Claudelle Crasto

Implementing a new Performance Management framework and system across the company.

In July 2015, I completed a 10 month temporary contract as HR Specialist; 4 months in Recruitment and 6 months in dnata Airport Operations during which I was responsible for providing comprehensive HR business support services in areas of policy interpretation and implementation; advice on HR / employee relation matters; advice on resource planning and employee development; motivation and reward management; management of employee disciplinary, grievances, counselling and performance management. I was also actively involved in introducing the new competency framework, Re-structuring Project communication as well as MyBC (new Performance Management System) Pilot & Phase 1 implementation. This included guiding and coaching managers and employees on goal setting and alignment, conducting training workshops for employees on the different phases of MyBC cycle in accordance with the implementation timelines.

Assigned to project in Muscat, Oman to deliver training workshops to Employees and Managers on Performance Management.

As HR Manager my role is to lead a small HR team to introduce and implement best practice in human resources. Providing proactive support and guidance in the areas of Recruitment, HR policies & procedures, Performance management, Training & Development, Manpower and Succession planning. During this time my achievements include:

 Designed & implemented a new performance management framework and recommended bonus payout.
 Created and developed a value-driven behavioural competency frame work & supporting behaviours to create and establish organizational culture.
 Developed & implemented an Emirati National Development Program and have been consistently achieving Emiratisation targets.
 Facilitated creation of Individual development Plans to identify training needs for all employees that is aligned to career development goals and business strategy. Effectively planning, delivering and evaluation training programs.
 Successfully implementing succession planning and talent management strategy.
 Established, modified and implemented human resources policies, procedures and principles.
 Established a comprehensive recruitment process to be used across the organization. Successfully incorporated the use of Psychometric testing/ Assessment Centers for the purpose of recruitment & development activities.
 Developed an Induction program for Palm Utilities.
 Champion for all ISO related requirements in HR and successfully cleared assessments in areas of QMS, EHS and OHSAS.
 Successfully sourced and relocated staff accommodation.

As an HR Consultant, I was assigned as project leader on various project assignments in Dubai and Muscat. During this time my achievements include:

 Comprehensive review of the Employee Performance Management and made recommendations that include enhancing and aligning this approach to best practice Performance Management.
 Reviewed existing IT capability to develop/ enhance system with respect to developing a Performance Management module.
 Developed competency framework and ensured knowledge transfer and training was imparted to all supervisory level and above. This included facilitator training for the HR team and development of a Performance Management Policy manual with links to the existing reward scheme.
 Developed and implemented HR policies from project scoping through to roll out.
 Reviewed all HR processes and forms ensuring these reflected the revised HR policies.
 Re- engineered existing compensation & benefit policies and developed a revised grading and salary structure.
 Proposed enhancement to the existing benefit packages in line local and industry norms.
 Developed Job Descriptions through detailed job analysis and interviews.
 Reviewed all employment terms and conditions ensuring these were appropriately encapsulated in HR policy manual, employee handbook and employment contracts.

As HR Manager, my role was to provide a comprehensive HR Service to over 400 employees and facilitate the development and maintenance of a sound partnership between corporate HR and the Asset Management and Design business unit.
 Develop and implement best fit HR programs in support of the corporate HR strategy to achieve strategic and short term objectives.
 Provide advice and guidance to department heads and staff on interpretation and application of Corporate HR policy and labour legislation.
 Collaborate with line management to develop effective organization structures, reward programs and other HR solutions to support enhanced productivity, improved business practices and changing operational requirements.
 Work with section heads to ensure performance reviews and career development plans are in place and recommend Learning & Development solutions that deliver the required skills to improve business processes.
 Initiate and monitor all processes that are linked with performance management and career succession planning in order to ascertain that all employees are employed with the appropriate skills in the right place.
 Review departmental structures in line with business strategy and develop/update job descriptions
 Ensure quality, competent staff members are employed by using appropriate sourcing, selection and assessment tools.
 Manage and direct the HR team to ensure that HR strategy is implemented effectively in areas of organisational development, learning & development and employee relations.

My achievements include:
 Implementation of Nakheel performance management system across 400 employees.
 Spearheaded employee engagement initiatives with a resultant improvement in employee survey results.
 Participated in Group HR policy review and lead the development of re-engineered polices at business unit level (Design unit). Sort buy in from Senior Managers and managed the communication and roll out process for 400 plus employees (including presentations, road shows and Q&As)
 Developed & implemented an HR sustainability plan across the Design unit.
 Prepared & presented overall HR business plan and budget aligned to corporate strategy.
 Participated in the job evaluation project and implemented new grading structure in Design Unit.
 Project partner involved in the development and implementation of the learning management system, Oracle HRMS and online performance management system (Kenexa).

Relocated to Canada to complete a Post Graduate Certificate in Human Resources Management from Seneca College; worked on part-time basis performing HR generalist functions.

Over a period of seven years, I was promoted from Manpower Control Assistant to HR coordinator to Recruitment Officer. During this time, I handled the following responsibilities:
 Absolute understanding of the departments’ objectives and manpower needs and ability to translate into a comprehensive and compliant Department Recruitment Plan. This plan includes the manpower requirements for the budget year and proposed modes of candidate identification / attraction.
 Administer a professional and strategic recruitment service, which includes the placement of suitable individuals in junior, senior and management positions in all required areas of the business such as Sales, Reservation & Ticketing, Finance, Cargo, Security, Corporate Communications, Airport Operations and Engineering.
 Manage recruitment projects and campaigns both in Dubai and on overseas trips to ensure the productive use of time and with a view to meeting predetermined targets
 Design and conduct assessment centres to assess the behavioural competencies of candidates to ensure that they meet the ‘cultural fit’ of the organization.
 Work with Emirates Group Psychology to assess senior candidates through in-depth testing and feedback in order to determine developmental or training needs.
 Conduct behavioural competency based interviews to assess candidates fairly and simultaneously taking into consideration cross -cultural issues, sensitivities and biases if any.
 Complete and coordinate all joining formalities for selected candidates (including country specific employment contract issue).
 Advise outstation employees and Line Managers of human resources policies and procedures and communicate any changes.
 Provide assistance and advice to Line Managers and HR personnel on problems/queries regarding manpower movements and Oracle system related issues.
 Prepare timely and informative HR reports for organization wide use (e.g. Nationality Report, Manpower Summary Report, Turnover)

My achievements include:
 ‘Awarded the “Bronze Mabrouk” by the Emirates Airline for significant valuable contribution to the Airport Recruitment and overall support to achieving the department’s objectives.
 Successfully led large recruitment campaigns across South Africa, Kenya, Philippines, Iran, Sri Lanka and India in search of Airline and Ground handling staff.
 Project partner involved in the development and implementation of e-recruit in Emirates Airline.
 Project partner involved in successful implementation and migration to ORACLE HRMS &Payroll.

 Prepared statistical and analytical reports on MS Excel with reference to the various products offered by Citibank in the Middle East region so as to keep abreast of changing circumstances and effectively monitored and advised management in order to promote effective decision-making.
 Had a thorough operational and product knowledge of the Citibank banking system for the NRI section and provided customers with accurate and speedy information. Through constant liaising with the head-office at Madras, India was as able to ensure that customer queries were effectively handled and other service related issues were resolved.
 Acted as quality control, ensured receipt of completed product related documentation from customers and forwarded these to the concerned units in India.
 Assisted in the launch of new products by ensuring that all relevant literature and price lists were communicated to all existing customers and potential clients. Responsible for gathering and communicating competitor information to all interested parties to ensure competitiveness in the market place.