HR Group Manager
VisionV Holding
Total years of experience :20 years, 9 Months
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•Create the group Human Resources strategy.
•Set a clear direction for HR Operations, enabling delivery of the HR plan.
•Evaluate the outcomes of the HR Strategy and ensure it remains appropriate and in line with KPIs.
•Understand the unique roles and responsibilities, strategic goals, and business plans of each division in order to provide a proactive HR service.
•Continually review the service provided ensuring it meets the needs of users.
•Develop and maintain effective internal relationships with key stakeholders.
•Ensure innovative recruitment and succession planning is in place.
•Create Performance Management System to can help everyone in the organization work to their full potential. Work together with employees to identify strengths and weaknesses in their performance and how to help them be a more productive and effective worker.
•Follow up and monitor performance evaluation systems used and make decisions accordingly.
•Ensure trends and experience are used to inform future resource allocation and that resources are balanced across all areas.
•Ensure implementation of effective HR communication and develop opportunities for involvement and participation.
•Manage develop and motivate a remote team of HR professionals.
•Manage department expenditure within agreed budget.
Developed HR Policies and Procedures Manual according to Liberian Decent Work Act 2015.
•Developed company forms and designed absences tracking sheet according to the benefits granted by Decent Work Act 2015
•Worked closely with management to study the current performance system and recommend modification if necessary
•Trained and coached Parker & Associates, LLC HR Assistant to carry our HR duties
•Reviewed personnel files and records for audit
•Reviewed website and recommended necessary recommendations to make the website more interactive to staff members
•Conducted first orientation to current staff members and introduced Personnel Manual and all related forms
Modified and commented on the New HR strategy in the multi-annual plan 2017-2020 Welthungerhilfe Liberia
•Created Recruitment SOPs
•Developed Job Descriptions Matrix
•Verified the present Performance Appraisals and marked suggestions for changes
•Developed SOPs for present Performance Appraisals (Employee Interview Record of Results)
•Reviewed and verified Welthungerhilfe General Terms and conditions of employment contracts.
Egypt/Iraq Programs
•Develop Country Program Personnel Manual, get legal approval and finally submit for Regional approval.
•Develop and implement a strategic volunteer management plan
•Draft, manage and track HR Training budgets to make sure expenses reflect the staff work plan training activities on a timely manner
•Report monthly, quarterly and yearly on HR’ activities, progress and challenges in line with the donors’ and CRS reporting requirements.
•Monitor the progress of staff development plans against the needs assessment result framework, M& E table documenting the lessons learnt so they can inform the design of the future interventions
•Support the attainment of Country Program objectives through the provision of dedicated quality HR services, professional advice, and ensuring HR systems, policies and procedures are developed and implemented in line with organizational vision, mission, and strategic objectives.
•Contribute to risk management by advising managers on the interpretation/application of HR policies and procedures and ensuring Country Program employment and human resource management practices meet agency and donor standards and are in compliance with local labor law.
•Analyze country office issues and requests related to human resource management and administration and recommend to SMT initiatives, activities, and opportunities for innovation and improvement of the HR function in alignment with business needs to attract, develop, motivate and retain a human resource base that is dedicated to high quality performance.
•Leading the Volunteers’ Management Program, developing a specific policy to govern their contracts, allowances and scope of work.
Regional Assignments/ Europe, Middle East and Central Asia Regional Office (EMECA)
•Strengthen, support, and provide resources to Regional Country Programs (CP’s) on a variety of services, processes, and programs in collaboration with Deputy Regional Director, Management Quality.
•Served as the HR focal point in Iraq to support CRS endeavor to scale up its programs in Northern Iraq, through creating HR Policies and Procedures Manual according to Iraq Labor Law #71 for 1987, supporting staff recruitment, orientation and providing technical assistance and supervision to HR staff in Kurdistan.
•Support CRS endeavor to scale up its programs in Turkey, through creating HR Policies and Procedures Manual according to Turkey Labor Law No. 6458, supporting staff orientation and providing technical assistance to KARİTAS FOUNDATION.
Takeda Egypt Pharmaceuticals
•Help Takeda Egypt to smoothly internalize its outsourced headcount to the newly established company.
