Head of HR (ALJ Motors E-Commerce)
Abdulatif Jameel
مجموع سنوات الخبرة :16 years, 10 أشهر
ALJ E-Commerce is a new company created under ALJ Motors with the purpose of disrupting the current business model and introducing news ways of doing business.
The Current Role is to lead the creation and implementation of all transformational HR systems.
• Support business stream leaders in designing the business model in their functional areas.
• Designing the Organization Structure that fits the business model for every function and the overall organization structure.
• Design the total assessment process (Competency Framework, Cognitive Ability Tests, Work Sample Tests, and Reference Check) to ensure the proper selection of employees
• Design and implement the Performance Management System.
• ALign with ALJ Motors HR Team to create the Total Rewards systems for ALJe.
• Ride on the current HR System of ALJ Motors in areas like (HRIS, Engagement, Internal Communication, HR Operations, and Personnel).
Promoted to be the Business Partner for the Whole Retail Operations (Sales Operations, Service Operations, Used Cars, and Parts)
• Understands of the commercial business and processes, establish the link between HR strategy and business strategy.
• Effectively applies performance management, engagement, talents, selection and rewards to create a high-performance and engagement culture.
• Ensures that HR services are provided as appropriate to internal client needs, identifies new opportunities where HR can add value, and maintains leading-edge knowledge of HR issues.
• Liaise with functional or operational managers to follow through the execution of HR strategies that are appropriate for the business needs but consistent with the organisation’s overall strategy.
• Support line management in communicating the HR practices in line with the function/business strategy.
• Applies interventions in HR strategy, influences and assists HR change initiatives in support of business strategies.
• Review and benchmark the internal and external environment to improve the HR policies and initiatives to enhance overall business performance.
• Identify and drive the communication and sharing of learning across functions to facilitate continuous improvement.
• Manage, mentor and develop associates and ensure they are provided opportunities for development and that career paths and succession plans are charted out through a Succession/ Progression Development Interventions.
• Understands of the commercial business and processes, establish the link between HR strategy and business strategy.
• Effectively applies performance management, engagement, talents, selection and rewards to create a high-performance and engagement culture.
• Ensures that HR services are provided as appropriate to internal client needs, identifies new opportunities where HR can add value, and maintains leading-edge knowledge of HR issues.
• Liaise with functional or operational managers to follow through the execution of HR strategies that are appropriate for the business needs but consistent with the organisation’s overall strategy.
• Support line management in communicating the HR practices in line with the function/business strategy.
• Applies interventions in HR strategy, influences and assists HR change initiatives in support of business strategies.
• Review and benchmark the internal and external environment to improve the HR policies and initiatives to enhance overall business performance.
• Identify and drive the communication and sharing of learning across functions to facilitate continuous improvement.
• Manage, mentor and develop associates and ensure they are provided opportunities for development and that career paths and succession plans are charted out through a Succession/ Progression Development Interventions.
• Launch the corporate strategy project, and cascade the vision, values, and objectives of the project to the whole company.
• Lead the corporate & departmental restructure.
• Review the job descriptions and update it according to Hay standards.
• Launch compensation & benefits system according to Hay Methodology.
• Create recruitment system and employer branding strategy for the group.
• Launch manager quality assessment as per the company’s competency framework.
• Lead the creation of the company’s value system.
• Create and launch Egypt Foods Corporate Social Responsibility Agenda.
• Launch and implement performance management system and setting the implementation agenda.
• Create the Organization Health Survey (OHS) system, get the input of 90% of the company’s employees and create the corrective action plans.
• Launch the engagement activities agenda in the organization.
• Launch the internal communication vehicles in the organization.
• Act as employees advocate and voice to the board of directors.
• Act as business partner to the functional heads to ensure the implementation of the company’s objectives.
• Develop & implement plan to start up & implement the medical shared services function & organization.
• Identify stakeholders’ requirements & perspective/needs.
• Set & implement a strategy to lead the function, meeting stakeholder’s needs, set targets, and integrate plans across departments, to deliver results, cascade & align measures & accountabilities.
• Set success measures for function’s performance & drive sustainable improvement in operating KPI’s.
