General Manager, HR
Confidential
Total years of experience :37 years, 9 Months
As an adviser and General Manager, HR, strategic Leader I report to the Chairman, I do work closely with the global HR Leadership team to set the strategic direction of HR Operations Delivery through a global shared service structure. In my role I’m responsible for the development, implementation and adoption of programs, processes and tools to drive scalability, efficiency and continuous improvement through a shared services model.
I do work closely with General Managers and CEOs in more than 12 countries to anticipate, illuminate and overcome complex business challenges in areas such as, litigation, mergers and acquisitions, regulatory issues, reputation management, strategic communications and restructuring.
• Develops, implements and administers strategy for Global HR Services which encompasses HR Service Center, HR Finance and Employee Relations functional areas
• Directs, plans and manages HR Services teams in accordance with Sayegh Group’s strategic goals and direction
• Drives development and adoption of global SOPs and delivers HR services, procedures and processes, which are considered value added, measurable, directly tied to company business objectives, and aimed at increasing employee satisfaction
• Works with the appropriate subject matter experts to create and implement policies where needed
• Responsible for maintaining all compliance requirements of HR transactional processes
• Works to build HR Service Center team performance and commitments to goals and objectives, while measuring results to improve transactional efficiencies
• Ensures there is a positive internal and external working relationship within the HR Services team and with external clients by frequently communicating and soliciting feedback with both parties and by measuring client satisfaction
• Actively engages in problem/conflict resolution, coaching, counseling, training and employee development
• Interacts and works closely with the Chairman, Global HR Operations to identify process gaps and possible solutions
• Identifies additional service gaps, department needs or opportunities for improvement
• Develops and implements quality control processes and measures across the HR Operations function
• Works closely with other service teams such as Global Mobility, HRIS, Payroll, and Benefits on concerns which relate to and may need to involve the HR Services
• Remains up to date on trends and developments within functional areas of expertise, researches and uses best practices benchmarks
• Communicating and implementing a company's strategy internally and externally so that all employees, partners, suppliers, and contractors understand the company-wide strategic plan and how it carries out the company's overall goals.
• Establishing and reviewing key strategic priorities and translating them into a comprehensive strategic plan.
• Monitoring the execution of the strategic plan.
• Ensuring departmental/unit strategic planning projects reflect organizational strategic priorities.
• Partnering with institutional leadership, special committees, and consultants to support execution of key initiatives.
• Mobilizing and managing teams of individuals charged with executing strategies.
Al Jaber Engineering (JEC) a leading contractor based in the State of Qatar. Established in 1995 as part of Al Jaber Group - a major conglomerate with over 30 companies -JEC as successfully completed numerous large-scale turnkey projects for many prestigious clients in different sectors
The purpose of this role is to support the delivery of HR strategy, policies and procedures in line with the organization’s Strategic Plan. It is a key role in managing change and ensuring the achievement of the company’s strategic goals through effective people management practices. To drive transformative change and deliver the desired business results from its critical strategic and operational initiatives on time and within both budget and risk tolerance. Define, plan, execute, monitor and manage one or more projects, simultaneously, across the organization. This is a high profile and demanding role, requiring a combination of keen analytical, cogent communication, cross-functional collaboration, change management and been-there-done-that, large-scale and complex program delivery skills.
• Guide organization transformation from inception through closure
• Standup new organizations or capabilities core to building an effective, scalable business and enabling strategic priorities
• Drive large scale company-wide organizational and operational change management
• Apply proven techniques to drive successful and lasting change within the organization
• Work with Executive Sponsor and key stakeholders to define projects, including: scope, goals and objectives, deliverables, milestones and activities, resource plan, budget, timing and risks
• Decompose work efforts into phases, activities and tasks, estimate level of effort and develop and maintain project plans that include: deliverables, activities and critical dependencies to complete project
• Manage and drive resolution to issues and mitigate risks, quickly escalating to Executive Sponsor if unable to resolve/address, using standard forums, processes and tools
• Manage project scope through formal change control process such that all changes are approved by Executive Sponsor and stakeholders
• Manage project resources and financials within plan/budget
• Manage all project interim and final deliverables, tools, templates, etc. such that version control and redundancy exists
• Provide strategic direction and leadership on the development of appropriate HR Policies across the Aljaber Engineering
• Implement HR best practice and strategy within the organization and lead a team of HR staff
Address and satisfy the strategic needs of the business.
