Corporate Director - Human Resources
Katara Hospitality
Total des années d'expérience :19 years, 10 Mois
Overalll responsibility for all people based activity within Katara Hospitality from both an operational and strategic perspective
Responsible for providing timely and credible information to ensure senior level decision making and both day to day management and strategic direction of the organization
Develop and implement an annual agenda for HR strategy in line with the business plan. Ensure HR plans support the needs of the business but are also flexible enough to cope with changes in the organization, as and when they occur
Develop organization strategies by identifying and researching human resources issues; contributing information, analysis, and recommendations to Katara Hospitality strategic thinking and direction; establishing human resources objectives in line with organizational objectives
Implement human resources strategies by establishing department accountabilities, including talent acquisition, staffing, employment processing, compensation, health and welfare benefits, training and development, records management, safety and health, succession planning, employee relations and retention and labor relations
Manage human resources operations by recruiting, selecting, orienting, training, coaching, counseling, and disciplining staff; planning, monitoring, appraising, and reviewing staff job contributions; maintaining compensation; determining production, productivity, quality, and customer-service strategies; designing systems; accumulating resources; resolving problems; implementing change
Developed and implemented a Management by Objective based Performance Management System to inculcate a Performance based culture in the organization. Advised the department heads regarding the objective setting and monitoring for all Katara Hospitality employees
Accomplished special projects (acquisition of properties) results by identifying and clarifying issues and priorities; communicating and coordinating requirements; expediting fulfillment; evaluating milestone accomplishments; evaluating optional courses of action; changing assumptions and direction
Enhanced department and organization reputation by accepting ownership for accomplishing new and different requests; exploring opportunities to add value to job accomplishments
I. Qatar Mining Company (QM)
Position: Senior HR Specialist
Qatar Mining Company ( QM ), wholly owned by the State of Qatar, was established in 2010 to undertake targeted, value accretive investments in the mining and metals sector and to become an international, multi-commodity mining company by 2024. QM’s mandate is to enter the industry across the value chain: investing into currently operating assets; mining development projects and exploration plays from grassroots onwards, which will satisfy QM’s ultimate goal of being an operator as well as an active investor and partner in management.
Key Accountabilities and ownership:
• HR Strategy Frameworks and Roadmaps: Develop the HR Strategy for QM in alignment with the organizational vision and overall business needs in close consultation with QM Corporate Office.
• HR Policies and Procedures: Detail out key HR processes and specific policies & procedures based on applicable labour law requirements, leading practices and existing policies & practices at the Organization. Design and develop authorities matrix and relevant forms & formats.
• Development of KPIs: Develop Organizational and Individual KPIs for QM in alignment with the business objectives. This involves prioritization and selection of relevant KPIs to assist top management in making the right decisions.
• Compensation and Benefits Structure: Conduct compensation market studies in the GCC and QM Regional Offices region covering organizations similar to the client organizations. Compiled and formalized the compensation structures based on the formalized job grading structure and the Organization’s desired positioning vis-à-vis the market ranges.
• Performance Management Systems: Design Performance Appraisal processes suited to the QM and QM Regional Offices including the identification of suitable key performance indicators(KPI) for all identified job positions at various departments and definition of the various stages of the performance appraisal process with identified ownership and timelines as well as requirements of the feedback process.
• Manpower Planning: Conduct Manpower Planning Exercise with the objective being to ensure that the staffing requirements of QM are planned in advance to ensure achievement of business objectives using scientific methods which have been tried and tested in the industry to analyze the manpower needs. Ensure that the manpower projections are accurate and streamlined to suit the business needs of the client organizations.
• HR Organization and Implementation Support: Work with theQM and QM Regional Offices in establishing HR Function with structures, systems and processes and support implementation of HR Policies and Procedures from the perspective of handholding support. Develop and customize HR Processes based on the practical suitability for each organization to increase operational efficiency.
• Develop HR Action Plans in strategic alignment with organization’s overall requirements.
• HR Impementation: Implement end to end HR deliverables for QM including key process areas like Compensation and Benefits, KPI based Performance Management System, Training and Development design and implementation, Recruitment and Retention, Total Reward Systems, Long and Short Term Incentives, HR Compliance and Employee Relations.
• Organization Structures Development, Review and Redesign
• HR Process Maps
• Job Descriptions
• Job Evaluation using Hays Methodology
• HR Diagnostic Assessment: Conduct HR Diagnostic Assessments using International HR Methodology
• HR Process Improvements ( HR Process Consulting )
AMWAJ is primarily into Catering Services, Facilities Management and Retail. The current employee strength is 8400 Direct Employees and 2400 Sub-Contracted Staff. Worked as the Head of Human Resources Department with a team of 32 HR Professionals leading Policies and Procedures Design and Implementation, Organization Structuring, Staff Mobilizations and Talent Management, Recruitment, Employee Relations and Employee Engagement, Payroll and Compensation, Training and Development, Nationalization and Immigration. Reporting Directly to the Managing Director. In addition to the current role, also serving as a Member of the Permanent Policies and Procedures Committee, Emergency Management Committee and the Quality Committee.
From 2nd Nov.2006 to Aug.2007:
Worked as a Consultant with Wipro Consulting in HR Advisory Services and People Capability Maturity Model Framework in various client assignments. The domain of all the assignments was Process Improvement comprising of the four steps:
Current State Assessment
Designing and Developing Processes and Policies
Implementation
Handholding and Support
Review and Assessment Readiness
A brief overview of the indicative assignments undertaken is as below:
Client 1: A pharmaceutical company at Chennai
Involvement: Designing and developing the policies for Compensation, Staffing, Performance Management System, Communication & Coordination, Training & Development and Work Environment. Handling the Project Management activities such as Monthly status Reports to the Client, Effort Variance, Schedule Variance etc.
Client 2: A major Group of industries based out of Hyderabad and having businesses in Manufacturing, Construction, Sugar and Ferro - Alloys.
Involvement: Designing and developing a Functional and Technical Competency Dictionary and presentation to the Client Management.
Client 3: A major Group of Industries based out of Kingdom of Saudi Arabia.
From 21st May 2004 to 28th October 2006
Handled the HR Generalist Role as Business Unit HR Manager for TCS GE Health Care Relationship with an employee strength of 900 Associates.
Performance Management
Employee Welfare
Associate Engagement
Training & Development
Recruitment
Manpower Allocation
Back Ground Check Process
Grievance Management
From 21st May 2004 to 1st April 2005
Worked as Associate Engagement Officer for TCS Bangalore.
Handled the Associate Engagement responsibility for 3200 offshore and 1600 Onsite Associates. Responsibilities included:
Proactive Employee Engagement Programme
PROPEL
Sports
Corporate Social Responsibility
Reward and Recognition
PGDBM - PM & HR
