HR Manager
QMAX
Total years of experience :16 years, 9 Months
• Study deeply the current situation for all company projects, Identify gaps & areas of development through interviews with key personnel and satisfaction surveys at all organization levels.
• Set HR objectives to be aligned with the overall business strategy.
• Ensure that project resourcing is managed properly in aligning with all projects managers to overcome issues that may impact scheduled deadlines.
• Evaluate & monitor the progress of the HR implemented objectives using KPIs and scorecard
• make sure that organization’s resources have enough capacity to deliver upcoming projects.
Talent Acquisition (Recruitment)
• Establish a structured recruitment process that guarantee a full flexibility with the business.
• identify future talent needs and draw manpower plan to cover sourcing, selecting, interviewing, hiring and finally successful onboarding.
• Assist with managing and increasing utilization numbers on Professional Services team.
• Lead employer branding and analyze the root causes of the turnover.
• Monitor resources workload, and measure their performance.
Performance Management
• Develop/update performance management procedure that support key personnel in setting performance standards for their departments & subordinates.
• Foster a high-performance culture, where valuing learning, continuous improvement and diversity are the norm.
• Monitor, execute and analyze employees’ performance to stand on the development areas.
Learning & Development (L&D)
• Assess/Collect training needs from all sources as company objectives, succession planning, performance appraisals and the direct consultation with the line managers.
• Identify skills matrix for all blue collars and technical segments as a starting point.
• Draw overall and individualized development plan to close the gaps using various methods (coaching, job-shadowing, online training, OJT, …, ).
• Utilize the internal resources by qualifying potentials internal trainers.
• Evaluate and qualify the external training providers.
Compensation & Benefits
• Set the organization’s pay structure, develop a competitive package and ensure that all packages are complying with the country legal regulations.
• Update payroll records by reviewing and approving changes.
• Set benefits plan (retirement plans, pension, health insurance, and other benefits)
Legalities & Compliance
• Keep HR policies and procedures in a full compliance with legal and all QMSs as (ISO 9001- ISO 14001- OHSAS 18001)
• Ensure updating of all legal records for both company and employees are updated
• Be ready to represent all legal books in case of audit to the authorities when needed.
• Maintain a good relation with labor office and social security departments.
• Train Employees on company compliance training.
• Ensure timely application and follow up of visa, work permit and residence for EXPAT.
• Study deeply the current situation for a company, Identify gaps & areas of development through interviews with key personnel and satisfaction surveys at all organization levels.
• Set HR objectives to be aligned with the overall business strategy.
• Evaluate & monitor the progress of the HR implemented objectives using KPIs and scorecard.
Talent Acquisition (Recruitment)
• Establish a structured recruitment process that guarantee a full flexibility with the business.
• identify future talent needs and draw manpower plan to cover sourcing, selecting, interviewing, hiring and finally successful onboarding.
• Lead employer branding and analyze the root causes of the turnover.
Performance Management
• Develop/update performance management procedure that support key personnel in setting performance standards for their departments & subordinates.
• Foster a high-performance culture, where valuing learning, continuous improvement and diversity are the norm.
• Monitor, execute and analyze employees’ performance to stand on the development areas.
Learning & Development (L&D)
• Assess/Collect training needs from all sources as company objectives, succession planning, performance appraisals and the direct consultation with the line managers.
• Identify skills matrix for all blue collars and technical segments as a starting point.
• Draw overall and individualized development plan to close the gaps using various methods (coaching, job-shadowing, online training, OJT, …, ).
• Utilize the internal resources by qualifying potentials internal trainers.
• Evaluate and qualify the external training providers.
Compensation & Benefits
• Set the organization’s pay structure, develop a competitive package and ensure that all packages are complying with the country legal regulations.
• Update payroll records by reviewing and approving changes.
• Set benefits plan (retirement plans, pension, health insurance, and other benefits)
Legalities & Compliance
• Keep HR policies and procedures in a full compliance with legal and all QMSs as (ISO 9001- ISO 14001- OHSAS 18001)
• Ensure updating of all legal records for both company and employees are updated
• Be ready to represent all legal books in case of audit to the authorities when needed.
• Maintain a good relation with labor office and social security departments.
• Train Employees on company compliance training.
• Ensure timely application and follow up of visa, work permit and residence for EXPAT.
• Plan and lead short- & long-term projects for OD programs.
• Assess training needs through succession planning, performance appraisal and consultation with line managers for all the industrial sector.
• Align training with the organization’s strategic goals.
• Draw overall and individualized development plan, then close gaps using various methods (coaching, job-shadowing, online training……, ).
• Create and manage a training budget, ensuring that operations are within budget.
• Utilize the internal resources by qualifying potentials internal trainers.
• Evaluate the effectiveness of training programs and instructors.
• Foster a high-performance culture, where valuing learning, continuous improvement and diversity are the norm.
• Help managers and employees to form a SMART objective then cascade them to be aligned with both departmental and organizational goals.
• Led the talent management in the whole industrial sector for 5 factories.
Create and conduct surveys under the supervision of the HR Manager.
• Track and follow up reports’ progress for all projects related to OD function.
• Collect and follow up all company scorecard and recommend changes.
• Create and implement programs that connect employees with business goals.
• Design and develop training materials.
• Deliver team-building exercises and workshops.
• Recommend training and development systems.
• Identify data collection tools, data sources, benchmarks, and performance targets.
• Help employees to create project timelines and deadlines.
• initiate the performance appraisal process and feedback programs.
• Implement cross training project by implementing Key 15 in Lean manufacturing.
• Share in the certification project of Social Accountability (SA 8000).
• Handle all administrative tasks for on-boarding to the new employees.
• Analyze staffing logistics and organizes documentation.
• Cover all legal compliance for human resource federal and state requirements
• Provide an effective and dedicated HR advisory service to employees in relation to absence and health issues.
• Enrolled employees in social and medical insurance once their joining.
• Review, Update and complete employees’ credentials.
• Create database for the hiring to include all applicants’ details.
• Make a contract with IMC to get benefitted from its grant in training. Hobbies & Interests
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