• Develop and apply knowledge of key business drivers in making long range strategic decisions.
Design, development and execution of organizational effectiveness and development programs.
Help drive the business forward whilst managing complex employee relations issues, such as TUPE and Redundancy
• Ensure strategic business objectives are supported across multiple client groups through the provision and application of HR solutions
• Responsibility for the effective recruitment of the best quality individuals throughout the company
Introduce, lead and influence change management initiatives
• Assess current and future policy requirements to support strategic aims in conjunction with the company’s senior management
• Research best practice to enable best design of company policies
• Project manage the implementation and review of HR policies
• Impact assess the equality and diversity impact of all HR policies
• Provide strategic oversight and direction to company Remuneration policy and practices
• Monitor employment legislation developments, assess the impact on the company and develop policies to maintain legal compliance
• Provide direction on staff engagement so that the company regularly measures and responds to staff feedback to improve the company as a place to work
The purpose of this role is to be responsible for the development and to lead on the delivery of a program of Business Transformation across the Astra which will comprehensively review what we do and how we do it in order to ensure that we can continue to deliver quality front line services and maximize customer satisfaction in the most cost-effective and efficient manner. To work with Members and Corporate Management Team to embed service transformation in the organization, working to achieve a culture of continuous improvement
• To develop key work streams of the business transformation program in close liaison with service departments and other stakeholders to ensure service improvement and efficiency savings.
• To advise and support, Directors and Heads of companies in undertaking Business transformation projects and advise on appropriate business solutions.
• To ensure that all business transformation projects are delivered in accordance with the corporate approach to project management, including taking the lead on ensuring quality feasibility studies, business bases, and timelines for the evaluation of Business Transformation projects.
• To ensure appropriate links with other projects and strategies within the group and ensure that appropriate ownership is taken of risks and dependencies between projects is identified and managed appropriately.
• To develop, prepare and implement a Customer Service Strategy which will identify appropriate customer access, enable the monitoring of customer satisfaction and identify changes to service/product areas required to meet customer need and to coordinate the management of the delivery of complex business transformation projects defined within it.
• Responsible for creating and implementing a comprehensive and diverse H.R. strategy to support the leadership team in managing the opportunities and challenges while achieving the overall business objectives and the growth of the group.
• During one and half years I managed to build H.R. teams in the holding company and its subsidiaries, built a comprehensive data base and introduced a set of reports to the board to keep abreast of all H.R. related activities with a press of a button. Also filled the vacant positions specially the G.Ms. of the companies with competent and experienced people.
• Participated in the business plans of all the subsidiaries and delivered the H.R. and Admin budgets ( for the first time) for the companies of the group.
• Introduced an on boarding program spread from the day we initiate the need to fill a position until the end of the probation period.
• Created a new salary scale and grading system and linked it to a career path to all functions. This is also linked to a performance appraisal scheme and an automated merit pay system.
• Prepared a training plan that is based on a skill matrix. Design hr system for the Astra group and follow implementation.
• Manage hr managers in all other companies and feed the top management about their productivity, put the manpower plan for new companies will be launched and recruitment plans with time frame according to group strategy.
• In charge of all aspects of human resources functions including the following: developing and implementing human resources strategy, establishing recommending and coordinating the implementation of policies rules and practices for carrying out the human resources programs which optimize employee performance and potential managing the recruitment process in accordance with policy ensuring recruitment is to high standards and within budget advising management on recruitment needs and developing recruitment strategies to ensure the group has the talent for continued growth.
• Advising line managers on appropriate training and development to address the needs of the group, implementation of training and development of appropriate systems to ensure employees within the group are skilled to the highest level.
