Human Resources Business Partner
kleindienst Group
Total years of experience :13 years, 6 Months
• Strategic HR Management
Responsible for creating and implementing a restructured HRD foundation strategic plan, to convert the transaction based model into a dynamic and specialty-based model, with implementation of center of experts and shared services.
Responsible for creating and maintaining a Human Resources Management framework (Plan, structure, information systems, Policies and processes).
Responsible for creation of well-being programs and processes.
Creating developmental plans and succession planning for key positions.
Implement risk management framework and contingency plan.
Ensure the health and safety measures are implemented in the work place.
• HR Operations and Services Delivery
Provide support to all levels of management and practice business partnership.
Provide sound HR advice to the management and sound decision making.
Handle employee relation issues and conflicts.
Performing HR analysis and attrition management, help the business in human resources related decisions such as expansion or restructuring the organization.
Lead the HR team towards the development Human Resources of the organization.
Act as policy and process champion.
Responsible for the management and delivery of the payroll and the development of the payroll system and associated pay policies and procedures.
• Leadership Development
Develop, motivate and coach middle management team to drive the organization towards achieving the overall goals.
Assigned as part of the decision-making team.
Driving and influencing strategic and operational people plans and decisions.
Build organizational capability through organizational design, workforce planning, performance development, and talent and succession planning.
Attract and retain the best talent.
Responsible of the design and implementation of the development and succession planning programs.
Advise senior leadership on the knowledge gaps and learning programs to help solve business problems.
Perform training needs analysis in comparison to the performance gaps identified from the performance review process.
Responsible of the training programs development and implementation.
• Strategic HR Development:
Part of the center inauguration project team.
Build the HRD implementation plan and supervise the execution.
Reporting to the project team head.
Responsible of the creation of performance management framework for the center.
Responsible of the creation of the annual recruitment plan in coordination with the service delivery heads.
Responsible of the design of employee engagement programs customized for the center and the specific requirements of the workforce.
Review and modify the incentive programs.
• HR Operations and Service Delivery
Responsible of the HR analysis and business reviews.
Responsible of the implementation of the performance review process and ensure all employees go through the review tool and feedback delivered accordingly.
Responsible of the internal job posting and internal recruitment.
Assigned as point of contact with the shared services teams.
Responsible of handling grievances and carry out the investigations.
Handling of employee relations and conflicts.
Supervise the payroll process and provide the information required.
Insure all polices and regulations comply with country labor laws and governmental directions.
• Learning and Development
Responsible of the design and implementation of the succession planning program.
Developed 20 of the future leaders.
Advise heads of departments on the learning programs added to the learning database.
Perform training needs analysis in comparison to the performance gaps identified from the performance review process.
Design skill development programs to develop employees’ skills.
Measure training programs effectiveness and throughput.
• Strategic HR Development:
Budgeting Planning and execution for the site HR department.
Responsible of the creation of performance management framework.
Participated in the creation of job specific KPIs and KRAs, and Annual Goals.
Responsible of the creation of the annual recruitment plan in coordination with the service delivery heads.
Responsible of the design of employee engagement programs.
Responsible of Organizational development and adjusting the organization levels and hierarchy.
• HR Operations and Service Delivery
Acting as the recruitment supervisor and responsible of interviewing senior level position applicants.
Responsible of the implementation and measurement of the performance review process and ensure all employees go through the review tool and feedback delivered accordingly.
Responsible of the internal job posting and internal recruitment.
Assigned as point of contact with the shared services teams.
Responsible of handling grievances and carry out the investigations.
Handling of employee relations and conflicts.
Supervise the payroll process and provide the information required.
Insure all polices and regulations comply with labor laws and governmental directions.
Maintaining and administrating the HRIS.
• Learning and Development
Responsible of the design and implementation of the succession planning program.
Developed 20 of the future leaders.
Advise heads of departments on the learning programs added to the learning database.
Perform training needs analysis in comparison to the performance gaps identified from the performance review process.
Design skill development programs to develop employees’ skills.
Measure training programs effectiveness and throughput.
Public Law, Civil Law, Labor Law
