HR / HRO Supervisor
Starlink
Total years of experience :16 years, 10 Months
o Spearhead team of professionals with diversified skills and managing their proficiency.
o Prepare proposal for outsourcing opportunities on FTE’s managed and unmanaged contracts.
o Manage Full cycle / High Volume recruiting for corporate and field base technical, executive and managerial roles.
o Developed Role Profiles, recruitment plan, business plan and company’s vision
o Maximizing organizational effectiveness and sustainability with action, people and people related process management.
o Seizing opportunities to enhance organizational performance/advancing organizational goals.
o Managing customer escalations by timely resolving customer queries and taking timely feedback from customer.
o Deliver all HR transactions with customers’ satisfaction (HRM, BU and clients) to maintain and improve level of satisfaction.
o Integrate agreed performance targets and responsibilities and carry out regular follow up and review of scorecards / metrics.
o Maintain high standard of accuracy and quality, taking accountability for compliance with relevant Starlink policy requirements.
o Maintain contracts, and account management with the clients.
o Timely performance assessment and fortnightly reporting.
o Successfully aligned salary of the new recruits (align salary of the new recruits with the existing employees), with the objective of reducing salary disparity;
o Provided inputs and assisted to the corporate remuneration team to designing of benefit plans such as (Medical Insurance, Design of fringe benefits such as extending staff discounts on Ooredoo Products and services, etc.)
o Oversee Organizational development, total reward, HR Business Partnering, Talent acquisition and Retention of Starlink staff
o Development of performance management system, BSC.
o Educated BU heads and partners on HR policies & procedures.
o Manage Talent review meetings.
o Oversee Employee induction and orientation.
o Handle Tendering, quoting and managing the HR manpower outsourcing contract for the company.
o Prepare termination and redundancy reports and calculations.
o Develop and negotiate Service Level Agreements (SLA) with Vendors. Ensure customer (BU) requirements are met within the agreed SLA
o Part of the HR Employee grievance committee on people conflict resolution.
o Create and uphold a dynamic and positive work environment to foster development opportunities and stimulate high performance among team members.
• Achievements:
o Prepared winning bids for various clients and successfully won projects with government companies.
Role : Recruitment Analyst
Duration : January 2013 - Present
Role : Recruitment Administrator
Duration : December 2007 - December 2012
Description of Work Profile
1. Lead and motivate the team to deliver the Human Resources vision across MILAHA
2. Full cycle / High Volume recruiting for corporate and field base technical, executive and managerial roles.
3. On Boarding, employee relation's clusters and to ensure people, structures, processes and systems are aligned to deliver key objectives efficiently and effectively.
4. Delivering all HR transactions with customers’ satisfaction (HRM and BU) to maintained and improves level of satisfaction.
5. Integrate agreed performance targets and responsibilities and carry out regular follow up and review of scorecards / metrics.
6. Maintains high standard of accuracy and quality, taking accountability for compliance with relevant MILAHA policy requirements.
Responsibilities:
Sourcing, attracting, recruiting and on-boarding qualified candidates with competitive backgrounds
1. Getting and Thorough analysis of requirement of BU resources
a. Level of skills / technical abilities.
b. Discuss possible vacancy risk and successor, talent
c. Talent review meetings
2. Work Behavioural Analysis of Candidates, process giving result in which one can understand working behaviour or working style of candidate which helps to improve outcome of given position almost by 50% as compared to traditional recruitment process.
3. Integrating new workers, and developing and retaining current workers to meet current and future business objectives.
4. Sourcing Human Capital through in-house database as well as through manpower agents across ASIA-Pacific
5. Interacting with candidate and BU for interview process.
6. Develop and negotiate Service Agreements with Vendors. Ensure customer(BU) requirements are met within the agreed SLA
7. Sourcing, attracting, recruiting and on-boarding qualified candidates with competitive backgrounds
Additional Project:
1. Project - On-Boarding: Design and implementation of Customise On-Boarding procedure, which will serve all purpose of MILAHA recruitment cycle. Project is dedicated to develop organisational socialisation for new employees within Milaha to complete his induction and acquire necessary skills and effective behavioural to become organisational member.
2. Currently undergoing KUT for Oracle R12 - iRecruitment, Core HR, Employee Self Services.
Software : Oracle 11i/R12 - HRMS, MS Office tools
Description of Work Profile
1. Full cycle / High Volume recruiting for corporate and field base technical, executive and managerial roles.
2. On Boarding, employee relation's clusters and to ensure people, structures, processes and systems are aligned to deliver key objectives efficiently and effectively
3. Delivering all HR transactions with customers’ satisfaction (HRM and BU) to maintained and improves level of satisfaction.
4. Integrate agreed performance targets and responsibilities and carry out regular follow up and review of scorecards / metrics.
5. Maintains high standard of accuracy and quality, taking accountability for compliance with relevant MILAHA policy requirements.
6. Lead and motivate the team to deliver the Shared Services vision across MILAHA
Responsibilities:
Sourcing, attracting, recruiting and on-boarding qualified candidates with competitive backgrounds
1. Getting and Thorough analysis of requirement of BU resources
d. Level of skills / technical abilities.
e. Discuss possible vacancy risk and successor, talent
f. Talent review meetings
2. Work Behavioural Analysis of Candidates, process giving result in which one can understand working behaviour or working style of candidate which helps to improve outcome of given position almost by 50% as compared to traditional recruitment process.
3. Integrating new workers, and developing and retaining current workers to meet current and future business objectives.
4. Sourcing Human Capital through in-house database as well as through manpower agents across ASIA-Pacific
5. Interacting with candidate and BU for interview process.
6. Develop and negotiate Service Agreements with Vendors. Ensure customer(BU) requirements are met within the agreed SLA
7. Sourcing, attracting, recruiting and on-boarding qualified candidates with competitive backgrounds
Software : Job portals, MS Office tools
Full cycle / High Volume recruiting for corporate and field base technical, executive and managerial roles.