Country HR Manager
United Technologies-Carrier
مجموع سنوات الخبرة :22 years, 9 أشهر
Manage the day-to-day HR related issues, and ensures consistent and fair implementation of HR policies and procedures. This includes disciplinary and grievance procedures, staff management and guidance, and Annual Reviews.
Review with line manager the manpower planning and forecasting. Advises line managers on most effective organization structures and supports the business with the creation, update and maintenance of the job descriptions. Manage the Recruitment and Selection process - attracts, selects and recruits ‘best fit’ by short listing, interviewing, using psychometric and assessment center tools.
Recommend amendments to HR Policies and Procedures to ensure they meet the business needs and are in line with local laws.
Review staff training & development requirements, sources locally appropriate training tools and providers, supports and coaches staff.
Implement and manages the exit interview process at all staff levels ensuring formalities and feedback evaluation is dealt with confidentiality and to the betterment of the company.
Coordinate with HR Director ME in obtaining HQ approvals where and when required.
Responsible for managing government relationship, specifically with regards to visas, licenses etc. for employees, management and company visitors.
Provide weekly, monthly and annual statistical reports on e.g. retention, training & development.
Accomplishments
• Led a company-wide culture change process resulting in a shift in competitive mindset in a very tight time that led Carrier Qatar to scoring the highest score in Pulse Survey (Engagement Survey) among CCS International entirely
• Established Quantitative Appraisal KPI’s that had major effect on cash collection and reducing the Collection by almost 40% to 60%
• Merged four existing benefit plans into one corporate flexible benefit plan with $728, 000 in annual savings while enhancing benefits to all employees.
• Prepared and delivered effective internal trainings in line with the company business objectives
Develop and implement HR strategy, which enables DHL Qatar to meet its business objectives.
Develop and implement recruitment policies and procedures, which ensure that the company attracts and recruits staff with the right skills at the right time. In particular develop and implement recruitment strategies focused on the localization of employees.
Provide support and guidance to managers and staff to maintain positive employee relations.
Develop and implement compensation and benefit policies and procedures, which are equitable, in line with the market and also meet business objectives to ensure retention of high quality staff.
Develop and implement a cost effective training & development function which increases productivity and performance.
Develop and implement effective and innovative performance management, performance improvement, recognition and reward strategies including 360 degree appraisal.
Liaise with Regional HR Manager, providing one point of contact for all HR issues and initiatives, ensuring that Regional HR initiatives are tailored to the business needs of Qatar and then implemented as appropriate
Manage and process monthly payroll for 230 salaried/monthly employees using HRIS
Coach managers on the process of evaluating employees, setting goals, conducting objective performance reviews, and recognizing and awarding performance to improve productivity
Handle employee terminations, grievance and other difficult situations in a sensitive, fair and respectful manner, working closely with legal counsel, supervisors and management
Provide consultation to management on employee relations issues, and manage all disciplinary issues within the company. Manage all redundancy situations including calculations, financial guidance and communications to affected employees.
Identify talent and aspirations of individual employees and provide coaching aimed at motivating them to undertake the necessary training required to advance their careers within the company
Management of the full recruitment process including sourcing strategy; interviewing; reference checking; making offers to candidates; driving and delivering induction training.
Develop job profiles and source candidates from major job boards; select, interview and hire employees in collaboration with department managers
Plan and develop on-the-job training programs for line employees and career development programs for managers with a focus on retaining existing talent and reducing employee turnover
Management of Health and Safety for the entire site including risk assessments, audits and revisions of policy and procedures. Engage with consultants on an ad hoc basis.
Provide senior management and others with various types of employee reports including attrition, absence, compensation, annual leave, overtime costs and headcount.
Delivery of training to employees on a regular basis - e.g. induction training; quality training; training on effective recruitment and performance management.
Identify talent and aspirations of individual employees and provide coaching aimed at motivating them to undertake the necessary training required to advance their careers within DPDHL
Provide comprehensive high quality customer focused HR support across a broad range of HR activities.
Responsibility for ensuring DHL Express Qatar operates in line with employment legislation and health and safety at work legislation.
