Senior Manager Organization Development
HR Leaders
مجموع سنوات الخبرة :15 years, 11 أشهر
• Leads the execution of the Organizational Development function’s strategy and plans, in alignment with the overall Human Capital strategy.
• Contributes to the development and ensures implementation of Human Capital policies and procedures in the field of Organizational Development.
• Leads the development and implementation of new processes, systems and procedures in order to improve efficiency within the Organizational Development function.
• Manage the budget for the Organizational Development functions activities and initiatives to ensure efficient and effective utilization.
• Designs and delivers OD and change management strategies, processes and interventions that support the development of the organization.
• Provides direction to the Human Capital function and ensures effective delegation of work tasks and projects, in order to drive engagement and development in the team.
• Provides coaching, guidance and mentoring, as required, to enhance the internal capabilities of the team and support the achievement of established objectives and plans.
• Designs, develops and maintain the recruitment process in the organization including its description, recruitment measurement definitions, and regular measurement reporting.
• Establishes recruiting requirements by studying organization plans and objectives; meeting with managers to discuss needs.
• Builds applicant sources by researching and contacting community services, colleges, employment agencies, recruiters, media, and internet sites, providing organization information, opportunities, and benefits; making presentations; maintaining rapport.
• Determines applicant requirements by studying job description and job qualifications.
• Attracts applicants by placing job advertisements, contacting recruiters, using newsgroups and job sites.
• Determines applicant qualifications by interviewing applicants; analyzing responses; verifying references; comparing qualifications to job requirements.
• Evaluates applicants by discussing job requirements and applicant qualifications with managers; interviewing applicants on consistent set of qualifications.
• Creates the new employee onboarding and orientation process.
• Manages intern program by conducting orientations, scheduling rotations and assignments; monitoring intern job contributions; coaching interns; advising managers on training and coaching.
• Avoids legal challenges by understanding current legislation; enforcing regulations with managers; recommending new procedures; conducting training.
• Updates job knowledge by participating in educational opportunities; reading professional publications; maintaining personal networks; participating in professional organizations.
• Manages and develops the team of HR Recruiters.
Advice and assist in planning and implementing training and development programs, initiatives and employees, also ensure high quality and delivery on time of Trainings and projects.
• Working in a team to produce programs that are satisfactory to all relevant parties in an organization, for all employees.
• Assist HRTD manager to solve specific training problems and present suggested solutions.
• Conduct and run necessary information gathering through surveys, workshops, interviews and analyse the data to help in the decisions of the HRTD function.
• Advice and Participate in the development and improvements of HRTD policies and procedures.
• Develop in coordination with HRTD manager HRTD strategies by considering immediate and long-term staff requirements.
• Generate and present reports to management on various projects and initiatives.
• Develop RFPs and proposals evaluations on different HRTD projects and initiatives.
• Preparation and design the models of evaluating staff performance, personal analysis, discover the strengths and weaknesses.
• Preparation draft training needs of each employee.
Assess, design and implement learning & development programs for employees throughout the various job grades/position and stages of their careers from on-boarding to leadership; assess and revise existing programs and/or develop new programs.
Assess and select the best facilitation instructor-led, eLearning, mentor, and execution internal, external, methods to ensure training content is delivered with the highest impact while remaining cost effective.
Facilitate internal events and programs as needed.
Meeting new clients for corporate training requirements.
Evaluating the Trainers performance.
Partner with the HR leadership team, on the annual performance management process; provide consultation through collaboration to ensure our tools and processes create the opportunity for all employees to receive objective and actionable feedback on their performance.
Capacity planning for all Departments and staff.
Career path and succession planning strategy.
- Prepared and conducted orientation programmed for newly joined employees that include periodic review and develop of employee handbook.
- Identify and assess training needs of staff by conferring with managers and supervisors or conducting surveys.
- Facilitate the execution of all training plans by looking for the best training provider, make training matrix.
- Periodically, Evaluate training course effectiveness.
- Working on a team to produce training programmers that are satisfactory to all relevant parties in an organisation, such as line managers, and senior managers at board level.
- Evaluating the Trainers performance.
- Meeting new clients for corporate training requirements.
- Conducted a Training Needs Analysis periodically incorporated with other department heads.
- Developing objectives for the training plans and courses outlines.
- Supervising and managing all departments related with the training.
- Supervising the implementation of the courses and supervising the processing of training materials as well as the training proposals.
- Managing a training budget.
- Evaluate instructor performance and the effectiveness of training programs, providing recommendations for improvement.
- Keeping up to date with developments in training by reading relevant journals, going to meetings and attending relevant courses.
- Helping line managers and trainers solve specific training problems, either on a one-to-one basis or in groups.
In addition:
- Recruitment & Selection Process - Developing recruitment policy, designing structured recruitment process to support hiring volumes, inculcating appropriate selection tools & techniques for effective hiring, developing annual recruitment plan, planning and implementation of recruitment campaigns programs, designing and implementing system for continuously measuring and improving the recruitment process too.
I worked in the Investment Fund Department and, provided important advice to customers in the investment process to avoid risks. Also, worked as an Assistant Local Shares Dealer selling and buying shares.
It is an exciting time to be a human resource management professional. New technologies, changing economic conditions, increasing workforce diversity and an emphasis on work-life balance are all contributing to a profound evolution in the nature of work and the challenges of managing contemporary organisations. The Human Resource Management program is designed to increase the skills of both specialists and line managers and to meet the individual learning goals and career aspirations of each employee.