HR Head
GE Oil&Gas
Total years of experience :15 years, 2 Months
Lead employee engagement, coach managers on personnel-related issues, align HR processes and systems with business unit and location strategies, and provide HR solutions for all personnel-related processes. Manage various HR functions, including employee relations, performance management, organizational development, compensation & benefits, change management and talent acquisition. Collaborate with executive leadership team to establish and implement comprehensive workforce strategy in support of GE business objectives, spanning across workforce planning, organization effectiveness, talent management, employee productivity, and engagement.
KEY ACCOMPLISHMENTS:
• Improved employee satisfaction 35% by implementing division-wide 360-degree feedback process to identify and correct problem areas.
• Developed policies to address discrepancies with North African countries employment laws.
• Simplified performance evaluation process to achieve buy-in throughout region.
• Conceptualized, communicated, and implemented a plan to control wages and benefits costs.
• Conceived, developed, and introduced new programs after business stabilized, increasing retention by at least 50% and cutting staff costs 15%.
• Offered HR leadership, coaching and generalist support for implementation of GE HR initiatives and programmes, including service awards programmes and others; Represented North African region for oil and gas in related HR forums and local universities.
• Maintained and updated HR instructions and processes per applicable policies and local legislation.
• Identified, selected, on-boarded, trained, developed, and retained world-class talent.
• Implemented appropriate communication tools and systems to ensure effective flow of information.
Partnered with key stakeholders, including board executives, functional directors, and senior management on HR-related
issues. Determined the long-term, clear direction of HR by adapting to a changing operating environment. Defined corporate
structures, roles and responsibilities, ensuring personnel aligned with position. Responsible for change management and transformation, as well as ensuring continuous improvement and streamlining of operations.
KEY ACCOMPLISHMENTS:
• Established several small businesses in growth industries, focusing on sales and operational excellence.
• Identified and cultivated effective and appropriate sources for employees at all job levels.
• Conducted performance reviews with HR managers while monitoring employees attitudes, productivity and performance.
• Governed HR management/payroll system, creating compensation plans & administering employee welfare requirements.
Managed internal organisational and staff development and quality management while designing, developing and implementing systematic quality management and training programmes. Designed new HR policies, ensuring alignment, integration and adaptation of HR initiatives to optimize organisational capability. Led activities for the company’s annual salary review process, conducted job evaluations for key positions using internal and market data, Continuously reviewed and analysed competitive salary information and reported on compensation practices in the external market to ensure continuous flow of highly qualified personnel. Provided tactical support in selection and salary negotiation/fixation for all departments. Monitored all human resource related legal and statutory compliance while adhering to best practices.
WEATHERFORD • Qatar • Oct 2008-Mar 2010
ORGANIZATIONAL DEVELOPMENT MANAGER
KEY ACCOMPLISHMENTS:
• Designed and implemented employee reward & recognition programmes by coordinating with departmental heads.
• Tasked with counselling, goal setting, performance feedback management, and career planning functions.
• Directed preparation and maintenance of periodic management reports.
• Reached HR practices and objectives to inculcate high-performance culture emphasising on empowerment, quality, productivity, standards, goal attainment as well as recruitment and development of workforce.
• Ensured company policies/procedures effective and efficient and followed strategic plan and corporate objectives.
Created and implemented training programs, overseeing the development of careers. Set performance metrics, evaluated productivity, and helped workers create long-term career plans within the organization.
KEY ACCOMPLISHMENTS:
• Designed and delivered new employee culture training initiative for all employees successfully integrating the company's vision and mission to instil a creative and dynamic culture.
• Facilitated training initiatives for executives, managers, and employees related to quality service, coaching, and performance management, resulting in an increase in monthly sales goals.
