Human Resources Manager
Trinity Trading & Contracting
Total years of experience :20 years, 5 Months
1. Recruitment and Staffing:
- Lead the recruitment process, including sourcing, interviewing, and hiring candidates.
- Collaborate with department heads to understand staffing needs.
2. Employee Relations:
- Manage employee relations, addressing concerns and fostering a positive work environment.
- Implement HR policies and procedures.
3. Compensation and Benefits:
- Administer compensation and benefits programs, ensuring competitiveness in the market.
- Handle payroll processes and related compliance.
4. Performance Management:
- Develop and implement performance appraisal systems.
- Provide guidance on employee development and career growth.
5. Training and Development:
- Identify training needs and coordinate relevant programs.
- Support employee development initiatives.
6. Legal Compliance:
- Ensure compliance with labor laws and regulations in Qatar.
- Handle HR-related legal matters.
7. HR Strategy:
- Contribute to the development and implementation of HR strategies aligned with organizational goals.
- Analyze HR metrics to guide decision-making.
8. Employee Engagement:
- Foster a positive and inclusive workplace culture.
- Organize engagement activities and initiatives.
9. Recordkeeping and Reporting:
- Maintain accurate employee records and HR databases.
- Generate reports on HR metrics and trends.
10. Conflict Resolution:
- Mediate conflicts and facilitate resolution between employees.
Partners with the leadership team to understand and execute the organization’s human resource and talent strategy particularly as it relates to current and future talent needs, recruiting, retention, and succession planning.
• Provide support and guidance to HR generalists, management, and other staff when complex, specialized, and sensitive questions and issues arise; may be required to administer and execute routine tasks in delicate circumstances such as providing reasonable accommodations, investigating allegations of wrongdoing, and terminations.
• Manage the talent acquisition process, which may include recruitment, interviewing, and hiring of qualified job applicants, particularly for managerial, exempt, and professional roles; collaborates with departmental managers to understand skills and competencies required for openings.
• Analyzes trends in compensation and benefits; researches and proposes competitive base and incentive pay programs to ensure the organization attracts and retains top talent.
• Creates learning and development programs and initiatives that provide internal development opportunities for employees.
• Oversees employee disciplinary meetings, terminations, and investigations.
• Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance.
• Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.
• Performs other duties as assigned.
To be responsible for all HR processes and procedures throughout the School including recruitment, selection and retention, induction, compliance and policies, performance management, training and development. To have an overview of all employee relations. To ensure that we are fully compliant with Safer Recruitment and that the Single Central Registrar is fully accurate and up-to-date. To provide legal advice to the Directors and the Head on any employment regulation up-dates, HR processes or staffing issues.
Understand and ensure full implementation of school policies and procedures in particular relating to child protection, Health, Safety and Welfare, Safer Recruitment and Security. Establish priorities, work independently and work without direct supervision on all routine matters.
Key Responsibilities and Tasks:
HR Compliance
• To ensure that we are fully compliant, up-to-date and all staff are aware of relevant policies and regulations
• Follow Safer Recruitment Practices in all recruitment processes
• Responsible for ensuring the Single Central Register (SCR) is up-to-date and accurate for all contacts with the school including employees, contractors and volunteers
• Ensure that all staff have the necessary training at Induction, inset and throughout the year
HR Recruitment, Selection and Retention
• Manage the overall processes for external and internal Recruitment and Selection
• Responsible for a recruitment and training budgets
• Ensure new recruits, contractors, tutors, volunteers must have the correct checks, satisfactory references and DBS documentation prior to starting
• Responsible for up-to-date employment contracts and offers of Employment
• Continually review legislation to ensure all policies and procedures are compliant
• With the Head, oversee an effective Induction and Inset Programme
• Be aware and up-to-date of market rates and external remuneration information
• Create and Co-ordinate with the Head, to ensure the accuracy of Job Descriptions
• Monitor staff turnover metrics and reasons for leaving and advice the Head
Performance management
• Oversee levels of absence management and advice the Head
• Have an overview of all performance management processes across the school for the Appraisal cycle, records of interviews, target achievements and teaching and learning processes.
• Coordinate a dashboard to give an overview of performance management across the school.
