Middle East HR Manager
Newpark Fluids Systems
Total des années d'expérience :11 years, 11 Mois
Trinidad Drilling is an operations-focused oil and natural gas drilling company led by a management team with decades of field experience. Designation Chronologyu** • October 2014 - Present, Senior HR Specialist • May 2014 - September 2014, HR & Recruitment Supervisor Highlightsu** • Worked in close coordination with the IT implementation team to design and execute customized HRIS - Navision, translated operational requirements into system specifications and trained internal teams on efficiently using the application. Key Responsibilitiesu** Policy Formulation & Implementation • Design a blanket HR policy applicable to all departments in the organization, define procedures to ensure effective internal control and support the HR function in all strategic business units of the company. • Monitor adherence to systems and processes, initiate corrective measures to check deviations and analyse the productivity levels to ensure optimum contribution to company profits. Recruitment, Selection & Induction • Organize large-scale recruitment drives for both exempt & non-exempt positions and direct the recruitment process to ensure selection of the best candidates for appropriate openings. • Define eligibility criteria, draft succinct job descriptions, screen applications received through online and offline sources and measure applicants’ strengths over brief telephonic discussions before the face-to-face meeting. • Evaluate performance of candidates in aptitude tests, conduct detailed interviews of qualified candidates along with senior departmental heads, make final selection recommendation and maintain records of proceedings. • Communicate joining dates to selected candidates, contact references provided by the candidates, present offer letters, verify confirmation of acceptance of offers and issue appointment letters. • Organize induction programs for new hires in every department, explain HR policy on leaves, remuneration, career progression, confidentiality clause and the code of conduct. • Provide job-specific training to new recruits, appoint mentors for every new hire and ensure proper orientation. Talent Management • Work alongside senior personnel in the implementation of the talent management program, prioritize activities and maintain schedule to meet program objectives. • Assess employee performance, promote top performers to positions of responsibility with higher authority and offer revised compensation in order to encourage and retain “A” players in various departments of the organization. • Conduct department-wise competency mapping exercise, evaluate core strengths and recommend trainings for professional development. • Devise talent retention strategies, communicate with employees regularly to assess employee satisfaction levels and arrange counseling & mentoring sessions to support employees in professional or personal distress. Administration • Direct the maintenance of employee records, update information in the database and coordinate with various departments to fulfill HR requirements under a centralized system for administration, MIS and reporting. • Guide internal teams and subordinates to draft employment contracts, prepare documents and legal paperwork and liaison with government offices to ensure compliance with labour regulations, visa status, work permits and nationality of employees. Employee Separation Process • Analyze reasons for employee dismissal and resignation, process relevant applications, conduct exit interviews and note exit proceedings for future reference.
Key Responsibilitiesu**
Recruitment
• Studied department-wise operational to arrive at precise manpower requirements for exempt and non-exempt positions, and interacted with supervisors and rig managers to establish the validity of recruitment strategy finalized.
• Designed cost effective recruitment plan, optimized the process through application of selection matrix to source the right candidates.
• Placed online notices to invite applications along with other sources of recruitment including career fairs, placement agencies and recruitment advertisements in print media.
• Scheduled meeting with candidates shortlisted after preliminary rounds, conducted detailed interviews in conjunction with managers and supervisors and noted final recommendations for every application.
• Contacted references and conducted thorough background checks working with HR solutions agencies to hire the right candidates with clean civil and professional backgrounds.
• Communicated the progress of recruitment activities to internal departments using the central notification platform and also interacted with new hires to facilitate on-boarding according to plan.
Induction & Training
• Organized induction programs, introduced company vision, mission and corporate values to the candidates, along with operational details specific to their jobs to support candidates in making sound decisions as professionals.
• Explained compensation structure, attendance requirements, leave policy, benefits & perquisites receivable, allowances & deductions, and secured signatures on non-compete, confidentiality & non-disclosure agreements.
• Recommended appropriate trainings according to competencies of employees, effected job rotations and held regular coaching sessions with new hires to facilitate induction.
Administration
• Effectively managed human capital for the entire organization, updated records of existing employees in the employee master database that included personal details, emergency contacts, career growth, previous employment records, performance appraisal and compensation data.
• Entered information of new recruits in the database, facilitated opening of bank accounts and completed legal documentation as required by the authorities.
Specializing in innovative formation evaluation techniques, products and services that ensure well integrity and drilling reliability, novel reservoir completion and stimulation technology that optimizes recovery, and the industry’s leading portfolio of artificial lift products and production optimization capabilities, Weatherford develops and applies its specific technology, understanding and expertise to help its customers efficiently develop new resources and maximize recovery from producing reservoirs.
Designation Chronology
• February 2014 to May 2014, Recruitment Supervisor
• November 2011 to February 2014, Human Resource Coordinator
Highlights
• Communicated with rig managers and supervisors located at different work / project sites and worked as the mediator to facilitate operations along with administration activities for all sites.
• Visited rigs and verified on-site implementation of company policy and procedures.
• Implemented the Saudization project in the region complying with government norms on national employment.
Key Responsibilities as Recruitment Supervisor
• Drafted the recruitment policy in coordination with the HR department, evaluated manpower requirements for projects and staff requirements for offices and devised the staffing action plan in adherence to HR budgets.
• Organized full-scale recruitment drives, invited applications, conducted interviews, analyzed potential of applicants and recommended appropriate candidates for relevant vacancies.
• Communicated the results of recruitment to the management, interacted with candidates, provided feedback and formally communicated confirmation to selected candidates.
• Coordinated induction programs and explained company policy, code of conduct, nature of business and the advantages of professional association with the organization to boost employee confidence.
• Ensured proper record-keeping and employee file maintenance for administrative control.
Key Responsibilities as Human Resource Coordinator
• Managed the entire spectrum of activities to facilitate procedural execution of company HR policy.
• Assisted the senior teams in recruitment, orientation, training and ensured productive, transparent employee relations policy with a view to resolve HR problems at initial stages.
• Explained company policy on leave, remuneration, business confidentiality, disciplinary requirements and adherence to the employee code of conduct.
• Investigated complaints registered by employees in coordination with the discipline enforcement committee, initiated actions against guilty employees according to company guidelines and labor law regulations and maintained detailed records on file for future reference.
• Generated HR MIS for all departments and presented the findings to the management for further course of action.
• Handled employee separation formalities, organized exit interviews, settled separation compensation, created legal records as required for reference and communicated progress to internal entities and external stakeholders as applicable.
Awarded full governmental scholarship, Saudi Arabia