Provided end to end HR support to all divisions within the business including Operations, Production Services, Creative, Technical, Contracts and Administration
Managed the annual performance management system for all departments and ensured that it was completed, reviewed and approved.
Directed and supervised all HR functions including Organizational development, HR systems, Policy and Procedures implementation, Training and Development, Recruitment and Selection, Employee Relations and Administrative Services.
Provided control of the organizational design, budgeted headcount, Administrative operating expenses
Supervised the compensation and reward management in coordination with the Group Human Resource Management to ensure the effectiveness of annual salary surveys, salary and benefits structures.
Ensured the implementation of the manpower development plan in coordination with the Group HR Manager including the training need analysis, GAP analysis, training evaluation and talent management.
Overhauled the compensations programs by revamping job bands and updating salary schedule structure for eighty job titles across sixteen different departments.
Responsible for the development and delivery of the employee induction program.
Design and implementation of a company-wide performance management system that is linked to the core vision and objectives of the business. Provision of on-going consultation to management on performance related issues.
Design of a merit increase and salary review system with built in factors such as salary review budget, company performance, individual performance, market rate of the job and internal equity to ensure fair and equitable review of salaries within the business.
Developed and implemented corporate policies and other relevant documentations & reports.
Responsibility for ensuring Spinneys Egypt operated in line with employment legislation and health and safety at work legislation.
Directed a process of organizational planning that evaluated structure, job design, and personnel forecasting throughout the company.
Determined annual/semi manpower plan with line management against systematic approach which identified key business imperatives for recruitment timing and methods, managing levels and productivity.
Built & maintained a strong data bank for CV's.
Established both the manpower report and the headcount report.
Ensured the integrity and compliance of remuneration practices/policies with external governance/listing rules requirements.
Helped deliver a consistent pay policy in each operational area.
Prepared all the required statistics and submitted them to government offices.
Administered the training needs assessment process and analyzed the resulting data.
Conducted TNA (Training Need Analysis) based on Performance Management.
Led & participated in analyzing competency and skill gaps in different areas.
Prepared and initiated Individual Development Plans for employees (as part of career development system), and determined program implementation methods and schedules
Designed and Delivered Basic Soft Skills Development courses to employees.
Created and proposed the best training solutions to the line based on the training needs and company’s budget and objectives.
Participated in the evaluation and selection of training/ learning vendors.
Analyzed training data to produce reports on training achievements.
Responsible for the New Employee Orientation program.
Managed the HR Learning Centre, Sales Academy & the HR library.
Managed the execution of the summer internship programs.
Screened CVs of potential candidates to be interviewed, prepared a shortlist of the best candidates,
Established the learning maps for all company positions that identified required competencies and skills for each position.
Responsible for Employee Opinion Survey implementation process, analyzing the results to identify gaps.
Evaluated trainer's performance and the overall effectiveness of training programs, material and aids providing recommendation for improvement.
Identified training needs and delivered programs based on client's environment.
Established and developed Job Descriptions for the centre employees and Instructors with key responsibilities and reporting hierarchy.
Managed recruitment process to recruit the qualified employees/Instructors in a timely manner
Complied with selection procedures to ensure recruitment was carried out in a structured and systematic manner that met required HR policy, local legislation and cost containment mandates.
Advised management in the use of different interviewing techniques to ensure high quality candidates.
Coordinated external/internal advertisements and participated in employment fairs, taking advantage of new technology where appropriate.
Prepared monthly payroll reports for permanent & casual employees
Prepared data for HR Budget; assisted the GM in finalization of the plan
Created an annual report including each employee's performance during the year based on variable percentages achieved during the year.
Handled CVs database.
Posted vacancies on the web.
Liaised the recruitment process with line managers.
Prepared and handled required tests for interviewing purposes including behavioural based interviews.
Coordinated training efforts with all counterparts both internally and externally.
Conducted Sales and Customer Service Trainings.
Prepare the semi annual compensation and benefits plans together with the right budgets to determine the actual cost of personnel.
Proposed salary increases according to performance and target achieved.
