عبدالهادي ديلي

Lead and manage the human resources as Business Partner (including people planning, performance, and development)
Provide technical support, advice and capacity build the Human Resources team.
Serve as a model of supervisory excellence; supervise and mentor direct-report staff, including communicating clear expectations, setting performance objectives, providing regular and timely performance feedback.
Proactively pursue continuous process improvement in Human Resources related practices in order to enhance the quality and efficiency of output/delivery.
Work closely with senior management team to share information and provide support as required.
Manage the internal communication in a variety of print, digital, and interpersonal ways; calendars, Intranet posts, All-hands meetings, memos, circulars, …etc.
Ensure follow-up for timely processing of new contract, contract's extension, staff transfer, promotions, and other change of status in full alignment to policies for both Turkey and Syria staff based.
Make sure that employees' files are auditable always as per standards and any relevant donors' requirements and in country regulations.
Ensure all needed support documents (such as time sheets, leave records, severance, ..etc.) with the Finance Department for duly preparation of monthly payroll (direct & indirect staff) Syria based and Turkey.
Respond to employee-related queries and ensure being reference to all key organisational policies.
Supervise the perpetration of the payroll for Syria and Turkey in collaboration with the Programs and Finance Department.
Define and review salary structure in partnership with the Senior Management team and coordinate annual compensation review process and compensation adjustments.
Enhance the salary system on both levels; implementation and compliance.
Manage the overall organisation training and development plans by assessing the training needs and requests.
Link the performance evaluation results with the training and development plans for each division Developing a training and development plan.
Cooperate with senior management team on staff training and ensure tying training objectives to training opportunities, this will require review and follow up on goal setting for all staff with anticipated quality.
Promote and monitor staff care and well-being.
Proactively respond to and manage performance counseling, employee grievances, and disciplinary issues as required, and ensure that documentation is kept.
Lead the performance management process.
Acting as an impartial mediator in disciplinary procedures and ensuring it is administered in an equitable and fair manner and meets all legal and labor regulations and requirements.
Ensure following and reviewing the process of the recruitment for Syria and Turkey staff (National, Direct/indirect).
Audit and review recruitment process and participate with interviews, selection… etc. when needed.
Supervise the recruitment process and ensure the development of the existing recruitment system by assessing the implemented recruitment procedures.
Manage and develop the employee on-boarding programme.
Assess the employment needs and develop the annual recruitment plans for each division.
Regular update on the salary scale and benchmark of both Turkey and Syria
Ensure the consistent implementation of HR policies and procedures across the country program (Turkey & Syria).
Draft, Maintain and update Staff Human Resources policies and Handbook as necessary.
Conduct orientations about (HR policies, procedures, benefits, and insurance)
Uphold and promote commitment to ensuring the safeguarding and safety of the served vulnerable communities.
Implementation of HR automation System, HR - Microsoft Dynamic 365.
Personnel responsibility: 3 direct - 4 indirect and reporting to Head of shared services/operations

Experienced in Head Hunting and recruiting senior candidates to join WATAN foundation based in Gaziantep, branches in UK, USA, and Jordan.
Supervise the recruitment process and ensure the development of the existing recruitment system by assessing the implemented recruitment procedures.
Manage and develop the employee on-boarding programme.
Assess the employment needs and develop the annual recruitment plans for each division.
Counsel business leadership on the most effective solutions to resolve issues and support long-term objectives.
Interacted with Hiring Managers, potential candidates, references, and other professionals/stakeholders.
Provide professional support and advice on recruitment to business unit managers and advise them on best practice recruitment and selection.
Determine with the Business Unit Managers the annual recruitment plan and then divides it on a quarterly basis.
Search workforce market and identify suitable recruitment channel.
Managing the internal hiring and internal transfer.
Design, plan and execute employer branding activities.
Encourage employees to be brand ambassadors.
Take steps to ensure positive candidate experience.
Support the organisation in the creation of equitable and inclusive processes and training.
Personnel responsibility: 3 direct and reporting to HR Manager