Senior Manager - Head of HR Operations Department
Warba Bank
Total des années d'expérience :18 years, 7 Mois
• Manage and oversee the reflection and execution of endorsed HR approaches, strategies and administrative position directions on Payroll Systems and guarantee its application.
• Manage, evaluate, and update HR Operations processes and workflows to reflect any changes in HR Policies and regulatory authority directives that arise.
• Lead and manage all payroll transactions to ensure that the bank's payroll operation is administered in an efficient, accurate, and timely manner.
• Identify areas for improvement for team members and act to improve professional development in order to cope with any changes in HR operations that may be necessary.
• Ensure employee information is secured to preserve the confidentiality of sensitive information in accordance with HR policies and procedures.
• Manage and oversee the efficient processing of staff appointments, transfers, promotions, salary adjustments, and terminations, as well as ensuring that all changes are reported on HR systems and employee files.
• Collaborate with IT to improve the capabilities of HR Operations systems and increase automation to maximize productivity.
• Manage and control all governmental transactions to guarantee compliance and completion of requirements in a timely and correct way.
• Manage all HR Operations reports and ensure accurate data is delivered on time to offer needed information to stakeholders.
• Manage overall HR Operations budget to ensure that there are no deviations.
• Create a business strategy for HR Operations in collaboration with HR management to aid in the achievement of Group and Organizational goals.
• Manage and monitor all employee on-boarding processes, ensuring that all recruiting requirements are satisfied in accordance with HR policy, procedures, and regulatory authorities' directions.
• Empowering the managers to take HR related decisions following respective HR guidelines and Maintaining best practices to ensure uniformity of operation across organization.
• Supporting the HR sectors to comprehend business necessities by growing their awareness of business insights that enable them to take appropriate verdicts.
• Conducting regular trainings, scrutinizing the employees and sharing legible points with respective groups/ departments. This helps managers regarding better decision making and achieving significant progress.
• Identifying and prioritizing the better business strategies to gain a healthy human resource. By meeting the C- level and managing with HR sectors to provide them a better solution.
• Scrutinizing the meetings to identify current trends and finding reasons for leaving the organization. This helps to eradicate the reasons and boost the work environment which results a healthier HR functionality.
• Handling a legible enquiry process to certify that corrective actions are issued in accordance to the employment law and CBK regulations.
• Providing the feedbacks to HR management with respect to the business perspective. This expands the level of services provided by HR team.
• Acclimatizing and executing the new HR practices, theories, and systems which are formed regularly aimed towards each group/division to ensure capitalizing the employees’ performance.
• Leading strategic initiatives in collaboration with supplementary HR functions by aiming to have a better business. Such a way that the team as well as the individual objectives are achieved in time.
• Assisted the strategic goals planning using KPIs for its implementation.
• Developed the organizational structure of the Bank through strategic planning and arranged the business needs
• Analyzed the departmental and organizational status to update it with IBK’s strategy.
• Notified the management with updates on regulation changes by providing up-to-date labor registration data.
• Evaluated the compensations and benefits of employee compared with other banking organizations
• Arranged employer training in coordination with the department by building training calendars, evaluating the costs of training programs and selecting qualitative trainers within budget.
• Overseen the staff procedures with IBK Policy in order to ensure compliance.
• Supervised the writing and restructuring of the policy and procedure of IBK.
• Provided a focal point to answer all external and internal audit points, CBK points.
• Supported in the implementation of the performance management system; developed and supervised yearly appraisals and evaluations of approximately 500 employees following KIA’s policy.
• Elaborated KIA’s organizational structure through the process of assistance and preparation.
• Represented compensations, benefits projects and studies of KIA.
• Studied and analyzed the current departmental and organizational situation for the development of KIA’s strategy.
• Provided solutions by analyzing organizational obstacles.
• Developed evaluation patterns using the before/after training forms, approval and recommendation forms.
• Estimated budgets in order to prepare training plans.
• Organized recruiting events such as in-person interviews with candidates, telephone screenings, visiting schools and universities to ensure recruitment of the appropriate candidates pertaining to departmental needs.
• Supervised staffing, recruitment, induction program, contract negotiations, etc.
• Generated IHPGC’s organizational structure by guiding through the process.
• Aligned the staff procedures with the Company Policy.
• Scheduled and supervised the training and development courses for each department.
• Counselled in the analysis of employee compensations and benefits, as well as documenting the Company Policy & Procedure.
• Established the career path programs by evaluating each training course.
• Developed job descriptions for suitable recruitment.
• Oversaw staff procedures with the Company Policy in order to ensure compliance.
• Performed day to day operations and HR activities for a company of 400 employees.
• Recruited Avenue Mall crew and all other departments into the organization.
• Anticipated future hiring needs and kept track of recruiting merits in coordination with the department managers.
• Arranged organizational development (Structure, career path) through the creation of contracts and letters for the selected candidates.
• Estimated and compared yearly training budgets to the current ones.
• Scheduled and coordinated training courses for various departments (coordinating with institutes, hall preparations, IT, materials, catering), following internship programs with local universities.
• Planned and managed social affairs activities such a blood donation and spring camp.
• Designed and updated job descriptions for the organization.
• Compared to employee compensations and benefits by analysis
• Assisted in the inscription and restructuring of the Company’s Policy and Procedure.
• Prepared and issued different documents (Salaries certificates, service certificates, resignation acceptance and termination letters).
• Supervised the preparation, maintenance, and update of the employees’ personnel files (records, termination letters, and leaves).
• Communicated with insurance companies for the employees’ medical needs.
• Directed day to day HR and Administration activities by administering and seeing them through.
• Provided the essential documents to the representatives in order to keep track of residence renewals, initiate the legal process for new work, visit visas, and local transfers.