• Drive efficiencies.
• Set standards for services offered, deploy, enable, audit, & continuously improve.
• Drive continuous Improvement (measurement tools, improvement in processes executed, enhancement of services offered, … etc)
• Develop systems capability to drive sustained improvement in function’s performance
• Identify, assess, select & deploy enabling tools and services to improve quality & efficiency of the services provided.
• Owns & enhances all medical related policies & procedures
• Manage the medical insurance service provider party and ensure its services are aligned with the Company’s standards, policies & procedures and employees expectations.
• Analyze & determine the medical services needed for each location in order to enhance the performance of medical.
• Partners with medical service provider to maximize system functionalities & improve efficiencies & solutions
• Manage the change & transition, in business & people
• Manage & create an HRSS / medical services identity
• Build, develop, motivate & retain a capable medical organization at all levels
• Motivate & align the medical department employees to achieve objectives
• Collaborate with the Sourcing department in evaluating different suppliers for medical services.
• Receive various offers and table of benefits from medical insurance service providers, negotiate terms and conditions and choose the best in the Company’s and employees’ interests.
• Revise medical expenses reports received from different locations, create cost centers and submit to Finance in order to pay service providers on time.
• Supervise and revise new additions and deletions from the medical insurance records in collaboration with the Personnel department.
• Approve critical surgical operations when required as per medical reports submitted from hospitals.
• Supervise the collection of new hires’ information and submit to medical service providers to issue medical ID cards
• Responsible for resolving daily problems facing employees receiving medical services at different hospitals or clinics.
• Revise medical invoices received from different locations.
• Follow up with the Finance department to release late payments to employees and medical service providers.
• Ensure that all employees are aware of their medical services and also aware of all medical processes related to receiving a satisfactory medical service.
• Analyzing medical complains received via written forms from employees and takes corrective action to ensure a timely improvement for the medical services.
• Direct the level of service provided at the Company’s clinics located in plants and DCs and ensure that they are providing maximum satisfaction to employees.
• Investigate any misuse of medical services performed by any employee and take corrective actions and reporting to their direct manager.
• Direct injured employees to governmental medical authority in coordination with the Personnel department
• Approve D&A tests requested from managers and coordinate with external labs in order to perform such tests and submit results in a timely manner.
Business Partner
• Cooperate with the plant management team to solve the business issues with the appropriate HR intervention.
• Act as change agent to support the future success of the company.
• Transform the business culture toward the required direction.
Manpower Planning
• Preparing in coordination with functional managers plant manpower planning & staffing needs to ensure accurate input in the Annual Operating Plan (AOP).
• Identifying what mix of experience, knowledge, and skills is required and sequences steps to get the right number of the right people.
Staffing
• Identifying the best sources that we can get the best fit candidates from in the assigned area.
• Filing the plant vacancies by promotion, transfer or outside recruitment.
• Managing the selection process.
• Ensure conducting competency based interviews.
Organization Development:
• Cascades as appropriate PepsiCo Values in the plant. Develops and implements initiatives that support understanding and living it to build a positive business culture.
• Manages in coordination with the functional heads the administration of Organization Health Survey (OHS) and In-touch meetings.
• Manages in coordination with the functional managers the implementation of appropriate communication plans and initiatives to ensures the individual and collective relationships between the business and its people are healthy, open and collaborative.
• Manage the objective setting phase with the department heads and ensure having it smart then ensure that all the subordinates understand it.
Employee relations:
• Ensure implementation of the company regulations and investigating all the violating cases.
Administration:
• Creating and updating the employees transportation plan
• Managing the medical services that the company introducing for the employees.
• Managing the site's facility management provider.
First: To follow up the day to day management of HR functions which includes:
Talent Supply: Searching for new sources for the candidates, assuring the execution of the recruitment plans, and updating the Total Assessment Methodology.
Compensation and benefits: Creating and Maintaining salary schemes, creating new incentive schemes, and assuring competitive compensation packages for the company employees.
Training and development: Maintaining the company Performance Management System, and follow up of the execution of the Company Training Plan.
Second: Leading the joint HR Projects with P&G.
