Deputy HR Manager
CCECC - Etihad Railway
Total years of experience :13 years, 1 Months
Eversendai is recognized as a leading global organization in undertaking turnkey contracts; delivering projects for high rise buildings, power plants, Oil & Gas upstream and downstream including process and industrial plants as well as infrastructure and composite structures in the Asian and Middle Eastern regions.
Summary: Responsible for the Group HR activities that encompass: Group Structural Steel, Construction, Oil & Gas
HR Strategy & Development:
•Responsible to evolve and implement the Human Resource and Administration Policies and Procedures
•Provide leadership to drive people - integration and work in close collaboration with the senior management to develop policies and procedures to continuously improve and maximize delivery and productivity
Talent Management & Workforce Planning:
•Develop and foster the manpower forecasting based on the business needs
•Identify and Develop Talent Pool across the group to create Leaders for the Future Requirements
•Lead the implementation, delivery, and evolution of an external and internal talent pipelining strategy to ensure the organization has an active candidate pipelines for a broad range of positions
•Ensure compliance with annual manpower budget and headcount approval during the year
•Tie up with Colleges for placement - partnership programs and executive level hiring for Graduate Engineer Trainees and Management Trainees
Learning and Development:
•Develop a training and development strategy for the company to support the company’s business plan and to ensure that drivers have the necessary skills to meet their objectives and the opportunity to develop to the maximum of their potential.
•Conduct LNA (Leaning Need Assessment) to identify training requirement aligned with the business operators in their learning needs.
•Regular interaction with subject matter experts to identify and develop trainings, needed to meet business requirement and leveraging on best practices
•Analyzing Training Programmed using Kirk Patrick Learning Evaluation Method
•Introduce Senior Management Development Programmer with the Top Management Institutes
•Developing and implementing Competency Framework and Individual competency assessment with the Development Plan on a Group Level
•Support L&D Manager to prepare and monitor L&D budget
•Direct and control the staff of the department to ensure that they are appropriately motivated and trained to be able to carry out their responsibilities to the required standards.
Performance Management System:
•Lead the Performance Management System across the Group
- Business Scorecard cascaded to individual department and team members for their KPI Setting
-Ensuring individual KPIs should be SMART and linked with the business scorecard
- PMS Mid-Year Review for performance monitoring and feedback on the ongoing tasks
-PMS Year-End Review assement and analysis
•Discussion with the Managers/HODs’ on the Employees Performance Improvement Plan
•Enhance and Continuously revise PMS parameters to ensure simplicity and objectiveness
•Reward and Recognize high performers for developing leaders for the future
HR Analytics:
•Accountable for various HR Analysis on Group level and submission to the Management for the Business Decision Making (Manpower & Payroll Report, Employee Performance Analysis, HR Budgets, Corporate Social Responsibility Report, Group HRAD WIP Reports, HRAD Productivity Analysis, Attrition Analysis, Manpower Rightsizing Analysis, Admin and Cost Analysis)
HR Projects:
•Successful Implementation of HRIS System
•Developed online Performance Assessment Mechanism using Microsoft Dynamics - Office 365
•Interpreting and representing key HR policies, such as redundancy and reorganisation, and communicating with the HR team and managers in the business
•Align HR Strategies with Organization plan with various growth analysis
Employee Engagement:
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Develop and monitor overall HR strategies, systems, tactics and procedures across the organization
•Oversee and manage a performance appraisal system that drives high performance
•Maintain pay plan and benefits program
•Assess training needs to apply and monitor training programs
•Report to management and provide decision support through HR metrics
•Ensure legal compliance throughout human resource management
3 Years (2014-2017)
Johari Digital Healthcare Ltd. is the largest manufacturing set up of Biomedical and Healthcare Devices in India
Responsibilities:
HR Principles:
•Take responsibility to evolve and implement the entire workforce strategy. Facilitate the professional leadership on the full range of people issues including talent, capability, inclusion, capacity, leadership, pay and employee deal, performance, employee relations, culture and behaviors
•Provide leadership to drive people - integration and work in close collaboration with the senior management to develop policies and procedures to continuously improve and maximize delivery and productivity
Recruitment:
•Develop and foster the recruitment plans based on business hiring needs by performing detailed analysis of market trends, lead generation, ROI, recruitment processing time, recruiter yield by location, and short and long- term programs
•Lead the implementation, delivery, and evolution of an external pipelining strategy to ensure the organization has an active candidate pipelines for a broad range of positions
•Ensure compliance with annual manpower budget and headcount approval during the year
•Tie up with Colleges and ITI campuses for placement - partnership programs and executive level hiring for Graduate Engineer Trainees and Management Trainees
Employee Engagement:
•Manage the relationship between an organization and its employees appropriately within a clear and transparent framework underpinned by the organizational practices and policies, and relevant employment law
•Act as the first point of contact for HR policy interpretation, HR process related queries (appraisal, compensation, promotion, training), and administration related queries (leave, comp-off, reimbursement)
•Develop and administer programs, procedures, and guidelines to help align the workforce with the strategic goals of the company
•Performance Management System:
•Lead the implementation of the performance management system that including Key Performance Indicator (KPIs) and employee development programs
•Liaise with corporate HR for implementation of performance management system and ensure due completion of all processes by employees
Compensation and Benefits:
•Recommend changes in benefits offered, especially new benefits aimed at employee satisfaction and retention
•Establish the plant wage and salary structure, pay policies, and oversee the variable pay systems within the company including bonuses and raises
Aastha Foundation
courses: Applications Course - ‘O’ Level