HR & Training Expert
Orange
Total years of experience :17 years, 8 months
Responsible of planning, organizing, implementing and evaluating Orange Jordan strategic and international training and development programs in cooperation with FT France and AMEA.
Strategic:
1.Cooperate with FT France and AMEA to implement the international programs in Orange Jordan
2.Responsible of establishing the HR Business School.
3.Responsible of establishing the Marketing Business School
4.Responsible of the HRD portal on Orange intranet.
Operational :
5.Work with the board of directors on the organization level TNA and cascade down to the functional and individual TNA.
6.Oversee the development, implementation and management of organizational and individual training needs analysis frameworks .
7.Act a project manager the CBM transformation (the development, implementation and management of competency based career development and succession planning frameworks to develop behavioral and technical competencies of staffs.
8.Use the international best practices for Orange training & development in addition to continually looking to evaluate and improve used process and procedures for better efficiency.
Financial:
9.Prepare the annual budget for the Training and Development section and obtain the necessary approvals and also monitor the implementation of the budget for the proper usage, in compliance with Orange financial policies.
working on a project for a company for developing an employee handbook, code of conduct and workplace ethics & professionalism culture building .
1.Ensure salary levels, bonus schemes and benefit packages are competitive and in line with market practice. Ensure that all positions are evaluated are positioned correctly in respect of role evaluations.
2.Coordinate with recruitment to determine new hires salaries and benefits according to policy and overall budget.
3.Oversee the payroll preparation and salary reconciliation process incorporation with the accounting department and approve salary reports. And prepare the payroll cycle agenda to unify the salary deposit dates to the employee’s accounts.
5.Oversee the social security and income tax reports.
6.Oversee the management of the health and life insurance transactions to make sure that all transactions are implemented in timely and cost efficient manner and solve major conflicts between the insurance company and the beneficiaries.
7.Oversee the management of the mobile benefit, sales commission, overtime, incentives, employee’s loans and temporary deductions.
8.Oversee and add KPI’s for the End of Service process, to make sure that its finalized according to policy and on time.
9.Run a project to organize and update the employees information to the physical files and the HRIS to ensure that the HR Record Management system is maintained in a way that it at all times reflects correct & up-to-date information in order to provide the business with all necessary personnel information.
10.Oversee the attendance management by insuring sending the attendance reports to managers, issue disciplinary actions as per the policy and the verification of employees leaves.
11.Oversee the disciplinary actions policy and consulting with the company lawyer to maintain compliance with the company’s internal chart and the Jordanian Labor Law.
12.Conflict resolution as per the policy and communicating with concerned parties according to hierarchy.
1. Create a full HR Operations Manual that includes all HR functions in a Policy, Procedure and Documentation format in coordination with all HR functions and maintaining PepsiCo international policies applied.
2. Design and implement orientation/on boarding programs classified according to the employee’s level and creating a dedicated program for expats.
3. Design and implement companywide awareness sessions in many topics as needed such as: Code of Conduct, Our Values, Workplace Ethics, Labor Law, and PMS.
4. Plan for the annual Org. Health Survey administration process & develop consequent improvement plans along with MU HRs.
5. Study and analyze turnover rates and suggest corrective actions on company level.
6. Manage the PMP, Performance Management Process by working on the forms, run awareness sessions, review evaluations and make sure that it’s implemented according to PepsiCo policy and coordinate with C & B to finalize the financial impacts.
7. Run TNA on corporate, department and individual level and prepare a companywide training plan and agenda and provide technical & soft skills trainings as per the organizational need.
8. Develop capability training for the high turnover teams new joiners (technical and soft skills) to overcome the high turnover during first year and shorten the learning curve time.
9. Responsible of creating Job Descriptions for all new positions and update current ones .
10. Develop a Succession Planning Process for key positions in compliance with the predefined job descriptions in order to manage the development and career planning for high performers in each department.
Responsible for revamping the HR Department role, policies and procedures .In addition to hiring and managing two HR officers to ensure the smooth run of the HR functions including Recruitment for the 16 branch covering 6 provinces .
Major Achievements with the HR team :
-Establishing a new HR Department including the hiring and training of two HR officers.
-Auditing the old system and take corrective actions in terms of personal files, payroll process, tax and social security records .
-Create and implement a beta plan for enhancing the customer service team in the branches including, the service process, employees dress codes and branch appearance.
-Create and implement a new Recruitment Policy and Process including: Employment Tests, Panel Interviews and sophisticated new hires orientation and training process to overcome the high turnover of the industry.
-Conduct a Job Analysis for the core jobs in Alawneh Exchange and preparing Job Descriptions.
-Working on a “Leaders Preparation Plan” including a self development plan, training courses and dealing with an external coach to prepare a new generation of leaders for the company.
-Activating the use of the available HRIS in the areas of payroll, tax and social security affairs, and management reports.
-Convert the attendance management process in the 16 branch from a hand writing records to a fingerprint readings with centralized database at the headquarter.
-Working on enhancing the image of Alawneh Exchange Company as Employer of Choice through participating in local job fairs and online virtual ones, in addition to enhancing the recruitment process .
Training & Knowledge Management
-Accountable for the organization's education, training and development activities
-Set behavioral & Technical objectives for training programs, and compare the training results with these goals
-Prepare annual catalog of all available trainings and revise it quarterly
-Monitor the internal training activities
-Conduct Training Needs Assessment and prepare the annual training plan
Special Achievements :
-Conducting a three level TNA, Organizational, Departmental and Individual TNA in coordination with directors and team leaders, resulting in a comprehensive Annual Training Plan.revised and updated quarterly
-Managing the deals with Training Providers to have a win-win deals and fulfilling the training needs and intended goals/quality.
-Sending a private training agenda for each employee using the company HRIS
-Activating the internal, in-house training by creating an Internal Training policy, including prerequisites, rates and other details.And administering the application of this policy including running an introductory “Training of Trainers course”
-Creating and administering Internship Program, for university graduates
-Being part of the team to establish a “Competencies Dictionary” and determine the core competencies for each job family, in addition to linking it to the performance management system
HRIS
-Accountable for the Human Resources System database maintenance and update.
-Accountable for MenaMe system in terms of setup, accounts distribution and maintenance.
Special Achievements
-Being responsible of the setup of the HRIS for all HR functions: Recruitment, Personnel, Tax and Financials, Training and Performance Management.
-Working closely with HRIS vendors to make new system features and reports to maximize benefit.
-Successfully turning the paper based HR Department into a digital one including all transactions .
-Train Employees, HR team, Managers and Top management on the new automated HR functions processes .
Recruitment
1. Maintain an updated roster of participant placements and potential job opportunities (Manpower Plan).
2. Designing or revising application forms, including developing online processes.
3. Active use of recruitment tools: job flow - hire system - online recruitment agencies, etc ….
4. Work closely with Dept. heads to deliver recruitment needs.
5. Devising, running and evaluating selection processes including interviews, psychometric tests, personality questionnaires and various group activities.
6. Submit candidate’s offers and follow up on their status, documents collection until placed.
7. Make sure that the on boarding process was conducted smoothly for the new hire.
HR Corporate Affairs:
1. Make sure to spread the company’s brand as the employer of choice in the local market.
2. Coordinate with universities, arranged events in relation to targeted hires.
3. Conduct Internal Corporate campaigns in order to increase employee’s awareness & morale.
4. Maintain a network of internal and external contacts and to research best practices in order to bring forward ideas for continuous improvement.
In addition to running the annual Performance Management Process.
