Business Development Director
GAWC
Total years of experience :15 years, 9 Months
• Execution of the HR strategy, operational plans and HR roadmap in partnership with senior management.
• Contributing to the success of cross-functional initiatives that support the strategy and delivery of the Growth Plan.
• Developing data-supported conclusions and action plans:
- Assist with informing the business with workforce insights that predict patterns and behavior that are linked to business performance;
- Assist with organizing, interpreting and presenting sets of data in a simplified and conclusive manner.
- Leverage KPIs and benchmarks to drive action and higher department performance.
• Providing human resources expertise in the areas of talent management, organizational development and effectiveness, employee relations, leadership development and reward.
• Acting as a trusted advisor, coach, and consultant for leaders and leadership teams to improve their leadership capability, team effectiveness, strategic insight, and business performance.
• Supporting the business with organizational design practices and solutions as the business grows.
• Supporting the company’s professional development initiatives by leading talent reviews to identify top talent and succession planning strategies. Recommend and implement retention strategies to retain and develop top talent.
• Playing an integral part within the respective functional leadership teams, having the credibility and business knowledge to be consulted and to actively contribute to overall business decisions.
• Partnering with business leaders in driving culture change and embedding purpose and values within the business; enhancing organizational effectiveness and change management capability; driving employee engagement research and responses in the business; and supporting the leadership team in nurturing a culture of high performance, meritocracy and continuous improvement.
• Follow up compliance Sarbanes-Oxley report related to HR activities.
• Partners with IT team to define, develop requirements and to re-engineer current processes, to support HR initiative to adopt SAP-HR module and Microsoft office 360
• Implement and develop the Human Resources strategy at local country level, as per global and regional HR strategy.
• Identify business and operational needs and be responsible for working closely with line management.
• Leadership Development:
- Ensure an ongoing process exists which continuously enhances the knowledge and capability of key talent in order to enable these managers to effectively lead the organization toward achievement of strategic initiatives.
- Conduct individual leadership, career and talent assessments as appropriate using a variety of tools.
- Provide coaching and support to key leaders in the creation of robust development plans that meet succession and development needs
- Play the role of HR Business Partner and supervise engagement activities with business line managers .
• Succession Planning:
- Develop and supervise the process which focuses on building bench strength to meet current and future business needs.
- Serve as a resource of recruiting and business partners in the identification of candidates for critical roles.
- Conduct individual leadership, career and talent assessments as appropriate using a variety of tools.
• Performance Management:
- Oversee the continued roll out of a consistent global process that focuses employee's efforts on the achievement of business goals and attainment of requisite skills/competencies to sustain profitable growth.
• Training and Development:
- Identify or develop company-wide or individual learning initiatives that cost effectively focus employee development toward achievement of both business and personal career goals.
- Conduct training needs assessment, recommending and implementing programs to support key skill areas.
• Organizational Development and Design:
- Identify and analyze organization effectiveness opportunities and recommend initiatives that address global and regional opportunities based on business strategy.
• Competency Models:
- Evaluate and maintain leadership and technical competency models that facilitate the assessment of employees versus these competencies. In addition, based on competency evaluation, provide for development plans.
• Organizational Leadership:
- Form collaborative relationships with Human Resources leaders and Business Partners in order to execute talent strategies and efforts to support the growth/strategic objectives of the company.
- Research latest development in management, leadership and organization development areas and keep abreast to serve as a subject matter expert and consult to organization regarding critical people issues.
• Recruitment processes: Sourcing, interviewing, organizing technical interviews, reference checks, contract offers and so on for the Middle East
• Lead the workforce planning, staffing, recruitment and termination processes .
. Applied predictive analytics approaches to upgrade workforce planning (WFP) to the more-impactful strategic workforce planning (SWP), and Engaged in SWP which allowed to forecast more accurately and to plan more effectively and completely for varying scenarios, which helped to have the right workforce with the right skills at the right time to meet a new or evolved mission.
• Manage Compensation & Benefits projects, such as market based pay, bonus, retention and incentive programs, benefits reviews, salary surveys, etc.
• Provide consistent and timely communication about Human Resources processes and broader business issues to employees and managers
• Ensure good quality of data integrity in the Human Resources database for the relevant employee population of approx. 14, 500 employees
• Supervise induction / orientation program for the new recruits.
•Providing advice and assistance to management and staff on Human Resources, Operations Policies and Procedures, Legislation, change processes In addition to Create and implement of HR and Operations Programs and Policies as needed by the Organization.
•Ensuring Organizational Conformation with applicable HR related regulations and Statutes as well as Organizational Procedures and Policies.
•Facilitate Heads of Departments in setting Goals, Objectives and formulating Key Result Areas and KPIs & Develop appropriate KPIs indicators for evaluating the Performance in addition to Monitoring progress on achievement of KPIs and reporting.
