Human Resources Manager
Mubadala Healthcare - ICLDC
Total years of experience :17 years, 10 Months
• Direct personnel, training, and labor relations activities.
• Advice the Sr. Management and managers on organizational policy matters and recommend and implement needed changes.
• Developed the orientation program to foster positive attitude toward organizational objectives.
• Developed the Governance Structure to clarify the span of control and strengthen then link between the management and the employees.
• Created new compensation structure that has improved employee morale and boosted performance.
• Manage payroll employees in coordination with BMS.
• Coach managers on the process of evaluating employees, setting goals, conducting objective performance reviews, and recognizing and awarding performance to improve productivity
• Handle employee terminations, grievance and other difficult situations in a sensitive, fair and respectful manner, working closely with legal counsel, supervisors and management
• Identify talent and aspirations of individual employees and provide coaching aimed at motivating
them to undertake the necessary training required to advance their careers within the company
• Plan and develop on-the-job training programs for line employees and career development
programs for managers with a focus on retaining existing talent and reducing employee turnover
Designation Chronology
• Nov 2010 onward, Head - Recruitment and Employee Relations
• Nov 2011 - Aug 2014, Acting Capabilities Development Head, Acting Compensation & Policy Head, Acting
• Nov 2010 - Jul 2014, Organization Development Head, Acting Human Resources Manager
Responsibilities - Head (Recruitment & Employee Relations)u**
• Ensure the implementation of the recruitment policies and procedures.
• Manage the recruitment section delegated budgets.
• Manage the development of recruitment & Employee Relations strategies and annual plan.
• Manage the recruiting process within PI according to the manpower plans, ensure their compliance with stated regulations and organizational policies and procedures and ensure all day to day recruitment activities such as job posting, interview and selection of candidates, coordinating with recruitment agencies, offer process, background verification, new hire orientation etc. are conducted in an efficient and effective manner.
• Develop and implement best practice policies and processes and methods to support the recruitment, selection, retention and Emiratization at PI.
• Set an Emiratization plan which includes Emiratization targets for the next 5 years and determines which positions can be Emiratized.
• Ensure that required Emiratization levels are maintained across all divisions/departments, as well as attracting and retaining the best Emirati talent.
• Manage the recruitment and post recruitment formalities to ensure quality of respective processes and participate in the recruitment process depending on the seniority of the position as required.
• Review and analyze turnover data and demographics; prepare recruitment reports and statistics when required.
• Manage the evaluation of applicants by discussing job requirements and applicant qualifications with managers; interviewing applicants on consistent set of qualifications.
• Prepare recruitment recommendations for submission to, and approval by the concerned stakeholders.
• Coordinate with the Policy & Compensation Section to ensure that the assigned salary and benefits are aligned with the approved pay scale and compensation framework; and to submit all information relating to new hires.
• Establish an external network of contacts and agencies to help with sourcing of employment candidates.
• Manage on-boarding, contract renewal, and exit processes and activities in coordination with the Employee Relations Section.
• Represent PI in job fairs and conferences with the aim of attracting the right talents to work at the PI.
• Monitor the administration of HR Services in a precise and timely manner; and ensure a high quality standard is applied to all transactions.
• Supervise the processing of Transactional Employee Relations Data.
• Responsible for the final audit and approval of the master payroll file for final submission to Finance and Control Department.
• Support management in the implementation of discipline and grievance policies and procedures.
• Act as a custodian of employment legislation, employee relations and ethics.
• Supervise the maintenance, accuracy and confidentiality of the employees’ files and data.
• Supervise all travel and accommodation activities and arrangements.
• Foster and maintain good relationships with government and non-government bodies to keep updated with changes in employment policies and procedures in order to provide proper guidance to PI employees.
• Foster a good working relationship with PI’s current medical insurance provider and remain up to date with other medical insurance products in the market, and make changes if necessary.
• Review insurance policy and determine medical coverage upon employee claim when required.
continued
Responsibilities - Capabilities Development Head u**
• Ensure the implementation of the capabilities development/talent management policies and procedures.
• Manage the capabilities development section delegated budgets.
• Design and implement the performance management, training and development, career planning, and succession planning strategies, policies, procedures in coordination with the relevant stakeholders.
• Manage the development of talent development tools and plans to ensure their compliance with leading practices in higher education.
• Lead support for managers implementing the performance appraisal cycle to ensure successful implementation.
• Review the procedures related to the implementation of the performance management system to ensure the right fit with PI employees and strategic goals.
• Manage the process of Training Needs Analysis and the development and provision of training courses.
• Work with Faculty and staff to support the design of an employee development plan/program to retain and develop high performers.
• Develop and implement a training plan that is in alignment with PI’s strategic direction to enhance required technical and behavioral competencies of the staff.
• Monitor the assessment of skills and experiences required for unmatched critical positions, and report risk areas, if any, to line managers.
• Create strategic alliances with international leadership centers around the world, certification awarding bodies, and training institutes, to provide a unique set of offerings.
