Chief HR Officer
National Bank of Iraq
Total years of experience :17 years, 8 Months
Craft, Implement and Evaluate the HR Strategy
Managing the HR strategic and operational activities
- HR Strategies formulation for the department and have it aligned with the company's strategy.
- Policies and procedures
implementation and developing. Making sure its alignment with labor law.
- Labor Laws Full understanding and related laws.
- Providing advice and consultancy supported by legal advice to the management once needed.
- Staff Management, by providing support and advice to employees and encouraging teamwork and providing facilities crisis to ensure effective performance
- Communications and team work with all departments to ensure smooth work activities in order to achieve the company targets.
- HR Budgets preparations and implementation once approved.
- HR system supervision and management (Payroll, Personnel, Recruitment, Learning and Development and Performance management).
- Health Insurance, Social insurance and safety measures implementation in the workplace locations.
- Compensations and Benefits managements, including various incentives to motivate employees.
- Performance Management implementation, and follow-up through the effective understanding and the implementation of the methodology to achieve company objectives.
- Job Descriptions Manual frequent updating and have it aligned with the business functions
- Learning and Development implementation, to develop employee’s skills.
- Talent Acquisition policy implementation (Recruitment Policy) to provide needed recourse for the company at the right time. By having good connections with all recruitment agencies, Universities, government bodies ...etc
- Succession Planning Management, to insure the business runs in normal mode at all times.
- Talent Management implementation in order to maintain top talents in the company.
• HR Strategies formulation for the department and have it aligned with the company's strategy.
• Policies and procedures implementation and developing. Making sure its alignment with labor law.
• Labor Laws Full understanding and related laws.
• Providing advice and consultancy supported by legal advice to the management once needed.
• Staff Management, by providing support and advice to employees and encouraging teamwork and providing facilities crisis to ensure effective performance
• Communications and team work with all departments to ensure smooth work activities in order to achieve the company targets.
• HR Budgets preparations and implementation once approved.
• HR system supervision and management (Payroll, Personnel, Recruitment, Learning and Development and Performance management).
• Health Insurance, Social insurance and safety measures implementation in the workplace locations.
• Compensations and Benefits managements, including various incentives to motivate employees.
• Performance Management implementation, and follow-up through the effective understanding and the implementation of the methodology to achieve company objectives.
• Job Descriptions Manual frequent updating and have it aligned with the business functions
• Learning and Development implementation, to develop employee’s skills.
• Talent Acquisition policy implementation (Recruitment Policy) to provide needed recourse for the company at the right time. By having good connections with all recruitment agencies, Universities, government bodies ...etc
• Succession Planning Management, to insure the business runs in normal mode at all times.
• Talent Management implementation in order to maintain top talents in the company.
• Managing administration activities (petty cash, Visa, security, and cleaning).
- Establish and lead the HR functions on both strategic and operational levels; translate business strategy and priorities into strategic HR objectives, ensure right execution of HR functions in terms of recruitment & selection process, performance management system, training and development programs, employee’s relation programs ... etc.
- Staffing & Recruitment:
* Set manpower plans for divisions and departments on annual basis, revise them from time to time and determine vacancies and the best recruitment process and solutions.
* Review job descriptions as per manpower budget and current positions existed in the Company.
* Restructure the organization charts for divisions and departments as per hierarchy and authority matrix that help Company to achieve its business goals.
* Lead the recruitment and selection process, advice on efficient staffing levels, and manage internal and external recruitment activities.
* Interview managerial and supervisory applicants to obtain information on work history, training, education, and job skills, coordinate with concerned managers for final interviews and selection.
* Ensure Company orientation program and induction plan for new joiners are effectively executed.
* Measure the labor turnover, study and analyze the reasons behind, communicate concerned managers with recommendations to retain calibers.
- Talent Management:
* Direct performance management system for all employees, monitor implementation, coach and support, and come up with final recommendations and analyses.
* Identify the key positions and build succession planning system by developing successors in each critical position through leadership, knowledge, abilities, skills and strategic training in order to have second line of leaders ready to handle the responsibilities. Propose, along with top management and training dept., programs to attract, retain, and develop superior leaders and talent at all levels of the organization; identify candidates with high potential and support them with individual training and development plans, to enable them to move to senior management roles.
- Personnel & Payroll:
* Ensure consistent HR policies and procedures implementations in all divisions and departments for all Iraq staff.
* Maintain attendance system in accordance with IT and update managers on monthly basis.
* Coordinate with IT dept. to establish HR IS software for employees’ use in terms of applications submittal and approval… etc.
* Contact concerned managers to provide annual leave plans for their staff and follow up implementation process.
- HR Team Development:
* Effectively lead and develop the HR team, in line with department goals, objectives and systems; monitor and evaluate their performance, ensure that corporate programs are relevant in all branches and locations.
* Prepare the annual departmental budget, including manpower, training programs, operating expenses and services. Also, monitor and control expenses of the approved budget
n Training Needs Analysis
n Calculate Training Budget
n Implement Training Courses (Coordination, follow up, …)
n Facilitate Training for Zain Iraq Staff
n Evaluate the trainings
n Analyze the survey results and issue training reports
n Deliver Training for the new employees in ( Call Center, Sales and Outbound)
n Develop Learning and Development processes
n Create Learning and Development policy
Other activities in HR:
HR Vision and Mission
Create Learning and Development Policy and Processes.
Participated in creation of recruitment, transfer and promotion policies.
Satisfying the customer through:
- Solving the Customers` Problem
- Escalating the Customers` Complains
- Providing the Customer with all needed information regarding the products, services, processes….,
- Advice the Customer
Geological sciences
