Senior Manager - HR
Al Futtaim Group
Total years of experience :14 years, 5 Months
My role is to act as internal consultant and subject matter expert to embed the Work Levels methodology and create Groupwide Job functions as part of Al Futtaim’s approach to Organisational Effectiveness/Development. The scope of the position is across all businesses units in all geographies and the aim is to provide improved science in the way we design organisations and positions within them, providing Senior Leaders greater strategic visibility, define clear role accountability and have more transparent pathways to talent development and progression. Ultimately ensuring that the correct talent is attracted, engaged, developed and retained.
Accountabilities and deliverables include;
• Project management - including planning, monitoring, controlling and communication, to support the successful implementation of the framework.
• Drive the change management process by engaging and influencing key stakeholders (Senior Business leaders and HR professionals)
• Creating an Organisational Design Policy and accompanying Organisational Design Transitional guidelines
• Act as internal consultant and subject matter expert and advise on restructures of current businesses as well as new acquisitions
• Secretariat for the org structure and job evaluation committee
• Educating Senior Leaders on the methodology, policy and guidelines.
• Alignment and improvement of all HR processes and procedures with the methodology, including, Talent Brand, Talent Aquistion, Learning Development, Talent Management Framework (9 Box) and Total Reward to develop a Performance culture.
• Redesigned and implemented Job design, job leveling and evaluation processes
• Creating Job functions, Job families and Categories for all positions.
• Designed and embedded new competencies and assessments. Based on technical (skills & experiences) nature of work and leadership competencies
• Updating HR SAP systems
• Assist in the reduction of manpower costs by designing more efficient structures and ensuring that every position is adding value
• Creating OE Metrics to show the impact and track progress
• Assessing employee engagement levels by Work Level and Job Function
• Employee Engagement impact planning
Responsible for all recruitment activities across 5 high profile projects in the UAE and KSA, and Malaysia implementing best practice from the UK business. Successfully filled over 400 positions on time and saved the business on average 70 % of the recruitment budget across various projects.
• Full recruitment life cycle ranging from junior to senior level positions throughout all areas of the business such as teachers, business development teams, finance, HR, IT etc from sourcing, selection and offer management
• Two direct reports; advise, train and manage, overseeing their work.
• Developed and updated policies and procedures related to recruitment to maintain compliance with local laws and company policy
• Work with Senior management to establish manpower requirements across the group in various countries which involves developing and implementing the recruitment strategy annually or per project
• Liaise with line managers and the business on manpower requirements, advising on sourcing strategies and market knowledge to enable preparing the recruitment budget
• Source candidates through a variety of methods, including self-generated advertising, networking via LinkedIn, in-house database, headhunting and external vendors and recruitment portals.
• Develop initiatives to provide candidates with knowledge on our business and entice them such as advertising and education fairs
• Manage all recruitment events for the MENA region globally
• Presenting the business at fairs through solid product knowledge of the business, core values, future growth etc.
• Responsible for interviews and assessment centres
• Offer management and negotiation of all prospective employees
• Contract generation
• Visa and ADEZ/ADEC process
• Develop and run inductions for new starters
• Work closely with Line managers around probationary period and performance management
• Succession planning and identifying ‘rising stars’
• Internal promotions
