HR & Admin Director (MBA - SPHR - CHRP - PHR - SHRM - CIPD)
Confidential Co.
مجموع سنوات الخبرة :28 years, 2 أشهر
- As Global Head of HR Shared Services, project managed the setting up of HR Shared Services center resulting in PeopleSoft Database Integration, migration of key processes like Payroll Centralization, setting up Recruiting Process Outsourcing (RPOs), developing HR Dashboards, HR Help Desks, Asset Control & Management processes, etc.
• Team leader of the strategic initiative plan that implemented to improve the performance for all company activities & restructuring in coordination with BOSTON CONSULTING GROUP.
• Quality Management Processes
- Played key role in various Quality Management processes like ISO, JRD QV, PCMM, etc.
• Training & Development
- Certified Trainer - conducted numerous workshops on Career Planning, Leadership skills, Interviewing Skills, Finance for Non-Finance Executives, etc.
• Others
- In academics held the post of lecturer in Accountancy & Economics and also handled responsibilities in large corporates in the areas of auditing, accounting and finance functions.
• Strategic management:
- Contribute to the formulation of corporate business strategies and also to help in the process of tracking the progress of business plans on a regular basis.
- Maintain a control, through the HR Manager and the respective Section Heads, and ensure that all processes, procedures and systems followed in those departments in achieving the strategic objectives of the Company.
• Operations management:
- The position holder is responsible for managing the entire operations of Human Resource & Administration departments.
- Ensure salary and wages payments as per the norms laid down by the Kuwait Labour Law
- Ensure that the Company, at all times, meets all the statutory requirements and compliance's which come under the purview of this function.
• Human resource management:
- Oversee the entire gamut of HR functions in the areas of recruitment, performance management processes, Training & Development, Compensation & Benefits and employee welfare.
- Ensure controls, processes and systems to maintain and update employee database and maintain confidentiality of such data.
- Periodically review the HR policies and procedures to ensure that they meet the requirements of Kuwait Labour Law and the overall requirements of the Company.
- Ensure that the Company, at all times, meets all the statutory requirements and compliance's in terms of payment of statutory dues and filing of necessary reports.
- While recruiting local and international employees ensure that all local rules and country specific procedures and documentation are followed.
- Ensure that Laws governing employment of Kuwaitis and statutory compliance in respect of their employment is followed.
• Training and development:
- Ensure appropriate linkage of the training needs to the performance management process for maximizing the benefits and aligning the same to the overall productivity of the company.
• Payroll administration::
- Ensure payroll is processed within the set time lines and the output submitted to Finance department for disbursement of salaries & wages.
- Ensure the overtime limits are within the norms specified by the Kuwait Labour Law and review controls and processes related to overtime working.
- Ensure statutory compliance's with regard to mobilization and demobilization of manpower resources.
• Department management:
- Ensure the organization structure for the departments reporting to the Position Holder are maintained with appropriate staffing levels .
- Promote inter-departmental and inter-divisional communications & co-ordinations - smooth operations of the respective departments.
• People management :
- In liaison with HR, to help drive various employees' satisfaction initiatives to motivate and maintain high performance among the staff.
- Drive the Performance Management process to ensure that all employees are aligned to and contribute effectively to achievement of departmental goals.
Strategic partner : playing the role of the top management & line managers internal advisor by help in building the strategic plans including identification to the vision, mission and values conducting the SWOT analysis, helping the management establish short-term, long-term, action & motivation plans and how to review strategies and performance and take the corrective action plans.
Corporate Policy & procedures : based on the corporate vision, mission, values, organization structure, organization practices, current policy & procedures and conducting job analysis start to formulate the corporate policies & procedures helping in achieve the targets required.
Workforce planning :Strategically - cooperation with management and line managers : conduct several phases of analysis including the demand analysis, supply analysis, reconciliation of the budget and resourcing analysis using several methods include trend and ratio, turnover analysis and managerial, line staff judgmental forecast helping achieve the 4 rights objective ( the right person at the right time in the right place with the right coast ).
Functionally: ensure the recruitment resources through internal, external & outsourcing staff need, identifying the methods of recruitment like skill bank, corporate website, media and job fairs, identifying the selection criteria, train and sharing in the interviewing process, ensuring the hiring process working in the right track through accurate contracting, managing for information, orientation and employee handbook.
