HR Director
Qaiwan Group
Total years of experience :31 years, 10 Months
Key Result Areas: • Formation, Development and Implementing a highest quality HR Team •
Determine Human Resources needs, Determine Recruitment Strategies, Select Employees and
Develop Training, Determine Compensation, Appraise Performance • Develop, implement and
maintain Corporate HR Policies, Procedures and benefits at the Energy Sector (Refineries, Power
Plant, Tank Terminals and Oil and Gas) • Provide Strategic and day-to-day consultation and
support to department heads, managers and supervisors on HR issues • Manpower Planning,
Forecasting and Budgeting, Employee Relations • Monitoring strategic human resource strategy
plans to source, attract and recruit qualified personnel in a timely manner to ensure that the
company is suitably manned to attain business objectives.
• Analyze and develop labor strategies in conjunction with the Corporate Objectives • Succession
Plan, Talent Management • Directly work with the Energy Sector Leadership Team to develop and
control the overall facility expense budget and continuously monitor these costs to anticipate
and control possible variances • Custodian of HRMS System by enhancing and final sign-off on
payroll transactions • Working closely with the legal team to manage the process of legalization
and onboarding process • Analyzes salary data to determine competitive compensation structure
for employees • Plans and conducts new employee orientation to foster positive attitude toward
Company • System, Structure, Strategy and Staff optimization and trainings to all levels of
Corporate • Retention Strategy, HR Education, New Ideas, Strategic Business Impact.
• Responsive, Conflict resolution and an Independent minded HR function that understands the
workforce and can help management to balance the employee and business.
• Design and implement comprehensive Manpower Planning, Manpower Allocation for 12 Multinational Multi-million projects Mobilization, Design and develop HR interventions and initiatives directed towards the well-being and development of the employees. The processes focused towards increasing the productivity of the employees, enhancing interpersonal skills for relationship management, establishing employee communication forums, motivating employees, encouraging recognition & development of people and facilitate smooth coordination amongst the stakeholders
• Manpower forecasting in line with Projects Plan and Budgeting, Implement the organizational goals developed for the employees; maintaining organizational health & hygiene factors; seamlessly orienting and inducting new hires into the culture of the organization
• Implementation and processing of the benefit structure of the organization. The job consists of ensuring appropriate understanding of employee benefits as well as communicating the same to the employees
• Address benefits issues that may arise at the various levels (employees and management) as well as recording and maintaining the same in the ERP systems. Coordinate and liaison with the related agencies in carrying out the activity
1. Prepare, implement and monitor strategic human resource strategy plans to support the company’s business goals 2. Formulate and drive the effective implementation of a comprehensive set of HR policies, procedures and systems obtaining buy-in from the General Managers and Departmental Managers ensuring Line Management is fully enabled to effectively manage their personnel. 3. Identify and implement strategies to source, attract and recruit qualified personnel in a timely manner to ensure the company is suitably manned to attain business objectives 4. Develop and implement succession management processes and career progression planning to ensure organizational capability 5. Design, develop and implement training development initiatives for employees and leadership 6. Ensure compliance with UAE Labor Laws to protect the best interests of both the Company and it’s personnel including the integration of UAE Nationals into the workforce 7. Design, develop and implement HRMS initiatives aimed at improving operational effectiveness within the HR Department and Company that will enhance the end user’s opportunity and capacity of incorporating data into their planning and decision making activities 8. Drive and institutionalize best practice across all process and systems through quality improvement initiatives 9. Design, develop and implement appropriate recognition and reward schemes aimed at reducing turnover and retaining personnel thereby positioning the company as an ‘employer of choice’ in the market 10. Continuously review and develop the compensation and benefit systems ensuring the Company is correctly positioned to attract, reward and retain personnel 11. Develop and implement a performance management system and competency framework aimed at ensuring individual employee performance and capability is aligned to support company business objectives 12. Provide ongoing support, guidance and advice to all stakeholders on key HR issues ensuring harmonious employee relations amongst all employees 13. Identify and implement initiatives aimed at improving staff morale and wellbeing to ensure optimum levels of productivity 14. Oversee the Company’s Public Relations Department and Payroll department providing guidance and advice.
Develop organization strategies by identifying and researching human resources issues; contributing information, analysis, and recommendations to organization strategic thinking and direction; establishing human resources objectives in line with organizational objectives. Implement human resources strategies by establishing department accountabilities, including talent acquisition, staffing, employment processing, compensation, health and welfare benefits, training and development, records management, safety and health, succession planning, employee relations and retention and labor relations.
Manage human resources operations by recruiting, selecting, orienting, training, coaching, counseling, and disciplining staff; planning, monitoring, appraising, and reviewing staff job contributions; maintaining compensation; determining production, productivity, quality, and customer-service strategies; designing systems; accumulating resources; resolving problems; implementing change. Develop human resources operations financial strategies by estimating, forecasting, and anticipating requirements, trends, and variances; aligning monetary resources; developing action plans; measuring and analyzing results; initiating corrective actions; minimizing the impact of variances.
Accomplish special project results by identifying and clarifying issues and priorities; communicating and coordinating requirements; expediting fulfillment; evaluating milestone accomplishments; evaluating optional courses of action; changing assumptions and direction. Support management by providing human resources advice, counsel, and decisions; analyzing information and applications. Guide management and employee actions by researching, developing, writing, and updating policies, procedures, methods, and guidelines; communicating and enforcing organization values.
Comply with state, and local legal requirements by studying existing and new legislation; anticipating legislation; enforcing adherence to requirements; advising management on needed actions. Update job knowledge by participating in conferences and educational opportunities; reading professional publications; maintaining personal networks; participating in professional organizations. Enhance department and organization reputation by accepting ownership for accomplishing new and different requests; exploring opportunities to add value to job accomplishments
• Social psychology • Developmental psychology • Physiological psychology • The psychology of individual differences Specialized in Industrial Psychology with Perosonality Factors for Psychometric analysis process
Strategic HR Management Workforce relations and risk management Manpower planning and forecasting Global compensation and benefits management Global talent acquisition and mobility management Talent and organizational development Job Analysis Training and Development Performance Management Payroll system administration Preparing and controlling HR Budget HR Audit and Case Studies Organizational Development Management Cultural Transformation studies and implementation steps Structuring and restructuring process Succession Planning and career developments Policies, procedures and process management System implementation management
Banking Finance Corporate Finance Business Accounts Corporate Accounts Budget and Cost Accounts GL, Final Accounts and Statements of Accounts Marketing Laws and Company Laws Business Economics and Business Statistics