For more than a 25 years of accumulative experience the Company has recorded both impressive performance and outstanding potential throughout its offices located in Jordan, Syria, Egypt, Bahrain, United Kingdom, UAE, Saudi Arabia, and India. Amwaj International is currently seeking to create a global lasting business through penetrating new Arab and foreign markets such as those of Iraq, Lebanon, Kuwait, Spain and others. Amwaj International has broadened its fields of interests to include Real Estate, Investment, Hotels and Franchising. Amwaj International owns, manages and operates properties with an overall Capital estimated at $ 500 million USD
• Creating a business plan that demonstrates mid and long-term viability supported by believable assumptions about the future.
• Leading forbearance and restructuring arrangements with senior lenders.
• Assisting and/or negotiating directly with trade creditors to assure continued support.
• Assisting management in identifying profit and cash improvement projects.
• Develop overall company organization structure, develop overall performance mgt system for both head office and related companies in Iraq, Egypt and Syria.
• Develop personnel policies procedures for the whole group, develop compensation packages benefits for both head office and related companies.
• Creating and maintaining a training department, develop overall recruitment manual policies manpower plan hiring process assessment center etc, develop a job evaluation system job weight and tie them to the salary grading system for both head office and related companies, develop employee guide book as part of the orientation program for the group, established employee orientation program to foster positive attitude towards company goals, plan organize and direct the annual training plan to be appropriate with the company strategy for the group.
• Establishing HR organization strategies to balance internal strength weakness of the organization with external opportunities and threats in order to maintain a sustainable competitive advantage.
• In close cooperation with line managers responsible for all human resources matter in the whole group, develop personnel policies procedures for the whole group, develop compensation packages benefits, develop performance appraisal system, update the group’s organization chart and develop salary scales for each position in the company.
• Managing organization change by developing succession planning system, creating team based organization, handling culture diversity blue collars employees foreigners consultants etc, establish commitment on behalf of employees, ensures proper usage of personnel policies procedures and assists supports functional management and employees to resolve any personal conflict.
• Establishing a whole human resources data base recruitment training payroll etc documentation system for the whole organization, publishing the organization policies culture conduct awareness sessions regarding organization policy procedures culture strategy and develop a guaranteed fair treatment and recognition process and train line managers in its use.
• Installed a top down communications program to prepare the organization for significant growth through product line expansion and acquisition. Reduced cost per hire by efficiently using HRIS database information to heighten awareness of internal employee skills and experience.
• Designed a pay-for-performance compensation philosophy, structure and executive compensation package to align performance with organizational goals.
• Established a continuous quality improvement program for the human resources department to foster customer-focused employee teams.
• Establishing a whole human resources personnel departments, training development section, established a performance management system, established a performance appraisal system over the group and recommend the appropriate action.
• Creating and maintaining a training library with in the corporate office to maintain as reference for future generations, organizing and developing training library manuals reference library testing and evaluation procedures multimedia visual aids and other educational materials.
• Establishing qualification inventory system personnel replacement chart and a position replacement chart succession planning and job posting, develop a job evaluation system job weight.
• Plan organize and direct the annual training plan to be appropriate with the company strategy, analyze the performance appraisal process results in order to ensure that the results are in compliance with the company strategic goals, establishing, supervising multiple training seminars in the group providing them with the essential soft skills needed, designing training programs design the content syllabus to meet training requirements for some admin staff presentation selling skills etc, compiling statistical data and analyzing past and current years training requirements to prepare budgets and justify funds requested, formulating training policies and schedules utilizing knowledge of identified training needs, develop questionnaire for training need analysis, develop questionnaire for training assessments.
• Design, recommend and implement HR strategies. Review HR plans and implement/update as appropriate. Set up and manage a pipeline of recruitment at all levels outside of recruitment agencies. Define a recruitment strategy around long term planning within the group, in line with current business strategy and objectives. Interview, test and select employees to fill vacant positions.
• As a member of the Corporate Headquarters HR Team, responsible for strategic management of policies and procedures, international human resources, staffing, employee relations, compensation planning, HRIS, and training.
• Establish, direct and lead a professional and strategic HR Services function across the business group, offering a full range of specialist and generalist services aligned to business objectives.
