Group HR Head
ARMA Group
مجموع سنوات الخبرة :12 years, 3 أشهر
Recruitment and Selection
•Provided a strategic direction & daily oversight on recruitment needs and programs. Collaborated with the HR Manager and Executive Team to develop and implement recruitment & assessment strategies.
•International recruitment ( Philippine - India)
•Developed and maintained an up-to-date Manpower & Resourcing Plan based on company needs; Worked closely with Divisional Managers to understand and agree business, growth and related resource requirements on an on-going basis, ensuring the integration of Resourcing, Succession Planning and Career Development activities.
•Managed the fulfillment of recruitment requirements accordingly ensured that recruitment exercise are carried out as per policy and standards.
Talent Management
•Design, manage & implement talent management processes, policies and systems to develop a robust talent pipeline in the organization
•Define & implement career paths, IDPs and career progression models for current & future organizational needs
•Work closely with the business to assess development needs & competency gaps of the organization
•Develop programs, initiatives and processes for implementation of existing and new processes in the areas of management review, talent review, and succession planning & mentoring
•Program manages the Learning and Development portfolio. Ensure learning programs aimed at aligning talent management with organizational goals. Ensure that development initiatives are conducted for identified training needs.
•Execute high-impact learning strategies that enhance people and business performance
•Conceptualization and implementation of the Performance Management (PM) framework, models, policies, processes, and initiatives while adhering to the global program
•Employer Branding
OD& Performance Management (success factor)
•Deliver and maintain effective performance analytics and reporting.
•Agree with top management KPIs, performance Metrics
•Monitors KPIs, performance Metrics against thresholds and provides clear status reporting and dashboards to Business Heads.
• Analyze the Performance Appraisal data to determine strengths and weaknesses.
•Monitors the performance of the employees and recommends the continuity of the good performers.
•Analyze the departments employees to determine the performance result (exceed, above average, average, below average and poor) according success factor evaluation.
•Prepare Second line through succession planning and competencies matrix by using 9 boxes and Coaching
•Implements performance management and spearheaded the review of compensation and reward programs of the company. Accordingly, acquired and executed appropriate change in employees’ remuneration.
•Create MPP and review it by work load analysis.
•Review all JDs to achieve company goals ( same approach)
•Analyze all MPP Skilled, Semi-Skilled and non-Skilled
•Design the organization structure on SAP
•Design and implement competencies project.
Employee Engagement
•Measure the moral of employees (employee satisfaction survey)
•Analyzing the survey responses
•Determining the negative points and create solutions to cover it.
•Make retention plan for potential employees.
•Assist the Internal Communication and Engagement team with the organization of, and content development for, key organizational events such as management conferences and virtual meetings.
•Review and develop onboarding process to assure that the new employee understand our policies and procedures.
Compensation & Benefits.
•Design salary structure according hay salary survey and job master.
•Developing compensation and rewards strategies that attract and retain talent.
•Performing salary reviews based on market and sector specific benchmarking to ensure competitiveness.
•Providing support on offer management as required
Organization Development and performance management
•Oversees the development and implementation of an agency-wide performance appraisal program and provides advice and recommendations.
•Oversees the development and implementation of agency core competencies, core values, and key performance measures into performance appraisal system.
•Analyzes and reports on measurement results.
•Provides ongoing oversight and support to ensure that performance measures are being used to effectively manage operations, identify and manage risks, and effect organizational change.
•Develops and conducts presentations and training to agency management and staff on the performance appraisal system.
•Provides training to all levels of staff on performance management and systems.
•Conducts assessments and gap analysis on employee skills and training.
•Assists with developing training plans, identifying educational opportunities for employee development.
Training & Development:
•Prepare & implement Annual Training plan based on training Needs Assessments and monitoring its implementation to ensure the company’s employees are competent enough to achieve organizational goals.
•Plan, organize & develop training programs & materials/ manuals, visual aids & other educational materials for employees for the in- house courses & off the job training.
•Search for courses, outlines, materials and training providers to develop new programs.
•Measure the effectiveness of training workshops, sessions, courses & seminars on the employee’s performance
•Monitoring & reviewing the progress of the trainees & measure the training feedback through evaluation forms, questionnaires & discussions with managers.
•Compile the annual training plan through the Performance Management System & manage the overall training.
Recruitment & Selection:
•Conduct the whole Recruitment process and Monitor Manpower plan activities, and ensure that all promotions, transfers, recruitment of all staff are within the approved policies & procedures.
•Conduct Manpower analysis & discuss Manpower needs according to the business objectives.
•Responsible for conducting, updating & modifying all job descriptions & specifications for all positions within the company.
•Develop a pool of qualified candidates, search & recommend new sources of professional recruitment channels.
• Responsible for screening CVs and selecting the short list potential candidates.
•Conduct telephone & face to face interviews for junior/ senior & managerial posts for all positions.
•Conduct regular meetings & follow-up with line Managers to determine the effectiveness of recruiting plans and implementation. Prepare job Offers for the Accepted Candidates.
•Conduct Orientation Sessions for newly hired Employees.
•Conduct exit interviews, analyze & develops exits reports.
•Supervise the HR specialists in implementing recruitment reports, hiring documents, and employee’s placements.
Perform the search in accordance with the required qualifications, job descriptions and specifications.
• Use recruitment websites to post jobs and find candidates.
• Manages full candidate life cycle for all candidates to insure a streamlined process that is efficient and offers a positive candidate experience.
•Assist in updating company manpower plan.
•Update Employee’s Job Profile.
- Attracting, screening, recruiting and selecting highly qualified candidates for the company and conducting initial phone interviews.
• Conduct interviews up to senior levels. Arrange interviews for management levels. Prepare job Offer to selected candidates and Letter of Rejection to unsuccessful candidates.
• Conduct exit interview.
- Develop and maintain relationship with employment agencies, universities and other recruitment sources.
-Identifies training needs and training gaps in the organization in a close cooperation with the HR Business Partners and line managers.
-Plans training courses and sessions and manages and monitors the assigned training budget.
-Cooperates with the external training vendors and delivers tailored training programs and courses.
-Evaluates the quality of training courses and implements improvements.
Developing the annually company Organizational Charts with line managers considering organizational & departmental objectives.
-Drafting job descriptions and identifying core competencies required for the position.
-Performance Management system: Generate Performance assessment procedures using both tailored and standard competencies (KPIS).
-Ensures that all employees have completed Goal Setting plan at the start of the year.
-Assist in communicating measurement standards and key performance indicators to all members of the organization.
-Manages the annual performance evaluation process and cyclical activities.
1-Drafting job descriptions and identifying core competencies required for the position.
2- Repairing and posting the vacancies on our website.
3- Supporting the recruitment function by screening, interviewing and selecting candidates, whenever required while ensuring efficient comments documentation.
4- Coordinating interviews with the relevant managers.
5- Supports the Human Resource Director and department staff for the purpose of assisting in the performance of their work activities.
6- Create a Selection Process Flow Chart indicating the sequential steps involved in the process.
7- Identifies training needs and training gaps in the organization in a close cooperation with the HR Business Partners and line managers.
8-Plans training courses and sessions and manages and monitors the assigned training budget.
CIPD Qualification
Accounting