HR Manager and Business Development
Al-Ittefaq Steel Products
Total years of experience :27 years, 2 Months
Develop and recommend new HR strategical Policies, research and analyse the changes, lead execution and compliance
Analyzes compensation norms, market and recommend competitive compensation and benefit bundles
Develop metric based process and work flow of continuous improvement and innovative agility to adapt to the best industry practice
Organization design and development to achieve HR process procedural excellence
Guide Policy Committee by researching, developing policies and procedures
Associate with External Consultants for compensation, employment surveys and feedback Developed a new Grading and Salary structure Responsible to set the organization’s compensation strategy, incentives and bonuses
Direct and oversee salary adjustments / merit increments, disbursal of bonuses, incentives
Manage the annual HR budget and balance between cost
Managing the entire payroll operations
Design and implement Performance models, managing appraisal process
Evaluate performance reports and apply force ranking / bell curve norms
Introduced Balanced Scorecard
Strengthened the appraisal with focus on job skill advancement, job enrichment and multi-skilling,
Partner and influence all key levels of Organization and cross-functional stakeholders and to work closely to understand their business strategy, growth targets, talents acquisition and retention strategies
Define and lead talent acquisition, sourcing and hiring/staffing requirements and partner closely with stake holders and build strong working relationship with Ops
Design and deliver innovative sourcing strategies and solutions
Provide consultative service and positively influence various levels of the organization to develop valued relationships with cross functional stakeholders and recruitment partners
Responsible for management of talent acquisition
Manage hiring process, providing recruitment expertise, decision making support, market intelligence, analysis and insight to business leadership
Review recruitment agencies service level agreements (SLAs) and conduct annual surveys
Support and manage working relationships with vendors
Adopted a pragmatic Saudization strategy
Liaison between multi business entities within the group and act as key business partner
Suggest and provide specific HR solutions with resources, tools, and technology
Provide expert analysis, guidance and support to regional operations
Ensure that the delivery of HR Services is accurate, efficient, timely, cost effective
Develop strategies for HR technology and digitalization
Lead, delivery of large, time bound and complex HR online projects focusing on highest standards
Responsible for Organizational level communication on HR transformation strategies
Accountable for training on HR technology
Organization design and development of Organogram, ISO, T.P to achieve set objectives and lean organization
Align HR objectives with that of corporate strategies
Plan and lead various employee engagement activities and forum
Ensuring the prompt resolution of employee grievances & maintaining cordial ER
Ensure that people at all levels of the organization possess skills, knowledge and experiences and that they are motivated to learn, grow and perform
Conduct Employee Skill Inventory and Surveys & initiatives for improving employee productivity, building capability
Achievements:
Pivotal in re-structuring HR policy manual and passing and implementation of policies
Provided assistance to create a Safety Manual
Secured ISO 9001:2015 and CARES UK
Enhanced process procedures and work and process flows
Essayed a stellar role in developing new Compensation & Benefits Structure with Grading & Salary and New Sales Incentive Plan (SIP) and credit of being associated with External Consultants
Reshaped monthly payroll & salary disbursal system
Formulated a new Performance Management System introduced Balance Scorecard and Multi-rater (360 D) evaluation
Associated in Succession planning and career growth
Key Accountabilities as HR Business Partner:-
• As Business Partner act as key contact for various business subsidiary companies on HR support ensuring high level interaction and active involvement in solving a variety of HR matters between HR and organizational units of which business support to Aramco, Sabic affiliates, and JV partnerships
• Assist CHRO directly overseeing HR to provide wide range of HR Specific and generic services
• Assist CHRO in realizing top level succession program implementation
• Seek to achieve Star Tracker Program, Creation and assignment of Acting Roles
• Understand organizational link to HR Business Partner role
• HR partnering by acting as Center of Excellence COE
• Nurture a business finance acumen and able to present business cases
• Capable to understand organizational business strategy
• Ability to plan, design, create and executive HR strategy and plans, policies and procedures