• Oversee the budget
• Advise the Head of any skills and training gaps and providing the support where needed
• Provide support to line managers on leadership responsibilities
Other considerations
• Knowing the school regulations and health and safety policy and being aware of and implementing the school rules and school policies, in particular safeguarding of children.
• To undertake other such duties that may from time to time be reasonably assigned by the Head
• To contribute to the extra-curricular life of the School
• Develops/revises policies and procedures for human resources for the school board’s consideration, for the purpose of assuring consistency in the district, and compliance with laws.
• Participates in labor-management meetings and follow-up action based on labor management discussion/meetings, works proactively to resolve issues before they become formal grievances and utilizes problem solving and mediation techniques to bring about resolution where appropriate
•Directs employee background and fingerprint process
• Directs employee insurance programs
• Investigates grievances and/or complaints from employees
• Manage day-to-day operations of Human Resources area
• Monitors all employee appraisal processes and teachers on plan for improvement for the purpose of ensuring highly qualified staff are retained by the district in compliance with regulation and policy.
• Production of employee handbooks
• Develop HR strategies in line with the organizational requirements and business direction.
• Direct and control the staff of the department to ensure that they are appropriately motivated and trained to carry out their responsibilities to the required standards.
• Develop and administer compensation, benefits and performance management systems, quality management, succession planning, HSE and recreation programs.
• Analyze statistical data and reports to identify and determine causes of personnel problems and develop recommendations for improvement of organization’s personnel policies and practices.
• Plan, organize, direct, control or coordinate the personnel, training, or labor/employee relations activities of the organization.
• Serve as a link between management and employees by handling questions, interpreting and administering contracts and helping resolve work-related problems to ensure harmonious working environment are maintained.
• Analyze and recommend to modify compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements.
• Develop and implement policies and procedures to support business goals and to ensure that the company complies with the legal requirements and best practice.
• Define the quality standards to be applied in the management of company’s staff and monitor these to ensure that a high quality personnel service continues to be provided to the company.
• Develop, implement and monitor all required human resource procedures relating to staff terms and conditions of employment to ensure that the company complies with the legal requirements and best practice.
• Provide comprehensive personnel advisory service to all department heads/managers and staff to ensure that the company follows best practice in the management of its staff and to ensure compliance with legal requirements.
• Research and develop HR policies which will ensure that company recruits and retains a pool of well-trained and highly motivated staff.
• Identify the company’s staffing needs and develop policies and procedures to ensure that the required numbers and types of staff are recruited within agreed budgets to meet operational requirements.
• Recommend and implement reward policies and structures which ensure the effective recruitment and retention of high quality employees.
• Maintain comprehensive records and compile statistical reports concerning personnel-related data such as hires, transfers, performance appraisals and absenteeism rates.
• Analyze training needs to design employee development, language training and HSE programs.
• Establish and implement succession planning and performance management system.
• Participate in the management meeting and provide relevant reports as required.
• Ensure the HR policies and procedures are in compliance with the Qatar Labour Law.
Responsible for the entire administration and recruitment processes regarding a wide range of HR related issues & advising employees & line managers regarding HR policy & practices to ensure that appropriate documentation has been completed, changes are effected & employees are made aware of any changes which could have an impact upon the employment relationship.
Principle Accountabilities
Liaise with HR Manager is regarding vacancies which arise, providing CVs for shortlisting, arranging interviews & collating documentation ensuring that the appropriate information is provided to those conducting the interview & the candidates attending in order to carry out an effective interview selection process.
Assist the HR Manager in developing job descriptions
Network through industry contacts, association memberships, trade groups and employees.
Coordinate with all GMs & HOD for recruitment requirement.
Liaise with approved recruitment agencies for supply of manpower and search CVs from approved job portals.
Prepare an employment offer letter from selected candidates through Oracle
Support HR Manager with manpower planning process and maintain manpower records
Prepare all required documentations and approvals for the recruitment process
Coordinate for oracle entry of candidates and new employees
Support HR Manager with recruitment report, manpower budget tracking and update of Organizational Charts.