• Design, develop and execute a Strategic HR Infrastructure and function across the group. Provided policy and strategic direction and advise on Human Resource matters that the Group to ensure business goals and strategies are achieved as per the corporate strategic plan and each subsidiary’s strategic plan. Contributed to the attainment of tactical and strategic plans by maintaining close association with the appropriate managers, reviewing progress against plans and objectives, and making appropriate recommendations.
• Leads the development and implementation of company succession planning program. Established standard recruiting and placement practices and procedures.
• Developed and implemented a performance and personal development program that provides a forum for managing employee performance and manages employee development through appropriate training interventions.
• Writes directives advising department managers of company policy regarding employment opportunities, compensation, and employee benefits. Formulates policies and procedures on recruitment, testing, placement, classification, and salary administration.
• Developed a reward strategy and introduce modern reward systems like job analyses, job evaluation and salary structuring to ensure that the company is market competitive and facilitate the attraction, motivation and retention of high caliber staff. Designed incentive programs. Manage annual salary planning and performance management process.
• Developed and implements the overall performance management function, including the identification of appropriate performance criteria and measures that are aligned to organizational objectives.
(A) Budget and financial support, including:
• Supporting the biennium and yearly budget by preparing the departmental operating and project budget estimates;
• Monitoring and tracking budget for the assigned unit including the preparation of Budget Allotment Adjustments;
• Preparing for and drafting responses to audit requests.
(B) Human resources support, including:
• Preparing staffing table proposals and RPAs; maintaining staffing table records;
• Recruitment of area staff and consultants by initiating requests for vacancy announcements, facilitating interviews and drafting and administering the contracts;
• Drafting and administering Consultant Contractor Contracts and Limited Durations Contracts
(C) Procurement and contracting support, including:
• Administering, verifying, and finalizing the preparation of Service Contracts and Consultancy Contracts;
• Administering procurement and logistical operations including tenders, quotations, purchasing orders, etc.; handling and controlling the preparation of Lists of Requirements
• Maintaining contacts with local vendors and suppliers in order to meet non-standard purchase requirements.
(D) Assets management support, including:
• Acting as a custodian of consumable supplies unit, including (as available) seals, stamps and archives;
• Handling surplus, obsolete or unserviceable equipment via coordinating with Information Systems Division (ISD) and Field Property Inspection Officer (FPIO), and/or keeps detailed updated records of the assets status and produces the appropriate equipment status reports accordingly;
• Coordinating maintenance of assets including building maintenance and repair, vehicles, generator maintenance and management.
(E) General administrative and filing support, including:
• Collecting, compiling and preparing analysis of statistical data related to the program/service; maintaining up-to-date records and files on the Department activities and staff;
• Contacting other Departments and Divisions; obtaining or coordinating material on information as/and when required;
• Maintaining filing /archiving system for service contracts, special service agreements and casual labor and ensures records are up to date.
(F) Safety and security support (as applicable for the assigned unit), including:
• Assisting, in coordination with the Safety and Security Unit, the implementation of office security requirements in unit installations to ensure overall compliance with UN security standards;
• Acting as security focal point within the assigned unit and maintaining the security and safety of the building through the supervision of guards and cleaners.
The Armed Forces hospital is a 380-bedded Teaching Hospital, Managed by GAMA.
The Armed Forces Hospital is a very active hospital with a wide range of specialties.
I have been fully integrated with the management of the Hospital and very involved in the activities of day to day running of my perspective departments.
Responsible for carrying out all administrative, personnel and financial matters relating to the medical and pra-medical staff. Duties include recruitment of staff members, engagement of consultants and arrangement for export group meetings, including all personnel and financial maters, administrating consultants and experts as well as locally recruited staff. Drafts, review, update, and implement HR policies, rules and regulations including preparing relevant manuals and technical instructions.
Organizes and supervises the administrative operation, coordinates financial, personnel and administrative functions between the various Division within the department and between my Department. Prepares the General Budget for Medical Services, Environmental Health. Purchase all equipment and supplies necessary and to control their issue and use in such a manner as to prevent waste and to keep record of the expense.