Anwar Timani

Outsourcing best HR practices for: K&A Machmouchi / Sociele / Meswag & AL Warda Hypermarkets (Iraq - Baghdad), LAT (Lebanese Air Transport Charter SAL) / Carrefour (MAF Hypermarkets LLC).

1. Strategic People Leadership
● Co-create and lead a forward-thinking People Strategy for building an HR department from scratch that aligns with the company, values, and growth objectives.
● Collaborate with the Executive Director and Senior Management Team to embed people-centered solutions into organizational decision-making, Partner with department heads to ensure cross-functional cooperation in workforce planning, recruitment, and professional development, Drive change management initiatives that enhance agility, innovation, and continuous improvement across the organization.

2. HR Compliance and Operational Excellence
● Ensure full compliance with the labor law, NSSF regulations & payroll, Oversee and optimize core HR processes, including:
○ Payroll and Benefits Management: Accurate and timely execution of salaries and benefits administration.
○ Policy & SOP Development: Create, update, and enforce policies to reflect legal, standards and organizational needs to support a culture of accountability.
○ HR Systems: Modernize and streamline HR tools (e.g., HRIS platforms: SAP Success Factory & Microsoft Navision) to enhance efficiency, reporting, and data-driven decision-making.
● Develop and track HR metrics (e.g., retention rates, recruitment success, and employee performance) to ensure transparency and accountability.

3. Talent Acquisition and Development
● Lead an inclusive and proactive recruitment process to attract top-tier talent at all levels. Partnering with hiring managers to design efficient hiring processes, including clear job descriptions, structured interviews, and selection.
● Implement a performance management system that emphasizes bi-directional with KPI’s set and ideally 360 Degree feedback, for individual growth pathways, and leadership development.
● Work with leadership to identify opportunities to build internal capacity and nurture talent across all levels of the organization.

4. Culture, Collaboration, and Employee Experience
● Foster a co-created, inclusive culture rooted in trust, mutual accountability, and high performance.
●Initiatives that promote employee well-being (e.g., work-life balance, mental health support, and team-building activities). Work collaboratively with leadership to improve employee satisfaction, engagement, and retention.

Developed and implemented HR strategies and initiatives aligned with the overall business strategy for the (Head Office, Warehouse and Seven Operating Stores).

• Partnered with the leadership team to formulate, develop, implement and evaluate an HR department from scratch to achieve the organization’s vision, mission and goals, and to create value to its stakeholders. Regularly engaged in direct communication with the Board (owners) on key human resources matters.
• Created the manpower planning and handled the hiring full cycle process, including job posting, sourcing,
screening, interviewing, and selection.
• Conduct thorough interviews to assess candidate qualifications, based on the jobs descriptions, skills, and cultural fit, Inducted new staff on board, Created JD's and KPI’s.
• Lead the negotiation and offer process, ensuring competitive and fair compensation packages for selected candidates, based on the market and competitors salary scale scheme.
• Identify ways to increase staff retention and reduced staff turnover from % 30 to % 7, including strategies to enhance employee engagement, succession planning, staff development, and promoted a coherent organizational culture that positions Glowbal Outlets sal as an “employer of choice.”
• Created C&B Plan, employee of the month, reviewed targets achieved by the operations for staff performance.
• Implemented Training need analysis, delivered soft skills based on the weakness and conduct on the job training with the presences of the operation in charge.
• Led performance appraisals on semiannual basis, made corrective measure to overcome staff weakness.
• Held and implemented a disciplinary action matrix and evolved all employees’ relations matters, with proper investigations. Implemented & worked on the payroll & NSSF ‘’Microsoft Navision, Visual Dolphin & Time Management’’. Handled a team of three HR team members in addition to a total head count of 432 Employees.

Responsible for all HR five best practices, included but not limited to:

• Implemented effective HR strategies based on Carrefour HR P&P manual and processes that support the overall objectives and ensure compliance with applicable labor laws and regulations.
• Provided guidance and support to commercial and services managers and employees on HR policies, procedures, and best practices.
• Managed the recruitment and selection process, including sourcing, interviewing, and onboarding new employees.
• Oversee performance management activities, including performance appraisals, goal-setting, development plans.
• Handled employee relations matters, including conflict resolution, disciplinary actions, and investigations.
• Delivered soft & tech skills training programs on weekly basis as set by MAF Hypermarkets to enhance employee skills and knowledge, including orientation programs for new hires.
• kept updated on HR trends and best practices with Dubai HR head office, and make recommendations for process improvements and policy updates.
• Monitor and analyze HR metrics to identify trends and make data-driven recommendations for improvement.
• Handled a team of three HR team members: HR Coordinator, HR Assistant, and the PRO, in addition to a total head count of 243 Employees, moreover; I was in charge as a Duty Manager of the whole store once per week.

Implemented strategic & operational HR Plan for both the Head office & two electrical power plants (Deir Ammar & Zahrani Power Plant).

• Shaped an HR Department from scratch, by using the HR five best Practices.
• Formed HR strategic and operational policies and procedures.
• Build up a manpower planning and a recruitment strategy for hiring top talents.
• Implemented the training need analysis for all business units & conducted soft skills training.
• Executed the compensation and benefit plan, salary scale, and succession planning scheme.
• Worked on employee relations, including conflict resolution, disciplinary actions, and investigations.
• Worked on Oscar Payroll program and SAP Success Factor, and covered all NSSF Concerns with the NSSF officer.
• Handled a team of five HR team members. In addition to a total head count of 502 Employees.

Assisted the HR Manager with the following:

• Responsible for all HR best practices included but not limited to: Recruitment, Learning & Development, Performance Appraisals, Compensation & Benefits, Policies & Procedures, Employees Relations.
• Conducted the recruitment process in the presence of the HR Manager.
• Maintained an active & organized database of applicants. Introduced new staff on board with an induction program, Conducted the yearly performance appraisals in the presence of each division manager.
• Prepared all benefits related to employees such as insurance & schooling allowances, Stood in for the HR Manager in her absence, Worked on JDE Oracle as an HR program with an Employee’s total headcount of: 1, 275.