HR Manager - UAE, Oman & Qatar
Arla Foods
مجموع سنوات الخبرة :18 years, 6 أشهر
is one of the largest dairy manufacturers in the world with market leading brands such as Lurpak, Starbucks and Puck.
I joined Arla Foods in the UOQ region (UAE, Oman & Qatar) with full HR and recruitment responsibility for all 3 countries handling 450+ employees and part of the UOQ Management Team.
•Assess, design and implement structural changes and workforce plans across the three countries to create an effective organisation fit to win and grow
•Identify organisational and people development needs and opportunities to help execute local business plans
•Develop and deliver key HR processes e.g. Performance Management, Employee Engagement, Compensation & Benefit reviews, Talent & Leadership Management etc.
•Drive and implement change initiatives via a strategic and systematic approach
•Challenge and support business leaders in high level business discussions
•Lead, manage and develop UOQ HR & Admin team and resources, incl. creating direction and coaching of team members to understand and build Arla HR competencies.
•Actively participate in and contribute to MENA HR team - and continuously develop and share knowledge within own HR functional expertise e.g. through training and sharing of best practice
•Collaborate with and provide strategic advice to GM, VP and the larger MENA leadership team
•Continuously assess the need to identify, improve and develop HR policies and procedures - and ensure awareness, engagement and compliance with HR policies in the organisation
•Coaches, inspires and engages leaders and management teams on HR issues linked to the business and HR strategies
•Creation and implementation of annual learning & development plans across the three countries under my remit, also coordinating with the wider MENA region for trainings
•Effectively built trust with UOQ management team members to become a trusted advisor for all things HR related
•Full ownership, planning and organisation of all company engagement events and conferences
•Project Manager for new office builds in Sharjah, Abu Dhabi and Al Ain with great praise from the business
RM Retail is the holding group which operated two major retail brands throughout the Middle East, one is a local brand The Toy Store (25 branches) and the other was the more globally recognized Hallmark Cards (60+ branches). The company had not had a HR lead for some years and needed someone to refresh the HR Operations and bring a level of seniority to what had become very much an Admin department.
•Much needed overhaul and update of all HR Policies and processes
•Introduced a new employee handbook and SOP’s for the business
•Implemented a more effective yearly employee appraisal scheme
•Full review and update of compensation & benefits structure in all countries
•Strategic reorganization of office based departments to ensure fit for growth
•Created a new induction and training program for all store staff rolled out in all countries
•Revamped the recruitment and talent attraction methods bringing in a higher level of talent throughout the business
•Introduced new performance management and disciplinary guidelines
•Full ownership and management of a redundancy program that reduced the workforce from 650 to 450 employees
Rapid Access is the market leader in the rental of access platforms in the Middle East mainly catering to the construction market. I was Initially employed as the
This role involved the handling of internal vacancies within the Amec Group primarily in the Oil and Gas sector. I was responsible for a caseload of vacancies throughout the United Kingdom which involved the full end to end recruitment process from talent sourcing, interviewing and selection. Due to the scope of the role this involved multiple travel in the UK in order to secure the best possible candidates for the business.
This role involved handling a number of temporary worker recruitment accounts. The largest contract I handled was for an automotive factory which employed anywhere between 150 to 300 temporary workers at any one time. This involved sourcing, interviewing, candidate testing, maintaining a large pipeline of candidates, full inductions, site tours, disciplinary & termination processes, performance management as well as many other recruitment/HR processes. As the contract operated on a shift rota I was required to be on call 24/7 with onsite presence at shift changeover times at 6:00am and 3:00pm during the week in order to ensure my workforce was engaged and performing to the required standards. As well as this demanding contract I also managed smaller contracts ranging between 20-50 temporary workers in and around the North East of England area.
I began my career working for a small recruitment agency where my responsibilities where to handle all administration for the branch e.g. Create offer letters, filing, job advertising, data inputting, scheduling of interviews etc. I was also responsible for modernizing and digitalizing many of the out of date processes. Towards the end of my tenure I was also involved in handling some recruitment assignments myself under the guidance of the Managing Director.
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