Administration
Elite Technologies
مجموع سنوات الخبرة :45 years, 11 أشهر
Oversee HRIS system Workday HCM workflows, initiate and create proper forms that need to
be filled for a proper workflow. Create HRIS Wirkday HCM methodologies for automation of
HR routines such as Leave Administration and Management (to include compliance with UAE
Labor Law and Company Policy). Managing Sick Leaves, Specialist Treatment Leaves, Annual
Leaves, Compassionate Leave, Death in Family Leave, Hajj Leave (once during tenure),
Unauthorized absences and so on. Create online workflows for employee information, payroll,
disciplinary actions, employee documentation, job descriptions, performance management
automation including employee self assessment, employee reports, occupational health
reports, pension contributions for Nationals, end of service gratuity administration for
expatriates, compensation and benefits, training and seminars for employees and
Managers/Supervisor on Workday HCM, reports and attendance. Created Recruitment portals
to attract talent directly to a company. Created also headhunting procedures for hard to find
talent for vacancies needing specialists in their field.
Qatar Petroleum; Head, Employee Relations and occasionally
End-to-End recruitment process for many Depts. such as Medical and Occupational Health
(Physicians, specialists, pharmacists, lab staff, nursing and medical equipment technicians).
Engineering (on- and offshore) Accounting and Finance Staff, Security and Fire, Safety and
such as Air tickets, Employment Visas, Business Visit Visas, Residence and Exit Permits and all
matters of the Interior Ministry.
Excerpt from the Head, Employee Relations Job Description:
1. Attendance Management - Responsible for setting appropriate standards for attendance
and timekeeping, in line with global best practice. Effective communication of these
standards to all employees. Recording and reporting of absence levels per business unit, and
per company. Trend analysis. Management of employees who do not meet the standard
through counseling meetings, and disciplinary actions as necessary.
2. Performance Management - Responsible for management of employees who do not meet
the required performance standards during the appraisal process. Coaching and counseling.
Recommendations for additional training, disciplinary action when appropriate. Point of
contact for hiring manager’s concerns or queries in regards to employee performance.
Consistent management of employee performance and conduct across business units.
3. Employee Retention - Responsible to work with employees and Business Leaders to set and
implement retention strategies. Conducting exit interviews, report and track attrition levels
and reasons for leaving. Trend analysis and corrective action.
4. Conflict Resolution - First point of contact for employees and line managers in the case of
conflict in the workplace. Conducting investigative meetings. Taking appropriate measures
to ensure a satisfactory outcome for all parties. Ensuring all employees are aware of the
grievance procedure, dealing with grievances via the approved process.
5. Management Engagement - Responsible for measuring Departments’ and employee
engagement via surveys, identifying areas for improvement, and ensuring corrective action is
taken. Liaising with Management team to gain support in strategies to improve employee
engagement. Consistency of feedback and communication to employees.
6. Management Errands - Responds to many errands emanating from The Amiri Diwan and/or
MD’s office regarding reinstatements, decisions on early retirement, employees’ complaints,
special events long leaves, long leaves following patient escorts, extensible medical leaves
beyond 6 months for Expats and 1 year for Nationals. Any errands coming from DA’s, HR’s
and HRA’s offices regarding Employee Relations, Development and even trainees issues
labor permits to get such nursing staff to the hospital. Searched and found a recruitment
Agency in India to attract nursing staff only with BSC in Nursing degree and experience from
Apollo private hospitals chain. Managed the CVs received from the Agency and together with
the Chief Nurse, made a short-list of applicants to interview at
Create an Employee Relations/Human Resource Dept. from scratch per a recommendation by
Mobil Oil’s Consultant, Arthur Andersen Consulting. The job encompassed the creation of a
Policy and Procedure Manual, all relative Forms and Applications, Creation of Employees’
Personnel Files, monitor Social Insurance Contributions, annual budget, compensation and
benefits, car loan and housing policies, job descriptions and performance appraisals, liaison
with Ministries of Labor, Interior and Foreign Affairs for employment visas, Saudization and
career development for Saudi employees and developees, training, conferences and business
development. Additionally, was fully responsible for recruitment and retention of both Arab
and Foreign personnel.
