recruitment, screening, shortlist,
Following up with BU to ensure level of service is meeting or exceeding expectations
Ensuring success of our department function through day-to-day management.
Facilitating recruitment and satisfaction of expatriate staff
Manages HR programs, with guidance from my Director
Master of Strategic Human Resources Management
High Distinction in Master of Strategic Human Resources Management Subject included: Managing People in the Organization Human Resources Development & Training Strategic Recruitment and Retenion Change Management Performance Management Strategic Management Strategic Human Resources Management