•Plan and follow up the Administration Exit and Registration with Social Insurance Office
•Ensure Employment Contracts compliance with Labor Law # 12 for 2003.
•Review and feedback regarding the personnel issues related to the separation of some of the employees.
United Nations / African Union Hybrid Operation in Darfur (UNAMID)
Ensuring Strategic alignment of HR and Administration Departments with the Company’s mission and vision and designing an organization chart that matches the business strategy and new directions of the company.
•Developing and regularly reviewing and updating the employees’ guidebook, the company’s policies and procedures manual and SOPs for HR and Administration Departments and communicating changes when necessary.
•Establishing and managing the succession planning activities along the career structure for staff and manpower planning.
•Establishing the training and development agenda that drives a high-performance culture.
•Coordinating the compensation and benefit program, reviewing it periodically and ensuring it remains competitive, linked to performance and aligned to BIOVAX/BIOLINX objectives.
•Planning, managing and supervising the office issues from all aspects including day-to-day operations.
Participate in developing the employees’ guidebook and the organization’s policies and procedures manuals
•Prepare annual manpower recruitment calendar for all the positions
•Develop job analysis questionnaires and write job description and specification
•Plan, organize and direct the annual training plan in cooperation with department managers and supervisors
•Optimize, upgrade & improve the training curriculum
•Carry out training needs assessment in coordination with managers and supervisors
•Evaluate instructors’ performance and monitor progress of trainees
•Participate in developing performance appraisal programs and ensure smooth implementation
•Develop and submit quarter performance monitoring reports on regular basis to managers and supervisors
Coordinate and produce a collective Monthly Workplan (MWP) Report based on the MWP database, monthly reports and calendars from the field offices and Task Managers.
Assemble and produce the Quarter Performance Monitoring Reports (QPMRs) and Annual Workplans (AWPs), by compiling both narrative and quantitative sections of the reports from information submitted by Task Managers, developing training matrix and tables, editing, and formatting the documents according to the USAID formatting regulations.
Maintain the Coordination Database System developed effectively, and ensure the quality of data entered by the coordinators and prepare a monthly summary report.
Develop an Annual Gantt Chart for all project activities using the information submitted by Task Managers in the Annual Work Plan.
Update the Milestone Status Report routinely and ensure that Performance Milestones are submitted to the USAID for approval on time and that the submitted documents meet the USAID formatting regulations.
Develop a matrix to analyze contents of SMC at different levels, produce quarterly report to be submitted to the Management Team and follow-up on the implementation of decision and recommendations.
Develop training follow up sheets to monitor all training activities conducted during every contract period and forecast other future activities.
Translate, summarize, disseminate and utilize final reports including the annual financial reports, annual plans and achievement reports.
•Accompany foreign consultants during their meetings inside the NPC for translation and documentation purposes.
•Provide assistance to the Project Administrator to ensure the smooth operation of the administrative functions at the IDP Cairo Headquarter office.
•Source, screen CVs, short list and interview candidates.
•Manage and maintain performance reviews for company employees.
•Prepare and maintain employment records and full data base
•Assist Program Resident Consultants in collecting data and information for handouts for different training workshops.
•Insuring local and international travel arrangements for project staff (transportation and lodging, obtaining necessary visas, arranging meet and assist as appropriate upon arrival and departure) taking in consideration the application of USAID procedures and regulations.
Issues and Concepts in Equal Employment Opportunities Law; Selection Requirements and Communications Skills for Interviewing; Legal and Unbiased Interviewing and Selection; Overcoming Barriers to Successful Management; Leading People to Higher Performance; Legal Issues in the Workplace; Preventing and Addressing Inappropriate Workplace Behaviors; The Power of Managing Your Time and Personal Priorities; Managing People Issues to Stay Focused on Priorities; The Impact of Personality Styles on Communication; Managing Communication Challenges; Managing Performance. Capacity Strengthening for
Module 2: Partnership and Collaboration for Inter-religious Action Transformative Leadership and Change Management
courses: – 1988 Primary, Preparatory & Secondary Certificates