Talent management: building the training policy and process by training need analysis, program design, program implementation, program evaluation and supervise the training manager in the technical and administrative and soft skills training.
- Monitors workforce trends and identifies potential staffing issues (labor shortages or overages) and recommends appropriate solutions.
- Looks for productive and cost efficient ways to change the employment model when necessary.
- Builds selection capability among clients; which includes ability to target specific needs of position and ensures inclusive approach to candidate pool.
- Knowledgeable in compensation strategies and programs, and able to interpret, explain and transfer knowledge to clients.
- Analyze and assist when changes in compensation strategies are required, in order to support the business strategy.
- Offer recommendations on compensation issues and ensure consistency approach and application.
- Provide recommendations and guidance around job design and evaluations to establish competitive compensation recommendations.
- Ensure compensation decisions support the level of individual and organization performance required.
- Implement positive employee relations strategies and develop solutions.
- Proactively, work with and coach leaders to ensure workplace concerns are addressed.
- Initiate action plans and monitor results.
- Develop communication strategies to support plans when necessary.
- Actively support employees through listening, considering employee interests, guiding, explaining and pursuing appropriate action while balancing interests of all stakeholders.
- Act as liaison regarding corporate HR initiatives; provides feedback; offers alternative solutions when problems are identified.
- Facilitate investigations, offers options regarding employee issues and provide recommendations to leaders.
- Facilitate development, implement and advise on human resources policies, practices, and procedures for assigned area(s).
- Monitor and investigate compliance with corporate guidelines, state laws and regulations that effect workforce.
- Serves as a liaison between client, HR and outsourced venders to ensure the needs of the business unit are addressed.
- Provide analysis and recommendations to address performance gaps, in order to improve organizational effectiveness.
- Support and manage the organizational change, cultural transformation, and restructuring of the organization.
- Provide assessment and interpretation of leader capabilities and provide guidance on development plans to improve leader capabilities.
- Partner with business leaders to facilitate employee growth, movement and development.
- Coach and mentor leaders in how to resolve conflict and build consensus in order to support organizational change efforts.
- Engage with business leaders in talent discussions, which include employee assessment, performance and potential.
- Assist the business in developing people strategies that support their business/operational plans.
- Set the short and long term HR strategies and action plans for the entire Co.
- Set and agree on the HR year objectives and it's alignment with the corporate objectives.
- Review and approve the budget related HR issues for the year with all divisions in the Co.
- Review and update all job descriptions for the entire posts as per the international J.D writing methodology.
- Develop a job grading system (pair comparison methodology), fair and efficient.
- Develop a pay structure for the entire existing positions.
- Recruit and talent source calibres through out different resources for all levels of positions.
- Conduct yearly performance appraisal for both management and stuff levels.
- Manage, develop and control all HR functionally and strategically including personnel functions such as payroll, leaves and visas, passport and stuff relations.
- Supervise and reviews the monthly payroll and ensuring that employee's are paid correct pay for hours worked.
- Preparation job grading, incentive schemes, bonus scheme salary structure, system of increment which related to performance appraisal system.
conduct analyses to determine staffing numbers, skills and needs to meet the organisation's objectives
analyse the skills and qualities required for each particular job and develop job descriptions and duty statements
advertise staff vacancies, assess applications, interview applicants, give selection tests, prepare reports and make recommendations to management about staff appointments
maintain the personal records of employees on matters such as wages, superannuation, leave and training, and prepare associated management reports
arrange for and conduct staff training
use a number of management information systems to record, maintain, plan and manage the organisation's human resources
provide advice and information to management and employees on personnel policies and procedures, including equal opportunity, anti-discrimination and occupational health and safety programs
advise employees on work matters, career development, personal problems and industrial matters, and organise employee welfare services such as canteens, first aid, superannuation and social activities
take part in enterprise bargaining talks where employees, management and unions discuss the development of specific work arrangements and conditions (e.g. pay and hours of work)
help put in place organisational changes (e.g. those following from industrial relations legislation, revised job classification structures or technological changes)
take part in strategic management.
Business & Finance
Business & Finance