أحمد عجمى

• Working as a HR business partner in identifying the business needs in terms of effectiveness and efficiency, as well as areas for process improvement, develop business case and map road to continuous HR process.
• Implementing HR Strategies to sustain the growth of the organization as part of HR Strategy and direction including the action plan against HR milestones including Manpower Planning, Organization Structures, Competency Development, Performance Planning and Measurement, Talent Management, Cost Effective Management, KRA’s & KPI’s.
• Giving strategic inputs to the executive management on new ventures, mergers and acquisitions.
• Confidential Coaching and advising to the regional head on all regional initiatives.
• Writing, presenting and executing the HR Business Plan in line with the overall corporate business plan on an annual, 3 & 5 year basis. Playing the strategic business partner role for all of the line directors and heads of departments.
• Administrating the entire HR Operations covering the following functions ER/IR, Recruitment, C&B, PMS, HRMS, Strategic Organization Planning & Development and Payroll as part of HR delivery.
• Making Competency framework based HR decisions like resource allocation, promotions and talent management.
• Establishing and developing an effective human resources program, providing leadership, designing and implementing HR strategies and plans to support business objectives.
• Reviewing the overall organizational structure, restructuring needs and suggesting changes accordingly, along with outlining policies and procedures.
• Selecting, introducing and implementing the ERP System for developing HRIS process as part of Development of Organization Capabilities.
• Advising on the development, maintenance and monitoring of strategic Human Resources policies, standard operating procedures, values and practices and interpreting policies and procedures for the staff.

• Working as a HR business partner in identifying the business needs in terms of effectiveness and efficiency, as well as areas for process improvement, develop business case and map road to continuous HR process.
• Implementing HR Strategies to sustain the growth of the organization as part of HR Strategy and direction including the action plan against HR milestones including Manpower Planning, Organization Structures, Competency Development, Performance Planning and Measurement, Talent Management, Cost Effective Management, KRA’s & KPI’s.
• Giving strategic inputs to the executive management on new ventures, mergers and acquisitions.
• Confidential Coaching and advising to the regional head on all regional initiatives.
• Writing, presenting and executing the HR Business Plan in line with the overall corporate business plan on an annual, 3 & 5 year basis. Playing the strategic business partner role for all of the line directors and heads of departments.
• Administrating the entire HR Operations covering the following functions ER/IR, Recruitment, C&B, PMS, HRMS, Strategic Organization Planning & Development and Payroll as part of HR delivery.
• Making Competency framework based HR decisions like resource allocation, promotions and talent management.
• Establishing and developing an effective human resources program, providing leadership, designing and implementing HR strategies and plans to support business objectives.
• Reviewing the overall organizational structure, restructuring needs and suggesting changes accordingly, along with outlining policies and procedures.
• Selecting, introducing and implementing the ERP System for developing HRIS process as part of Development of Organization Capabilities.
• Advising on the development, maintenance and monitoring of strategic Human Resources policies, standard operating procedures, values and practices and interpreting policies and procedures for the staff.

• Exceptional planning, organizational skills with demonstrated ability to manage multiple priorities in a rapidly changing environment.
• Improved and increased employee performance by 60% by providing proper training and development.
• Efficiently reduced recruitment cost and employee attrition turnover rate to 10%.
• Increased return on investment by training and development by 40%.
• Developed and maintained a pleasant & creative work environment, constant review of HR Policies and their implementation, statutory compliances, professional staff development, welfare and general administration.
• Played a critical role in driving change throughout the organization to support new business initiatives and the expectations for organization Consolidated & analyzed performance reports of superior performers and ensure fast track career growth opportunities to retain talent.
• Monitored, reviewed and implemented progressive and proactive compensation and benefits programs for application in the company including Leadership reward mechanisms, retention pay plans and other incentive programs across the company.
• Planned human resource requirements in consultation with heads of different functional & operational areas.
• Achieved stated targets of the company within the time constraint for consistent success of the organization.
• Ensured compliance to all aspects of employee relations and the resolution of employee difficulties.
• Managed operations including forecasting the future manpower requirement and designed plans for acquiring requisite skills and competencies.
• Consistently aligned human resources strategy with business goals and achieved significant improvements in key business metrics such as profitability, revenue, employee turnover and productivity.
• Ensured high standards of performance of all staff within the group of services, acknowledge good performance and tackle poor performance positively and effectively,

• Provided all HR & Administration Policies & reports for each cost center and for the whole business Unit.
• Performance, Rewarding management, Strategic Development, recruitment from outside & inside the UAE, employees relations, Retention together with employees problems .
• Studied and prepared annual budget for Personal department and expediting approval from management board.
• Performed and Over-saw the execution of Personal procedure as per relevant authorization matrices.
• Monitored and provided advice for the financial and administration risk of each cost center.
• Maintained the staff personal records together with processing visas, Leaves & ticketing procedures.
• Supervised the employee’s transportation systems, the employee’s accommodation, facility management and assets.
• Performed exit interviews to study the reasons of retention & corrective actions to be taken to avoid any HR Problem.

• Solved the whole staff administrative problems ( Company staff was 3000 Engineers & workers from Various Nationalities ), visa issuing and renewal and cancellation, tickets reservations, solved accommodation problems, issued social insurance and life insurance .
• Issued company Policies and procedures together with recruitment plans and studied the retention reasons.
• Participated in compensation and benefits surveys to identify market trends and recommended changes in remuneration policies.
• Identified salary anomalies and recommended salary reviews.
• Revised the staff attendance sheets and works closely with the payroll department in preparing workforce costing.
• Interviewed staff from the administration points of view after coordination with the other departments to enhance business development.
• Delivered a global administrative strategy and implemented changes in the administrative policy which resulted in successful outcomes.
• Studied and negotiated the strategic plans for business development from the administrative point of view with the management board.