HR Manager
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Total years of experience :21 years, 0 Months
Manage, coach and mentor the HR Team
• Use professional insight to identify people related opportunities, priorities and potential risks with managers;
provide meaningful people related KPI’s (or metrics) to managers;
• Proactively work in partnership with managers to ensure that the business is professionally resourced with the
correct numbers, quality, competencies and types of workers needed to achieve current and future business
objectives;
• Train, coach and guide managers in the development of working practices, working environment and culture
which enables and encourages workers to use their discretionary effort and passion to benefit the business;
• Manage the roll out and follow up of regular employee engagement initiatives for own area of the business;
• Assist managers in effectively identifying and developing talent, motivating and encouraging high performers,
medium performers and where appropriate, removing poor performers.
• Plan, develop and facilitate required training activities (internally as well as externally), and perform evaluation
(cost/benefit).
• Give accurate and appropriate advice (seeking appropriate specialist advice where necessary), training and
support to managers to resolve HR issues such as grievances and disciplines (where appropriate take the lead in
investigating and resolving HR issues in accordance with company policy)
• Monitor absenteeism and in conjunction with managers take pro-active action to ensure absence levels remain
within company standards. Take required actions to prevent absenteeism.
• Where appropriate, work with OD to support a change ready culture by anticipating barriers and obstacles to
change and working to remove them; take the lead in planning and implementing simple OD interventions and
change programs to assist managers in achieving their business goals.
• With support from the Reward team, train and coach leaders and managers in the company performance
management process and in overall reward. Build manager capability in the areas of establishing measurable
objectives, taking appropriate reward decisions and communicating the elements of the reward package clearly and
simply.
• Promote feedback mechanisms for employees and managers to influence the continuous improvement of HR
services and processes; Actively support a culture of continuous improvement within the HR department;
• Network with colleagues internally and communities of practice externally to understand current trends an
innovations in HR good practice.
• Leads the implementation of the performance management system that includes performance development plans and employee development programs.
• Designs, directs and manages a company-wide process of organization development that addresses issues such as succession planning, superior workforce development, key employee retention, organization design, and change management.
• Establishes and leads the process to recruit and hire a superior workforce by providing innovative sourcing strategies. Interviews operations, management and executive position candidates; serves as part of the interview team for position finalists. Chairs employee selection process.
• Determines and recommends employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation. Co-leads annual Engagement Survey. Conducts periodic surveys to measure employee satisfaction and employee engagement.
• Coaches and trains managers in their communication, feedback, recognition, and interaction responsibilities with the employees who report to them.
• Coordinates all Human Resources training programs. Provides necessary education and materials to managers and employees including workshops, manuals, and employee handbooks.
• Establishes an in-house employee training system that addresses company training needs including training needs assessment, new employee onboarding or orientation, management development, production cross-training, the measurement of training impact, and training transfers.
• Assists managers with the selection and contracting of external training programs and consultants.
• Monitors and advises managers and supervisors in the progressive discipline system of the company. Monitors the implementation of a performance improvement process with non-performing employees.
• Reviews, guides, and approves management recommendations for employment terminations.
• Leads the development of benefit orientations and other benefits training for employees.
• Leads company compliance with all existing governmental and labor legal and government reporting requirements.
• Protects the interests of employees and the company in accordance with company Human Resources policies and governmental laws and regulations. Minimizes risk.
• Manages employee communication and feedback through such avenues as company meetings, suggestion programs, employee satisfaction surveys, newsletters, employee focus groups, one-on-one meetings, and Intranet use.
Managing the HR functions over five countries (UAE - India - Jordan - Kuwait - Egypt).
Function Authority / Responsibility:
Talent Acquisition
• Work collaboratively with corporate recruiting team in sourcing talent both inside and outside the
organization.
• Coordination of regional intern/university activities in collaboration with the corporate program and
current intern program leaders.
• To include regional on-campus events, career fairs, selection, project placement and administration for
regional events.
• Work closely with operational partners and serve as facilitator for the on-boarding process for all new
hires within the region.
Development and Engagement
• Participate in the development and execution of learning and development initiatives.
• Schedule and coordinate learning opportunities as requested by the regions.
• Facilitate and support open and timely communication of company information.
Talent Management
• Partner with Project Delivery Leadership in all employee relations items: career conversations,
employee development plans, merit increases, performance improvement plans, terminations,
incentive compensation, etc.
• Ensure career goals and practices align individual performance with operational and company-wide
values, plans and objectives.
• Consult/advise operational partners on employee development.
• Assist with Career Development/Succession Planning process.
• Collaborate with Corporate in developing progressive and proactive compensation and benefits
programs.
Employee Relations
• Develop and maintain a personal level relationship with all employees in the Region.
• Provide support, clarification, and guidance as a single employee resource for a wide spectrum of
individual HR-related needs, such as relocation, company benefits, and other company HR policies.
• Assist in conducting exit interviews and analyze data and make recommendations to the company
directors for corrective action and continuous improvement.
• Manage, coordinate and motivate to all employees and workers 120 E.
• Collaborate directly and take care of selection process, training and retribution of all employees
• Ensure that ethical and legal standards are implemented.
• Compile and analyze complex information, and research and develop solutions to complex issues.
• Advise on employment statutes, rules, regulations and policies affecting team members.
• Interviewing candidates and new service providers.
• Maintain knowledge of and ensure compliance with employment-related laws and regulations
• Analyze and modify compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements.
• Oversee the Organizational Development & Training function and develop employee-training programs.
• Maintain inter- and interdepartmental work flow by providing information to and cooperating with co-workers.
• Work with European HR Director on matters involving benefits and workers compensation issues.
• Perform difficult staffing duties, including dealing with under staffing, refereeing disputes, firing employees, and administering disciplinary procedures.
• Provide current and prospective employees with information about policies, job duties, working conditions, and opportunities for promotion or transfer and employee benefits.
Evaluates and verifies employees’ performance through review of completed work assignments as
documented by their line managers.
• Identifies staff development and training needs and ensures training is obtained.
• Write and maintains job descriptions for positions in the organization.
• Designing and developing training and development programs based on both the company’s and the
individual’s needs.
• Assists and advises company managers about HR issues.
• Responsible for delivering all facets of recruiting success throughout the organization.
• Lead the creation of a recruiting and interviewing plan for each open position.
• Developing policies on issues such as working conditions, performance management, equal
opportunities, disciplinary procedures and absence management.
• Administering payroll and maintaining records relating to staff.
• Handles employee exit interviewing.
Contact Center
Accomplishments • Establishing HR structure from scratch in two different companies.
• Member in due diligence process for new acquisition.
• Employees Culture Change.
• Member in Crisis and Risk Management team.
courses: Professional Certificates • EHR (Essential of Human Resources) Certificate – 2008 – (SHRM). • PHR (Professional Human Resource) Certificate –2014 – (SHRM). • HRMP (Human Resources Management Professional) Certificate – 2015 – (HRCI).