Coordinate the unloading process of all new employees, ensuring all necessary arrangements are in place, offer letters are generated, visas are processed, paperwork is completed, Oracle/i-recruitment systems updated & inductions coordinated in order to enable new starters to effectively carry out their role from day 1 of their employment
Coordinate all probationary periods reviews & annual performance reviews documentation within area of responsibility ensuring managers complete all necessary paperwork, any issues are communicated to employees & the necessary actions are taken to enable performance to improve across the organization
Prepare when advised any letters & documentation such as transfer letters, disciplinary warning letters, salary adjustments, etc. to ensure effective communication with the employee & other stakeholders.
Advise employees of appropriate HR policy & procedure to address any concerns they have, i.e. payroll & banking issues, assisting them where appropriate in resolving their concerns quickly & efficiently in order to maintain good levels of morale & reduce the risk of further complaints.
Assist HR Manager in the implementation of HR initiatives, collecting & analyzing information, advising managers of good practice in order to promote best practice & employee engagement within area of responsibility
Coordinate leavers process, ensuring all documentation regarding gratuity payments are finalized & in compliance with Qatar labor legislation.
The Doha Group is one of the most developed and leading real estate and construction companies in the Gulf region. The Doha Group operates through more than ten subsidiary businesses that are active in sectors as diverse as real estate, construction, manufacturing, investment, facility management, agencies and business consulting and employs in excess of 2, 000 people throughout the State of Qatar, the Doha Group has adopted a decentralized approach giving its subsidiaries the necessary flexibility and versatility to maintain a competitive stance
Responsibilities:
Managing a team of 10 members with the proper policies and procedures implemented in our tenure. Oracle Implementation, ERP for smooth reporting structure for MIS.
Administration:
• Managing Manpower supply for our clients
• Arranging RP, Health cards for all employees and ensuring the renewal dues respectively.
• Collecting and co-ordinating for details of attendance and employee details for site requirement
• Monthly Report Preparation in line with the entire HR functions and the updadation of the entire Groups and Branches and reporting to CEO.
• General administrative work as and when required by the management to so.
Policy Making
• By adapting the Qatar labor law into the organization level, made HR policies and Employee manual as to strictly adhere to the rules of the Company.
Recruitment & Selection
• Manpower planning - assessment based on the company business plan.
• Resolve employee queries to ensure discontent.
• Responsible for following stages of the recruitment process-interviewing (HR Round).
Joining and Induction
• Plan, Organize, and Monitor Induction Program of all new joiners
• Providing an overview of the organization & ensuring smooth on board of all new joiners
• Ensuring that new hires get a seamless integration into the company’s mainstream.
Achievements:
• Successfully recruited 450 employees for a project in one month.
• Designed and implemented a suitable Performance Appraisal System.
• Absenteeism was drastically reduced by introducing Incentive schemes.
ISO Representative
• Built and lead the quality management system Project Team.
• Planed the quality management system project and implementation schedule.
• Acted as the “internal consultant”.
• Report to top management.
• Gathered, organized, and disseminated information.
• Delegated tasks and established deadlines.
• Collect and evaluate work.
• Organize training.
• Facilitated top management visibility and involvement.
• Obtained cross-functional support and buy-in.
Imperial Palace Hotel (5 Star Hotel): presently working
HR Assistant Manager: Reporting to Head HR & assisting HR Executive in day to day transaction.
Strategy Development
Contribute to the formulation and implementation of overall HR strategies, policies and plans, which enable the achievement of Company Strategic objectives.
Manpower Planning
Supporting to Prepare, forecast and budget the manpower plan in line with the organization’s requirements and strategic directions.
Recruitment & Selection
Ensure selection and placement of right talent into the organization within allocated budgets and timelines
Supporting to Conduct periodic compensation surveys to ensure market parity
Supporting to Develop the recruitment policy and ensure adherence to it so as to see that best people with the highest potential are recruited.
Conduct job analyses to write job descriptions and develop job competencies
Training & Development
Providing inputs to Design a structure for promoting learning and development within the organization as per the OGSM targets/goals and in line with the competency requirements of the job.
