Human Resources Business Partner
Kuwait Food Company - Americana Restaurant Division
Total years of experience :14 years, 6 Months
-Take ownership of people-related elements such as cost management, learning and development (L&D), diversity and inclusion (D&I), employee engagement, and internal mobility.
-Align closely with the HR director and Operations Leaders on brand strategies, priorities, and objectives.
-Collaborate with the HR director and area director to formulate the brand's annual manpower plan.
-Coordinate with shared service functions to maintain optimal staffing levels and ensure timely recruitment.
-Ensure strict compliance with company policies, partnering with the shared services team in conducting investigations and applying appropriate disciplinary actions.
-Conduct regular communication meetings with employees, actively listening to and resolving their grievances, while providing counseling and support to both employees and supervisors.
-Drive employee engagement by conducting surveys to gather feedback and suggestions on making the organization a great place to work.
-Keep the organization charts up to date and ensure clarity in reporting lines and structures.
-Conduct periodic field visits to restaurants, providing coaching and feedback to both operations and the HR director.
-Track and manage HR metrics, providing valuable insights and feedback to the respective HRBP.
-Prepare and present periodic staffing reports to the HR director and brand operations manager, highlighting key trends and areas for improvement.
-Lead and direct ongoing HR, Training, and Development needs analysis within the brand, leveraging assessment data such as performance management results, audit findings, and HR and Operations KPIs.
-Monitor the effectiveness of recruitment agencies and shared service functions in terms of new hires' quality and process efficiency, providing regular feedback and recommendations to the HR director.
-Prepare the brand's annual HR objectives and align them with the HR director for endorsement, effectively communicating and gaining alignment within the HR team.
- Setting Training plans and objectives depending on the ADDIE model.
- Design, create, and develop SOPs, training materials, and manuals to ensure that training programs are delivered with high-quality resources.
- Implement an in-store training system in all restaurants and ensure that the system is in place.
- Follow up on the effectiveness of the certification and re-certification process based on the brand standard.
-Responsible for the efficient execution of the bench planning system to be sure that all potential employees are capable and ensure that training prerequisites are completed before the employee's promotion.
-Facilitate training sessions for employees, ensuring a conducive learning environment.
-Conduct business skills training programs i.e. sales forecast, labor scheduling, ordering system, Restaurant Business Action plan, managing costs, P&L statement analysis, new systems, equipment…etc.
-Monitor training sessions to ensure effectiveness and participant engagement.
-Implement training evaluation mechanisms, such as surveys, assessments, and feedback sessions.
-Make recommendations for improvements based on evaluation results.
-Conduct teach and coach field visits to support the in-store training system and ensure that operational excellence is in place.
-Provide the necessary training before launching any new products and conduct follow-up visits to ensure that the team is ready.
-Administer and maintain the organization's LMS
-Stay updated on industry-specific regulations and compliance requirements.
-Continuously improve training methods and materials to enhance the learning experience.
-Align with the HR Manager and Operations Leaders on the Brand Strategies, priorities, and objectives.
-Prepare the brand annual HR & training objectives and communicate with the HR manager for alignment and endorsement, then communicate with the Ops Team to gain alignment and commitment.
-Responsible for the induction and orientation of the new hires.
-Review the probation period report and coordinate with the operation manager for corrective measures.
-Prepare All HR periodical reports, Analyze Achievements VS Objectives.
-Monitors and analyses turnover and consult with the HR manager for corrective measures.
-Cascade the company’s vision, mission, and values to the employees.
-Design & communicate the monthly newsletter
•March 15 2005 Basic Business Skills Acquisition (BBSA) Cairo, Egypt Sponsored by the Future Generation Foundation (FGF) •Certification/diploma Developed Language and Computer skills. Enhanced Presentation & Project Development skills., marketing, sales banking, accounting, business correspondence and report writing.
1999-2003 Cairo University Egypt •B.A. in Hotel & tourism, Hotel management Department.