• Established recognition programs for individual and team improvements that supported company mission
STAFFING MANAGER/AFRICA HR MANAGER (ACTING, SIX MONTHS)
Promoted from HR Generalist to HR Manager for 2 crews’ start-up facilities managing the Human Resources function. Core duties included interviewing, on-boarding of personnel, counselling, employee relations, performance management, and company HR policy compliance.
KEY ACCOMPLISHMENTS:
• Built HR department from ground up as first-ever HR leader, implementing HR standards and compliance, revamping employee handbook, policies and procedures, job descriptions, and introducing performance management system.
• Restructured recruiting efforts for multiple locations across the North African Region by creating an interview and applicant guide and recommending channels for candidate recruitment; integrated to intranet for easy accessibility by all managers, streamlining process and saving 25% in recruiting costs.
• Spearheaded triumphant union avoidance campaign to halt organizing attempts, resulting in a $2M annual savings in employee costs.
• Developed reasonable C&B policy to retain talents; successfully implemented new mobility allowance for field engineers thereby increasing employee retention considerably.
• Called on site Field Engineers to gauge staffing needs, arranged for personnel movement to effect progress through the technical development program. Updated members/ development plans in training database.
Key Responsibilities as HR Manager:
• Coordinated/evaluated continuous improvement of department/team to create a positive work atmosphere. Carried out supervisory responsibilities in accordance with organizational principles, policies and applicable laws.
• Monitored communication, interviewing, hiring and training of employees. Planned, assigned and directed work by leveraging team/individual strengths, managing performance, rewarding/disciplining employees; addressing complaints and solving problems to ensure high performance.
• Participated in functional leadership team meetings, advised business managers on policies, principles, goals, safety guidelines. Ensured adherence to country’s labor regulations, fair/constructive development of union and social relations.
• Facilitated corrective action process with managers to foster continuous improvement, conducted exit interviews, assisted HR team with termination process. Communicated benefit information/compensation practices, HRIS information to Managers.
• Coached managers/ team on Performance Management process to facilitate development of Personal Performance Action Plans.
• Maintained current job descriptions and managed employee performance evaluation programs. Oversaw/ supported annual salary review process, promotions, transfers, bonuses, etc.
• Administered payroll management, streamlined internal communication channels to enhance employee awareness/ motivation.
Key Responsibilities as Sr. Administrator:
• Strove to ensure safe working environment, conditions and equipment, coupled with employee training (including Tripoli office yard staff) to impart necessary knowledge/information for safely executing assigned duties in compliance with company’s QHSE standards.
• Established in-house training system for QHSE to familiarize employees regarding HSE policy/ procedures, confirmed adherence to the same, notified Operations Supervisor on training impact/ performance.
• Managed recruiting/ selection process to provide best talent to departments across the company, efficiently and on time.
• Expedited monthly payroll processing (Dubai) by compiling/ reviewing load charts/ time sheets.
• Established clear measurable goals/ objectives to determine division/corporate HR management team results. Performed team member evaluations professionally/ on time, initiated employee reward, promotions and recognitions based on performance.
• Launched Line Management System (LMS) training to enhance staff skills/ overall growth, and determine appropriate management programs like Schlumberger Management Development Program.
Key Responsibilities as Expatriate Office Supervisor:
• Maintained accurate records of employees, requirements, screened/ short listed candidates, organized interviews.
• Arranged visa processing, liaised with immigration/ labor department authorities for visa documentation/ submission and with government authorities for statutory / other registrations, including all required expatriates documents (residence/ exit permits, licenses, visa extensions)
• Pro-actively tracked notifications for any changes in government rules/ regulations.
• Managed/ assessed recruitment needs, design, implementation and evaluation of recruitment process and systems levels in accordance with company policies, procedures and relevant legislation.
MSc in International Human Resources Management - Cranfield University Certificates CIPD CERTIFIED - UK Advanced Human Resources Management, Dubai Coaching Leaders, Dubai OFS3 Leading and Managing People, Paris Line Management Course, Gatwick, UK Performance Management, Dubai