Oversee the development and implementation of a training calendar and budget in line with the Division's objectives
Oversee & Ensure delivery of training is systematic and of high quality
Compensation, Benefits Management
Supporting & Managing a strategy in the compensation/benefits are to craft equitable and competitive Compensation & Benefits programs that are consistent with the organization's guidelines
Helping to Analyze, implement, maintain, and administer best reward schemes so as to ensure all employees are being fairly remunerated as per their performance, grade and functions and manpower costs are kept competitive.
Budgeting & Cost Control
Providing inputs to prepare the HR department budget and monitor financial performance versus the budget so that the business is aware of anticipated costs/revenues, areas of unsatisfactory performance are identified and potential performance improvement opportunities are capitalized upon.
Design HR Systems, Processes & Implementation
Design HR systems and processes in the areas of recruitment, performance management, training and development, reward and recognition etc., in line with the business strategy
Develop a strong network within the Automotive industry to gain an understanding of best practices in the industry
Ensure uniform implementation of HR policies across the organization, directiv and ensure the effective implementation of ORACLE to enable process improvement, cycle time reduction and cost reduction in line with overall business plans of the company.
Employee Relations
Establish an employee feedback mechanism that will measure organization wide satisfaction levels
Addressing issues related to grievance disputes, ER issues, indiscipline, counseling and terminations in accordance with company values and procedures to the policy .
Organizational Development & Effectiveness
Supporting to Optimize organization effectiveness
Initiate, lead and deliver results on projects related to organizational design, development of organizational capabilities, alignment of people and business strategy, performance improvement and employee engagement
Manage the entire recruitment functions across multiple business units including IT, ITES, Business Development, finance and accounting, Product development. Recruited to help guiding and manage a full spectrum of HR Operations systems and programs. Worked with senior management to create policies and procedures; recruit employees; created group benefits databases; and develop orientation, training and incentive programs.
Outcomes:
• Employed as recruiter for recruiting in the year 2009. Responsible or recruiting efficient employees for advanced technologies.
• Responsible for providing service by recruiting high volume mechanical and engineering staffs for ITES and IT companies.
• Consult with business and functional leaders to define competencies for specific roles.
• Pre screen candidates with detailed phone screens, evaluating candidates’ compatibility with specific job requirements, ensuring a right fit prior to submission to client. Track candidates activities.
• Administer benefits enrollment and programs; administer HR Budget and handle Hr Generalist workplace issues.
• Generated investor, project and contractor leads thought expert networking participation.
• Analyzed compensation figures for the information technology division, benchmarking each position with salary survey statistics and industry research.
• Created an advanced database in Microsoft Access to track compensation.
• Produced and checked all firm salary increase letters following the performance review cycle, resulting in 100% accuracy
• Answer telephones, and direct calls efficiently or take accurate message
• Responsible for the checking the references
• Responsible for the Visa processing
• Establish and maintain working relationship with select agencies.
• Assist in the development of employee communication programs.
• Working on the human relations problems arising with the introduction of newly establishes standards and work procedures.
• Developed new employee orientation program.
Establishing recruiting requirements by studying organization plans and objectives; meeting with managers to discuss needs.
Build applicant sources by researching and contacting community services, colleges, employment agencies, recruiters, media, and internet sites; providing organization information, opportunities, and benefits; making presentations; maintaining rapport.
Determine applicant requirements by studying job description and job qualifications.
Attracting applicants by placing job advertisements; contacting recruiters, using newsgroups and job sites.
Determine applicant qualifications by interviewing applicants; analyzing responses; verifying references; comparing qualifications to job requirements.
Arrangiing management interviews by coordinating schedules; arranging travel, lodging, and meals; escorting applicant to interviews; arranging community tours.
Evaluating applicants by discussing job requirements and applicant qualifications with managers; interviewing applicants on consistent set of qualifications.
Managing new employee relocation by determining new employee requirements; negotiating with movers; arranging temporary housing; providing community introductions.
Improving organization attractiveness by recommending new policies and practices; monitoring job offers and compensation practices; emphasizing benefits and perks.
Managing intern program by conducting orientations; scheduling rotations and assignments; monitoring intern job contributions; coaching interns; advising managers on training and coaching.
.Update job knowledge by participating in educational opportunities; reading professional publications; maintaining personal networks; participating in professional organizations.
Accomplishes human resources and organization mission by completing related results as needed.
Human Resource