Third: Giving Support & Advice to heads of the departments.
First: Performance Management
Planning Phase:
• Designing performance appraisal forms to evaluate the KRAs, KPIs, and Competencies.
• Conducting orientation sessions for all employees to explain the concept of performance management and the roles of each employee in the process.
Coaching Phase:
• Ensuring that the people managers are conducting Mid Year One: Ones
• Participating in coaching sessions to make sure that supervisors conduct it effectively.
Year End Performance Appraisal Phase:
• Conducting orientation sessions to explain the appraisal stage.
• Managing the 360 Competency Assessment.
• Receiving the appraisal forms and analyze them to issue the final appraisal score.
• Design the Work & Development Plans and cascade it to the whole population.
• Ensuring the occurrence of the annual "Coaching Session" with employee to explain the results of the appraisal and the major strengths & areas of improvement.
• Drawing the succession maps to identify the successors for the critical positions in the company based on the results of the appraisal.
Second: Training
• Using the data generated from performance management process, W&DPs, action plans, and succession maps to start the Training Needs Assessment (TNA) process whether to fill the performance gap or to prepare the employees to occupy higher position.
• Designing the company’s overall training plan.
• Contacting training companies to select the best service providers in all training fields.
• Coordinating with the Industry Modernization Center (IMC) to execute the company’s Business Development Path (BDP).
• Follow up on the execution of the training programs to be sure that the objectives of the program are achieved.
• Designing orientation programs on its three levels (Organizational, Departmental, and job) to fasten the induction process.
First: Talent Supply
• Sourcing & Recruitment candidates according to manpower plan to fulfill the vacancies with qualified employees.
• Conducting the Total Assessment process for the candidates.
• Conducting exit interviews to identify the reasons of turnover.
Second: Training & Performance Management
• Conducting the orientation & training sessions on performance management system for the branch employees to facilitate the implementation of the process.
• Participate in analyzing the Performance appraisal results of the branch to use it in preparation of work & development plans
• Participate in making Training need assessment (TNA) for the branch employees to enhance their development points.
• Participate in designing the training plan for the branch employees
• Participate in analyzing & evaluating of training results to make sure of achieving objectives and improve the futuristic training.
• Participating in & preparing the results of job satisfaction survey for the branch.
1. Conducting training needs assessment.
2. Follow up the execution of training programs.
3. Designing questionnaires to evaluate the programs.
4. Analyzing the results of the questionnaire and sending reports to training manager and customer's training manager.
• Introduction to Organizational Design (PEPSICO October 2012) • Investigations Training (PEPSICO) (September 2012) • Principles of Job Evaluation (PEPSICO) Jan 2012 • Competency Based Interview (PEPSICO) December 2010 • Certified In-touch Sessions Facilitator (PEPSICO) December 2010 • Seven Habits of Highly Effective People (PEPSICO June 2013) • Coaching Manager (PEPSICO) June 2012 • Behavior Based Safety (PEPSICO) May 2012 • Foundations of Change Management (PEPSICO) Dec 2011 • Great People Manager (PEPSICO) July 2011
(ILM) Institute of Leadership & Management UK Logic Executive Program “LEP” (Logic) • Module 1: Motivation (April 2009) • Module 2: Six Sigma • Module 3: Time Management • Module 4: Business Ethics
It Was a preparation course for the PHR Certificate and contained the following courses: Strategic Management Manpower Planning Training & Development Compensation & Benefits Employee Relations Risk Management
Mini Certificate in Human Resources (CACE – AUC) • Introduction to Human Resources Management – CACE – AUC –Aug / Oct 2006 • Supervision – CACE – AUC-Feb / April 2007 • Recruitment & Selection CACE – AUC-Jan / March 2007 • Human Resources Information Systems CACE – AUC Jan / March 2007 • Labour Law CACE – AUC July 2008 – September 2008 • Compensation & Benefits (Hay Methodology) CACE-AUC Nov 2008 /Jan 2009 • Training & Development
Human Resources College 1 (P&G) January 2009 Human Resources College 2 (P&G) May 2009
Mini MBA Course: Contains the following courses: Training & Development Manpower Planning