HR Manager
Kleindienst Group
Total years of experience :15 years, 2 Months
As the HR Manager, I was responsible for HR business support to all the staff for Design & Construction, based out of The World Island.
I was hired to deliver efficient and effective HR initiatives for the group’s Design & Construction Division. I am accountable for leading facets of HR function including, but not limited to, recruitment/staffing, personnel administration, organizational management, performance management, training & development, career management, succession planning, employee engagement, induction, integration & mentoring, employee exits.
I was responsible to drive a high level of communication with management and contribute to the decision-making process of structuring and developing the team for the organization. Actively support business initiatives and business needs with effective HR measures and promote positive employee relations in the work environment.
Ensure that all aspects of staffing, employee relations, employee development, and compensation & benefits for all employees of the market and location are delivered timely and in accordance with relevant labor and commercial legislation, in line with corporate guidelines, the global policy manual and modern HR Management practice.
Ensure smooth processes for talent acquisition and transfer activities in support functions and participate in the recruitment for the Senior Management team.
Manage personnel planning, annual salary rounds and promotions/salary adjustments for defined areas in close cooperation with the business owners.
Responsible for advocating the Human Resource Strategy and People Management Strategy at a regional level across Middle East and Africa which actively covers GCC, Levant, Maghreb and Egypt with a workforce of 1200 employees representing 55 nationalities from 4 subsidiaries.
Key responsibilities include supporting the organization’s transformation into a consumer-oriented workplace aiming to further accelerate growth by significantly increasing brand desirability. Focus included building a high-performance culture through strategic workforce planning, leadership development, differentiated talent models, attracting and developing the best talent and building a culture of engagement.
I performed a HR Generalist role seeking expertise from the talent acquisition, rewards and learning teams operating in a matrix set-up regionally and globally.
Responsible for leading global HR initiatives and programs such as the Retail People Strategy called SHINE, SAP Implementation, Employee Engagement, Manpower base-lining and Reporting. In these projects I was the SPOC for Emerging Markets which included MENA, SA and Turkey and represented at Global Platforms on behalf of the EM region.
Key responsibilities included providing a “one-stop-shop” HR service and support to the GCC Senior Managers ensuring that they receive the expected value from the HR department. I developed, managed, implemented and integrated HR programs and guidelines ensuring that the business achieves the set objectives. Strategic workforce planning, performance management, succession planning and driving employee engagement formed part of my year on year targets. Core responsibility also included resolution of employee relations topics as well as ensuring accurate interpretation and administration of HR policies and programs.
Responsibility for staffing all positions on time and within the turnaround time specified.
Responsibility for the staff motivation through Employee Engagement Programs.
Process compliance- to ensure all the yearly HR activities (like payroll, appraisals / incentives etc.) is done in time
Responsibility for Performance Management System
Optimization of Employee Cost through Benchmarking & setting up Employee Productivity Parameters
Coordinating the company training plan and budget and monitor its implementation.
Working as a consultant to all department managers and supervisor in interpretation and implementation of HR policies and procedures
Involved in project recruitment and staffing solutions for large projects in the ME region.
Carrying out candidate screening and competency based interviews and assessments.
Mediating employment offer stage, Initially working with the HR Director in setting up of the HR department which meant starting from scratch in drafting of Policies & Procedures as a member of Policy Committee; drafting Employment Contracts and Undertakings; end to end recruitment process; creation & implementation of induction program and material; manpower planning; training & development; research and implementation of medical and life insurance policies; termination and final settlement procedures.
Additionally, also lead the Administration function including purchasing and maintenance of company cars; drafting and reviewing lease agreements for company villas; liaising with lawyers regarding tenant issues and Rent Committee; setting up and maintaining corporate accounts with caterers, hotels, security company; purchasing of office equipment and materials.
Contract Staffing: Responsible for Client and Candidate Contract, Visa, Medical Insurance, Monthly timesheets, on boarding and Induction training for Contract staff.
Accenture is a FORTUNE 100 company into global management consulting, technology services and outsourcing. Combining comprehensive capabilities across all industries and business functions, and extensive research on the world’s most successful companies, Accenture helps clients to become high-performance businesses and governments. Key responsibilities included:
Project Management - Supporting HR Manager in handling a project of around 520 employees across 4 locations in India (Mumbai, Bangalore, Chennai & Hyderabad)
Employee Connect - To create various employee connect forums ensuring adequate leadership face time with employees allowing them to voice their concerns/suggestions.
Employee Communication - To understand and communicate the organization's people policies/practices/systems to the group of employees supported.
Recruitment - Extending bandwidth to recruitment by conducting competency-based interviews for fresh and lateral positions across various initiatives.
INTERNSHIPS Training Need Gap Analysis at MICO, Bosch Group, Bangalore, India – Worked as Project Trainee from 18th June to 30th September 2002. Responsibilities of the project involved ascertaining the gaps present in the training methods, recommending training procedures and improving present training conditions.
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