• Oversee the development of flexible career paths and succession planning methods that will focus on alignment of talent and opportunities by looking into the internal and the external recruiting pipelines in collaboration with the leadership team and managers.
• Work with Department Managers to ensure the timely identification of potential key roles/jobs and high potential candidates who will go through the succession planning program.
Responsibilities - Compensation & Policy Head u**
• Ensure the implementation of the compensation and benefits policies and procedures.
• Design and implement PI compensation and benefits strategy, policies, and procedures in coordination with the PI leadership and relevant stakeholders as appropriate.
• Manage the development and maintenance of the PI compensation and benefits scheme.
• Periodically review PI compensation and benefits scheme against suitable benchmarks and make recommendations to ensure that PI’s compensation and benefits scheme is both equitable and competitive enough to attract and retain world class faculty and staff.
• Develop a complete rewards scheme including basic salary, benefits, and financial and non-financial incentives to ensure internal equity and alignment with the overall HR organizational objectives.
• Coordinate with the recruitment function and academic leadership in identifying the starting salaries and most appropriate packages for the new hires.
• Liaise with the Capabilities Development Section to implement and execute outcomes/results from the performance management processes, in terms of promotions, salary adjustments…etc.
• Ensure compensation and benefit data records and documents are maintained
continued
Responsibilities - Organization Development Head u**
• Ensure the implementation of the organization development and classification policies and procedures.
• Manage organizational development and classification efforts in terms of organizational structuring, roles and responsibilities design, competencies development, and manpower planning.
• Develop policies and procedures that are related to organization development and classification in order to ensure consistency and professionalism.
• Oversee the implementation of the organization development initiatives while working closely with the various Division and Department Heads across PI.
• Advise Management on change and organizational development requirements in order to meet the business objectives of PI.
• Manage continuous changes and enhancements that occur to organization design comprising of functional structures, functional statements and positional structures while ensuring alignment to PI’s organization design principles.
• Manage the development and update of PI job descriptions and competency framework in coordination with PI different Divisions and Departments.
• Manage the development and application of manpower tools and plans reflecting leading practices in higher education.
• Manage the development and implementation of PI annual manpower plan in coordination with PI different Divisions and Departments.
Responsibilities u**
• Key Adviser to the Senior Vice President - Administration and Support regarding strategy implementation and performance of the division. Tasks involve establishing departmental objectives, and consistently monitoring performance vis.-a-vis. objectives and KPIs.
• Assisting SVP in defining the mission and purpose of Administration Support function and ensuring that it is propagated down the departmental hierarchy and across operational plans so that PI students, faculty and staff are provided quality support services.
• In partnership with the SVP, formulating the division’s strategy and policy which will benefit the university, and aligning it with the overall PI strategy.
• Advancing departmental vision and bolstering operational efficiency by implementing departmental strategies and plans.
• Monitoring resource deployment and budget spending (for financial and staffing budgets), identifying variances from the forecast budgets and plans, and bringing these to the notice of senior management.
• Overseeing the business planning process to support the strategy for PI in conjunction with PI faculty and staff.
• Establishing and measuring all KPIs in conjunction with the senior support staff as an effective performance management tool.
• Leading periodic performance review along with senior management and faculty, identifying performance gaps, generating reports and recommending remedial measures to bring back the performance on track.
• Implementing risk control measures as part of the University’s risk management framework.
• Bench-marking global and regional Best Administration Support practices which are followed by top-tier institutions; replicating those practices in the company.
• Collaborating with IT Manager to establish MIS; designing and implementing appropriate evaluation and quality assurance strategies.
Designation Chronology
• October 2009 - Oct 2010, Team Leader - Database Administrator
• February 2008 - Oct 2009, Analyst
• Aug 2006 - Feb 2008, Designer
Highlights u**
• Recipient of appreciation letter from ADNOC Distribution HR 2007.
• Oversaw various IT related activities in the HR department ensuring effective IT support to HR.
Responsibilities u**
Responsibilities - Team Leader - Database Administrator
• Involved in preparation of project plans, drafting scope of work including budgets and resource requirements.
• Optimized resource utilization and ensured compliance to project SLA parameters through task allocation to team members.
• Generated/ updated various status reports for the senior leadership team and other stakeholders.
• Rendered post implementation project support based on requirements.
Responsibilities - Analyst
• Involved in identification/ translation of business requirements for development of customized solutions.
• Designed/ implemented system roadmap and prepared database workflow.
• Liaised with third parties for seamless implementation of project.
Responsibilities - Designer
• Involved in designing of systems, processes, workflows, website templates, interactive media, corporate logos, and brochures including interactive tutorials on system usage.
Abu Dhabi University (ADU) was established in 2003 and has affiliations with the following institutions: ENPC MBA Paris, Al Maktoum Institute, Universitat Klinikumbonn, University of Westminster, University of London, and Thunderbird School of Global Management.
The Higher Colleges of Technology was established in 1988 as one of the largest institutions of high