Responsible for all admin aspects in this 4-year project including, project support for the
import and compliance of
An air defense system (Vulcan 20 mm from GE), Aircraft drones for training purposes, all
spare parts, materials and accessories per the company’s contract with Government. Insure
that the warehouse has the necessary parts in support of repairs, periodic maintenance and
stock whenever needed by the Project. Insure to reorder the necessary parts to arrive on
time before any shortages appear. Insurance compliance with the Project’s contract and also
compliance with requirements of the HQ of the Saudi National Guards. Train nationals to
Municipal Services, teachers and assistant teachers for QP’s 2 colleges in Dukhan and Mesaieed,
Offshore operations staff, HR support staff, Finance, Offshore Marine and General Services.
Assisted in manpower planning and deployment of Qatari staff. Experienced and fresh
graduates. Assisted in structural reorganization, created job descriptions and salary grading as
well involved in compensation and benefits. Verified university degrees from issuing colleges
for authenticity. Did headhunting from major organizations to attract right staff for difficult
to fill positions. Recommends enhancement of Recruitment Policies and Procedures to simplify
them leading to reducing recruitment cycle by 2 months within 2 years. Involved in Employee
Retention and Attraction schemes. Benchmark salary scales and benefits with other Gulf Oil
and Gas companies, both national and international.
Excerpt from the Recruitment Supervisor Job Description:
1. Responsible for different Depts. In QP to fill up job vacancies. Target for 2011 is to hire
over 220 candidates!
2. Assists and participates in the planning, organization and control of the recruitment
selection process to employ suitable, qualified Senior Staff (SS) Employees as well as
Employee Level Staff (ELS).
3. Has regular contacts with the Directors and Senior Managers of QP in filling these
vacancies.
4. Insures the provision of required clerical administration and selection work.
5. Screens, from a technical and experience content, all incoming applicants from direct
advertisements, online and print, as well as from recruitment agencies.
6. Arranges interview schedule, both overseas and local.
7. Liaises with recruitment agencies regarding vacancies; assists in the organization of
recruitment trips and travels to foreign locations to recruit staff.
8. Directly participates in overseas recruitment trips with QP’s managerial and director level
staff; conducts one to one interviews with candidates and negotiates salaries and benefits
packages for indefinite and definite employment contracts.
9. Contract senior staff up to and including senior management positions.
10. Writes special individual contracts for senior staff who are needed for special projects or
HR Administration handling end of service calculations for those leaving
the company, letter handling for all employee matters (letters to banks,
Established in 1978 initially as a maternity hospital. New units were, at the time, Infertility
Clinic and Test Tube babies. Lasik vision correction Unit, Plastic surgery and Laser Clinic.
Marketing of new units at this private hospital that had some 620 employees and 140 hospital
beds including 18 ICU and CCU rooms and suites, as well as arranging seminars thru
pharmaceutical companies for new medicines, hearing aids and new medical breakthroughs
lectured by leading drugs distributors (of Pfizer, Eli Lilly, Roche, Ciba Geigy, GSK, among
many others) in addition to lectures by prominent Jordanian physicians and surgeons.
Published a monthly newsletter with articles written by the hospital doctors, published
brochures for public’s awareness on certain conditions that can be prevented and or treated
properly. Established contacts and contracts with health insurance companies to widen the
customer base. Training of hospital staff responsible for front desk and reception for
customer care, how to answer telephone queries, catering services for patients’ visitors (thru
a cafeteria in the Ground Floor). When the need arose for ICU and CCU nursing staff,
managed to get approvals from the Nurses’ Union and the Jordan Ministry of Health to get
overtake the position to transfer know how in the import and warehouse stock maintenance
of enough spare parts, materials necessary for the Project’s continuity and sustainability.
Help in all administrative matters as well, recruitment of Arab staff for the training of local
staff, salary scale and compensation, establishing personnel and housing policies; job
descriptions, performance appraisals, compliance with immigration requirements,
government pension law, Saudi labor law, medical, life and US workmen insurance schemes,
compensation and benefits, payroll and all aspects of Administration and Employee Relations.
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