Human Resource Business Partner
AMMROC
Total years of experience :37 years, 7 Months
Ensures full compliance of AMMROC Human Capital (HC) activities policies, procedures and strategies throughout SAMENA region reaching over 5, 000 employees.
Interprets HC policies and regulations and advice to senior managers on their applications, taking into account their particular needs.
Provides continuous analysis of corporate HC strategy and policies, assessing the impact of changes and making recommendations on their implementation in AMMROC.
Provides continuous research of the matters related to conditions of service, salaries. allowances and other HC policy matters. Elaborates and introduces measurement indicators, monitoring and reporting on achievement of results.
- Realigned HC Strategy with Business Units as Strategic Human Capital Advisor for a major UAE Armed Forces contract valued at over Dh3.1 Billion ($844, 686, 649 US).
-- Executed Phase 1 Contract Exit Criteria; conducted Gap Analyses, provided Implementation Planning direction and Organizational Chart oversight to close the loop on this phase of 21 months
-- Developed Phase 2 Manpower Ramp-Up Tables using Manpower Buildup Parameters (MBP)
-- Improved recruiting capabilities and performance reporting by establishing key performance indicators, implementing Applicant Tracking System process and tools optimization and directing global ATS expansion through the SAMENA region to ensure alignment with AMMROC’s Human Capital strategy.
- Built, measured and sustained organizational effectiveness while driving innovative HR and Talent programs designed to improve overall operational excellence. Developed and implemented key performance strategies/initiatives which supported organizational objectives, transitioned/developed employees including senior management and seamlessly led groups through periods of change, uncertainty, restructuring and process improvement.
- Oversaw large-scale, global HR, performance management, training, staff acquisition and instructional systems design strategies. Recognized as a smart, tenacious leader who can be trusted to resolve the most difficult problems while consistently achieving results.
Directly responsible for regional (six-states) recruiting, on-boarding, training and certification of new personnel. Conducted continuing education for region associates through skill-building, role playing and knowledge challenges. Trained store, assistant store and department managers and staff in small group and individual business unit training sessions. Topics covered were policies, product knowledge, service plan and sales training (i.e. Add-ons, market basket, etc.). Accountable for meeting volumes and goals while managing sales team focused on driving regional sales results while providing positive service culture.
- Hired to open new 146-room, 196-bed Assisted Living / Memory Support Community. Key member of the Heritage Ridge Task Force focused on community startup during and after construction.
- Scope of responsibility included acquiring local permits/licenses, building occupancy certificates and liquor licenses as well as developing training requirements, department manager mentor programs for new hires and vendor contracts/relationships for Nursing, Kitchen, Housekeeping and Environmental Services.
- Identified staffing requirements tied to occupancy rates, hired staff per Marketing Proforma, set up Quality Assurance Program, Safety Committees, Emergency Plans and Contingency Contracts.
- Reviewed and validated draft salary and competition packages; designed salary scales; negotiated compensation and provided oversite of staff training programs, specifically designed to meet numerous state regulations and requirements.
- Responsible to the Corporate HR Director for directing all of the people functions of the corporation in accordance with the policies and practices of the Corporation, the ethical and social consciences of business and society and the laws, regulations and administrative rulings of governmental organizations and other regulatory and advisory authorities and organizations.
- Responsible for the strategic human resource planning to provide the company with the best people talent available and to position the company as the Employer of Choice by being aware of policies, practices and trends within the software industry, newly public companies and all of industry in general.
- Key leader accountable for advising Commander in maintaining morale, welfare, discipline and mission effectiveness for populations from 300 - 5000 personnel.
- Directed HR and Learning and Development activities in numerous organizations including Headquarters (Corporate Office, 5000 personnel); Logistics/Supply/Transportation, 350 personnel; Civil Engineering, 250 personnel; USAF Geophysics Lab, 120 personnel; COO-level Compliance Office, 100 personnel; Special Forces, 75 personnel, and 1st Operations Group (USAF Aircraft Fight Pilots and Command Staff), 500 personnel and Aircraft Maintenance Units, 800 personnel).
- Provided financial, legal, behavioral, career progression, assignment and promotion counseling to enlisted personnel. Oversaw family care, weight management, emergency notification and physical fitness programs.
- Developed and managed information and recognition programs, commander calls, inspections and retreat/retirement ceremonies.
- Evaluated E&T programs before recommending actions to correct deficiencies, revised programs in instruction and coordinated user feedback with career field managers and E&T providers.
- Created, delivered and evaluated Education and Training programs. Applied Instruction System Development Process to programs and curriculum development activities; developed training workshops and training planning teams; analyzed job performance data and conducted occupational analysis and designed objectives to meet Air Force academic, vocational and technical standards.
- Recipient of “Defense Meritorious Service Medal (two times); Air Force Commendation Medal (five times); Air Force Good Conduct Medal (five times) and the Pitsenbarger Award (Top 2% in Community College of Air Force Graduates).
- Notable achievements include “Non-Commissioned Officer of the Year, ” in 2000, “Supervisor of the Year” out of 100, “Education and Training Manager of the Year” out of 300 and “Excellence in Career Development Course Program.”