•Integrate Performance Review with Competency Mapping, Talent Mapping and Work closely with Heads of Departments to develop Personal Development Plans for employees taking inputs from Performance Review, Competency mapping and talent mapping exercise.
•Conducting Performance reviews with managers and monitoring employee Attitudes, Productivity, and Performance Outcomes.
•Identify Learning & Development needs and developing action plans to close competency gaps & Actively interact with Learning & Development department to ensure that training needs are addressed through internal and external training.
•Design and develop career and Succession Planning Programs with coordination of Divisions Heads.
•Creating Based Competency Job Descriptions for every employee position .
•Evaluate the use and business impact of existing Talent Acquisition Processes, tools and programs by reviewing and analyzing metrics, customer satisfaction and other data points.
•develop, organize and execute business plans to achieve annual employee acquisition goals
•Forecast staffing shortages and formulate proactive short and long term strategies to meet the needs of the business.
•Formulates strategic talent acquisition plans to meet business needs.
•Oversees sourcing for complex talent needs.
• Monitor compliance with Talent Acquisition Processes and policies, and the use of talent acquisition systems and programs to ensure their optimization.
•Review performance with Recruiting Processes, including performance against service level agreements, adherence to selection strategy, and compliance with background check requirements, among other areas.
•Partner with the HR Business Process Management team to escalate issues and develop and implement recommendations on resolutions
•Provide a full consultative service to line managers with regards to the recruitment industry and market trends.
•Design and deliver innovative sourcing strategies and solutions to meet business growth needs and generate diverse pools of applicants whilst closely controlling cost bases.
• Proactively search for, identify, network with and directly contact active and passive job seekers, both internally and externally, for hard-to-hire, evergreen and specific vacancies, sourcing the very best candidates using a variety of channels that are aligned to and effectively communicate the employer.
• Effectively collaborate with, and respond to, colleagues, candidates, customers and suppliers, building sustainable relationships, setting and managing expectations clearly, identifying and resolving the root cause of any issues and escalating as required
• Retaining employees, conducting Interviews and supervise Legal Professional preparation of appointment letters
• Negotiating terms and conditions of employment with staff.
• Participation in Development process of Compensation Plans and Customized Incentive structures for each position to align employee and management goals with those of the company
•Identifying, Evaluating, and Resolving Human Relations, Employee Morale, work Performance, and Organizational Productivity Concerns.
•Ensuring that the HRIS (Oracle ERP) Data is updated and maintained accurately.
•Providing Directors with the essential Reporting in order to help them in managing manpower resources
Deliver HR operational support to employees, while working with the Management to provide strategic direction to address business issues and manage change agenda.
•Partner with line managers on complex employee relations issues, providing advice and guidance in seeking resolution, policy interpretation and employee advocacy.
•Conduct investigations including write-ups, legal conversations, and counseling
•Act as Subject Matter Expert (SME) for all key HR Tools, systems and processes
•Support the delivery of, and the compliance with, Unilever HR policies, processes and local employment legislation for all employees
•Own delivery and administration of all HR transactions not provided by third party.
•In partnership with the line managers, guide and support line managers in the fundamentals of learning needs and skill gap analyses and provides guidance on the range of learning interventions available.
•Manage escalation of HR support issues through to resolution while maintaining effective communication with all affected stakeholders. Act as liaison between front line managers and 3rd party HR support
•Maintain, coordinate, monitor and report HR trends and issues within scope of work
•Demonstrate awareness of, utilize, and keep up to date on available resources to deliver business objectives Key Requirements.
•Research and recommend new sources for active and passive candidate recruiting.
•Evaluate the end to end recruiting solution and ensure that the recruitment policy, process and forms and methodology are all aligned with business needs and are able to fill vacancies in the fastest manner
•Ensure succession Process is in Place to allow Identifying Potential and Immediate Succession into Key Management Positions and Critical other Positions which Identifies Succession gaps at an Early Stage to Develop Plans to Address Succession gaps and Monitor on the Implementation of Plans.
• Implementation of Compensation and benefits Strategy, which includes, Salary Structures, Job leveling, Offers, Rewards Systems, Bonuses, Medical Plan.
• Implementation cost implication measures and identifies any weak points in benefits and amends accordingly.
• Conduct forums and surveys to identify turnover drivers and set an action plan to eliminate this driver
• Participate and evaluate data received in salary surveys
• Participate in the Identification, Delivery of training Programs as Directed by Management and by Performance Appraisal process.
•Monitor Recruitment and Selection Policy and Procedure Effectiveness and Ensure Compliance with approved Manpower Plans.
•Coordinate and keep up to date the on-boarding process with safety and operation teams
•Participating in Implementation of GMP, ISO 9000 & HACCP (HR related procedures).
EMBA
Economics Bachelor 's Degree as Major Just.