• Lead HR Ops for multi-business units including Aramco and Sabic Manpower supports with service extended to employees of over 10, 000
• Seek to apply management strategy of HR Centralization and shared services HRSS
• Assist Finance in preparation of Annual Manpower Budget and monitor it
• Meet regularly the Business Unit GMs to assist in their HR plans and act as advisory on policies, recruitment, Saudization, compensation, retention, Nitaqat compliance and talents management
• Prepare and present HR Business Plans for various business units long term and short term
• Involve in centralizing HR functions consisting of various business groups and efficiently execute the plan
• Play a key role to automate various HR activities
• Review and update the Organogram and JDs
• Re-vamp training and skill development activities
• Identify system and process lapses and seek to take corrective and improvement measures
• Lead and direct HR line management including area operations
• Participate in overall group Nitaqat planning and implementation
• Participate in Salary and compensation surveys, CI and engaging external consultants
• Involve in new business and contract award stage by actively evaluating the bids and P.Os in terms of manpower utilization and form a member of bid and estimation panel for new business
• Seek to maintain effective employee engagement
Key Accountabilities as HR Business Partner:-
• Analyze HR process performance and present Weekly Quarterly / MIS Reports
• Management of Performance Appraisal
• Administer Employee Contacts Renewal
• handle employee merit, promotions, incentives, and bonuses
• Coordinate for medical Insurance and Vehicle lease
• Conduct Job Analysis and Evaluations
• Analyze and report employer turn over and propose for Retention of skilled workers
• Handle Employee counseling, guidance
• Ensure Implementation of Company Policies
• Assist holding / group level legal and policy reviews
• Management of Payroll & salaries, OT
• Management of employee leave process with complex system and diversities
• Involved at new project bid stage to know client needs
• Create JDs and review periodically
• Engaged in Annual Survey / Feedback of Recruitment partners and SLAs
• Developed annual Recruitment Calendar and plan
• Manage Recruitment Functions of Equipment Rental and Scaffolding units
• Organized Offer and communications with managerial and key candidates and overseeing deployment
• Liaise with Projects for manpower movement
• Conduct Annual SWOT analysis, gap identification and action plan
• Ensure Job Rotation, Skill Advancement, T+D and career path measures etc are charted and applied
• Advise for Labor and Legal case handled
• Act as Organization Development liaison and assist ISO / QMS and TQM implementation
• Visit company and contractor camps to improve employee wellness activities
• Attend client / site meeting with Ops team
• Ensuring the facilities and infra-structure is guaranteed for employees at stipulated standards
Involved in HR Planning - Manpower hiring, Seasonal hires, Visa Conducted Job Analysis, Personnel Profiling
Engaged in Attrition Analysis and Employee Retention tools
Administered Motivation, Incentives, Rewards, Bonus, etc
Supervised T+D and Career Development Plans
Played key role ISO Certification and Implementation
Represented HR&A periodical GASA/Airline Audit Teams
Performance Appraisal Management & Promotions - All levels
Annual Increments and Bonus & ex-gratia payment
Administration of all C & B Scheme and health care
Employee counseling, guidance, grievances redressing etc
Advice on Company Policies and its Conformity
Keep abreast with latest HR trends and recommend strategies
Administration of Monthly Payroll of all level employees
Management of Salary distribution
Settlement of Salary and Overtime disputes
Administration of employee leave activities
Employee Relations
Work assignment to subordinates - a team of 12 employees
Contributed in efforts of Saudization of Saudia Operations
Corporate level HR strategic support to regional ops
This was an HR professional practioner Licentiate Program which comprises of key areas of HR Management that includes Strategic HR Business Partnering, Compensation and Benefits, Learning and Development, Talents Management, Performance Management. The course duration is one year and mode of study includes class room sessions, trainings, workshops, project works, presentations, online tutorials and exams at Dubai in various schedules The licentiate program is run jointly by Middle Earth World HR Board Association MEHRBA and Carlton Advanced Management Institute CAMI at Dubai.
The CHRM is inclusive of an HR Practitioner certification namely CHRP. The course module consists of 10 HR major topics which are the key HR functions like HRM, Strategic HR, Job Analysis and Evaluation, Recruitment and Selection, T&D, Performance Management &Reward System, Manpower Planning, Payroll Administration, HR Budgets, HR Audits, HRSS & Outsourcing etc
I have secured First Rank in Theory and practical in this course
First Place secured