Anie Mathew

Recruitments:
• Partner with clients to understand their hiring needs and organizational culture.
• Source, attract, and screen candidates to match client requirements and job specifications.
• Conduct interviews, assess skills, and present suitable candidates to clients.
Compensation & Benefits:
• Review existing Compensation and Benefits Programs, Rewards Strategies of the Organization.
• Conduct Market Rewards Benchmarking (based on Qualifications, Experience, Reporting Relationships, and Span of Control) against other similar organizations in Kuwait.
• Obtain data on compensation and benefits from comparator organizations.
• Conduct Job Evaluation & Grading to develop and recommend a suitable Grading Structure for the client.
• Recommend a Rewards Structure for the client based on its Pay Philosophy, Leading Practices and Market Benchmarking.

Organization Structure Development:
• Review and understand synergies between departments.
• Revise or develop structure based on business strategy, operational excellence, gaps identified, and effective corporate governance structure.
HR Policy & Procedure:
• Develop an Employee Manual that enables each employee to understand their roles and the Corporate Values, Vision, Mission & Purpose
• Develop an Employee Handbook highlighting key areas of interest for employees.

Performance Management Systems:
• Define the performance management process with identified ownership, eligibility and timelines as well as the frequency of feedback and appraisal.
• Develop cascaded Performance Scorecards for Executives / Managers

• Develop and recommend compensation and benefits policies and strategies that support organizational objectives and ensure compliance with regulations.
• Conduct job evaluations using the Hay methodology to establish role hierarchies and ensure accurate job classifications and compensation structures.
• Analyze salary data and benefits programs to develop competitive and equitable total rewards packages.
• Perform salary and benefits benchmarking to align compensation with industry standards and market conditions.
• Develop and implement communication strategies to effectively convey compensation and benefits information to employees.
• Assess and review current organizational structures across departments to identify areas for improvement and alignment with strategic goals.
• Evaluate manpower needs and gaps within departments based on business objectives, current staffing levels, and future growth projections.
• Ensure that recommended organizational structures and manpower plans are aligned with the company’s overall strategies and long-term goals.

Organization Structure Development:
• Review and understand synergies between departments.
• Revise or develop structure based on business strategy, operational excellence, gaps identified, and effective corporate governance structure.
HR Policy & Procedure:
• Discuss & recommend HR policies to ensure competitiveness within the market
• Develop an Employee Manual that enables each employee to understand their roles and the Corporate Values, Vision, Mission & Purpose
• Develop an Employee Handbook highlighting key areas of interest for employees.

Performance Management Systems:
• Define the performance management process with identified ownership, eligibility and timelines as well as the frequency of feedback and appraisal.
• Develop cascaded Performance Scorecards for Executives / Managers
Compensation & Benefits:
• Review existing Compensation and Benefits Programs, Rewards Strategies of the Organization.
• Conduct Market Rewards Benchmarking (based on Qualifications, Experience, Reporting Relationships, and Span of Control) against other similar organizations in Kuwait.
• Obtain data on compensation and benefits from comparator organizations.
• Conduct Job Evaluation & Grading to develop and recommend a suitable Grading Structure for the client.
• Recommend a Rewards Structure for the client based on its Pay Philosophy, Leading Practices and Market Benchmarking.

To provide comprehensive support to clients based on their specific needs, focusing on various HR and organizational development areas. This involves assisting with recruitment processes, developing HR procedures and policies, designing organizational structures, and more, to ensure clients achieve their strategic HR objectives.
• Local & Overseas Recruitment: Facilitate recruitment processes for clients, including sourcing and hiring candidates from various regions such as India, Sri Lanka, and Nepal.
• Policy Creation: Develop and refine HR policies and procedures to align with industry best practices and client-specific needs.
• Structure Design: Analyze and design organizational structures and reporting hierarchies to optimize efficiency and align with business strategies.
• Job Descriptions: Create and update job descriptions to accurately reflect roles, responsibilities, and qualifications.
• Salary Scale & Grading: Develop and manage salary scales and grading systems to ensure competitive and equitable compensation.
• ISO Documentation: Provide support in preparing and maintaining ISO documentation, ensuring compliance with ISO standards and facilitating successful audits.

Organization Development:
• Develop and implement HR strategies and initiatives aligned with the overall business strategy
• Develop and monitor overall HR strategies, systems, tactics and procedures across the organization
• Revisit the existing HR Policies & Procedures, HR forms, Employee Handbook, Orientation Programs, and Onboarding procedures
• Advise on and interpret HR policy and procedures to ensure these are understood and complied with by all levels of employee
Manpower Planning & Budgeting:
• To develop and manage the manpower plans & budgets in line with the organizational priorities and business plans;
• Handle Local and Overseas Hiring (contacting local and overseas recruitment agencies, posting advertisements, screening, shortlisting & selection of candidates) for all vacant positions within the budget.
• Plan and take actions to recruit/exit employees
Project Management
• Conduct Job analysis program for all defined roles in the organization
• Define Job Families & Competencies with Weightage for each job family
• Facilitate and participate in the Job Description review process to identify key responsibilities, skills & competencies
• Participate in HR polices review processes that ensure proper setup, communication and implementation
Compensation & Benefits:
• Assist in reviewing, designing, implementing and managing salary classification
• Develop compensation and benefits strategies, policies and procedures, salary scales and pool of financial and non-financial benefit programs and monitor their effectiveness
• Compile data collection tools/Job evaluations to participate in salary surveys and review alignment of the compensation and benefits strategy with the desired market positioning
• Conduct analysis of compensation and benefits within the company
• Develop total reward strategies, policies, procedures and benefits programs
• Develop and monitor bonus, commission and incentive schemes
ERP System Implementation/Microsoft Dynamics:
• Ensure the proper functioning of the ERP system/Microsoft Dynamics to record and integrate current processes for efficient data processing and workflow.
Employee Grievances & Counseling:
• Advice and counsel members of staff on a confidential basis to ensure issues are clarified and resolved
• Develop employee grievance handling and escalation procedures and use it as an input for retention policies
Generic Accountabilities:
• Undertake Employee engagement programs and contribute in employee retention.
• Oversee management and employee relations to ensure a highly effective workforce capable of achieving business goals and objectives while maintaining high ethical standards and legal compliance
• Maintain confidentiality and sensitivity of information in accordance with the HR Policies and Procedures.
• Adhere to HR policies and procedures and acts as a role-model to all employees

• Coordinate, manage and monitor the smooth functioning of the human resources department functions such as recruitment, orientation programs, job analysis, job grading, job descriptions, training & development, policies & procedures, compensation & benefits, employee relations, performance appraisals, etc.
• Recruiting and staffing: To manage all employment functions including internal job posting, transfer, promotion, external recruiting through developing resources and contacts. Advertising programs, interviewing, screening, testing and follow up with new hires.
• Policy development and documentation: Plan, develop and manage human resources programs, policies and practices in the areas of recruitment, compensation and benefits, training and development, performance appraisals, etc.
• Compensation and benefits administration: Monitor all pay practices such as monthly payroll, end of service benefits, leave salary, etc. and systems for effectiveness and cost control
• Ensures that the disciplinary processes, grievance procedures, employee-management relations are being applied and followed by HR Team.
• Develop and manage an in-house discipline, warning, misconduct, termination procedures ensuring fair and legal practices and compliance with Kuwait labor law;
• Resolve problems according to practices, labor law, policies and procedures; Review, guide and approve management recommendations for employment terminations.
• Ensure that HR policies, procedures, and systems comply with Kuwait labor laws and regulatory requirements.
• Coordinate/follow up with company representatives to ensure that all visa and residency related formalities for active employees are completed on time.
• Review and test the different modules of ERP system for the smooth functioning of an integrated system within the department.
• WCI: Contact Insurance companies and registers all sponsored employees under workmen compensation insurance as per Kuwait Labor Law. Report work injuries, accidents, death, occupational diseases, etc. to insurance company immediately.

• Create, update and implement HR & Administration policies & procedures.
• Manage all employment functions including internal job posting, transfer, promotion, external recruiting through developing resources and contacts. Advertising programs, interviewing, screening, testing and follow up with new hires.
• Manages the recruitment procedures and ensure their effectiveness.
• Approves and facilitates the recruitment strategy to ensure its compliance with the company’s budget goals.
• Applies the compensation and benefits policy in order to ensure fair and consistent pay practices. This includes close monitoring of the recruitment negotiations in comparison with current figures.
• Assess and creates HR budget for personnel, training and recruitment needs.
• Prepares a monthly report outlining key HR activities and turnover ratio with analysis of the reasons.
• Maintains records and compiles statistical reports concerning personnel-related data such as hires, transfers, performance appraisals, and absenteeism rates.
• Develop and manage an in-house discipline, warning, misconduct, termination procedures ensuring fair and legal practices and compliance with labor law;
• Develop performance management system, job descriptions, performance appraisal compensation packages, training strategy;
• Develop and implement an orientation programs for new employees and visitors.
• Keep up to date with current and latest systems and practices in human resource management and development.
• Monitor employee attendance system, supervise and verify monthly payroll, End of service benefits, leave salary calculations, etc. and approving it for further transactions.

• To develop the HR business plan, prepare yearly Manpower Plan & Budget for all departments in coordination with department Heads.
• Recruit highly qualified and experienced candidates within the budget and to ensure timely recruitment of required staff. (Responsible for all Local & International Recruitments)
• Conduct new employee orientation and internal training sessions in coordination with QA Supervisor.
• Employee on boarding, development, needs assessment, and training;
• Follow up with Company Representatives for arranging Employee Visa, Transfer and Renewal of residencies.
• Conduct exit interview with the resigned staff and forward report to top management.
• Follow up with department heads for evaluating performance of each employee annually.
• Prepare Training Plans and arrange Trainings for the required staff.
• Process payroll and maintain payroll information as required:
• - Date entry for all time and attendance and personnel transactions such as new hire, termination, leave of absence, benefits deductions, and additions, prepare and maintain related payroll records and reports.
Job Title: Quality Management Representative - HR
• Maintaining & updating the quality documents/records pertaining to HR Department - Forms, Work instructions (as per ISO 9001:2000)
• Coordinating with QA for closing departmental CIR's timely.
• Attending all the QMR meetings, preparing & presenting the inputs for the agenda's applicable for HR department.
• Conduct internal Audit of other department according to QMR's instructions and prepare Audit Reports.