Head of Human Resources
Confidential Company
مجموع سنوات الخبرة :12 years, 4 أشهر
Key Assignments Handled (not limited to) in Engineering / Procurement / Construction / Maintenance Projects:
Handled region wise General / Shutdown (Onshore & Offshore) manpower requirement -
Nationalities vary from (Western / Eastern / Asian)
Positions ranging from Project Managers, Engineers, Supervisors, Inspection Personnel’s, Technicians etc.
• UAE -
ADGAS, TAKREER, DOLPHIN ENERGY, ADMA APCO, NPCC, STG etc.
• QATAR -
Qatar Petroleum, SHELL GTL, QChem, Oryx GTL, Qatargas, Rasgas, QAPCO, QAFAC, ENI SAIPEM, QATALUM, QATAR
STEEL, McDermott etc.
• OMAN -
PDO Shell
• SAUDI ARABIA -
Saudi Aramco
• Employee Relations
• Employee Orientation
• Employee Confirmations
• Employee Engagement Activities
Employee Grievances & Conflicts
Resolution
• Leadership coaching and counselling
•
• Labor-Law & Regulation Compliance
• Policies and Procedures Management
• Performance Management
• Training & Development
• Separations / Terminations
• HRMS Administration & Report
Generation
• UAE, Qatar Labor Law
• Mass Recruitment
• Team Management
• Support Management in
Tenders
• Business Process
Improvements
• Stakeholders (Suppliers)
Management
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Feb 2020
JOB REPONSIBILITIES
Human Resource Operations
• Develop and implement HR policies and procedures for the region in liaison with the Corporate Management.
• Consult and support business leaders on Organization development, Effectiveness, Employee engagement and
Culture.
• Provides reports on a regular basis and keeps Management informed of the operation and progress of compliance
efforts.
• Manage Company-wide programs and initiatives including (pay planning and rewards, performance management,
learning and development)
• Conducts regular audits within the following systems to confirm accuracy; work with the team to have the data
corrected and implement action to minimize errors moving forward.
• Implements and executes departmental HR business plan, provides direction to the team in liaison with the
Corporate HR team to advance the development of HR solutions across the region.
• Lead a team providing first-line assistance to employees on general HR administration matters while performing
routine problem resolution or referral on matters pertaining to employment, pay & benefits, administration and
employee relations administration.
• Oversee effective implementation & utilization of ERP / HRIS / HRMS in the region.
Organizational Development:
• Provide appropriate advice to the Management and employees related to a wide range of queries based on the
company's policies and procedures.
• Analyzed, developed and implemented improved HR strategies and process improvements.
• Contribute to the Organization development operational responsibilities including orientation, on-boarding,
learning and development and talent management processes.
• Develop and implement robust measurements and metrics to evaluate the execution of performance
management processes, as well as other HR driven initiatives, throughout the region.
• Develop organizational & departmental structure and streamlining job roles / job descriptions.
• Drive Organization effectiveness through Employee Feedback Surveys and implement necessary action in
consultation with the management based on the Survey results.
Recruitment & Manpower Management:
• Analyzed existing recruiting/sourcing/selection processes and developed more efficient processes to improve
quality of candidate selection and produce retention results that improve business efficiency and recruiting costs.
• Oversee complete recruitment life-cycle for the region and other GCC countries by communicating the
recruitment strategy for sourcing the best talent from diverse sources (Pool candidates, internal recruitment, Job
Portals, Agencies and recruitment campaigns / drives etc) to prevent employee turnover thus resulting in
managing hiring costs and reducing resource efforts.
• Recruited for various positions right from Project manager to technician category including niche positions for top
notch Oil and Gas, Energy, Petrochemical, Telecommunication Projects in GCC related to Engineering,
Procurement Construction, Maintenance and Shutdown / Turnaround.
• Manage the staffing process through allocation of work load among self/recruitment team by overseeing
the activity and results of the team including completion of posting requisitions, candidate sourcing, managing
and screening of candidate flow, interview scheduling, candidate interviews, offer negotiation, offer development
and delivery, pre-employment screening, requisition closing and new hire orientation and follow-up.
• Responsible for analyzing data to identify gaps and trends. Contribute to the development of recruiting metrics
and analytics to help guide decision making and measure team productivity.
• Liaise with client and project sites for mobilization of forecasted manpower.
• Manage Manpower Agency Contracts (Negotiation, Drafting the Contract, KPI & Agency Performance
Management)
Performance Appraisal Management-
• Conduct Employee Performance Appraisal cycle from start to end and monitor timely and accurate completion of
the appraisals and drive a high performance culture.
• Develop and update the appraisal forms used to make it as objective as possible in liaison with the Corporate
21st
Feb 2020
team.
• Develop and implement competency models in liaison with the management for the various positions in the
company and provide guidance to line managers to assess competencies of employees.
• Advise line managers on the policies and procedures necessary to advance individual performance in alignment
with business objectives of the Company and support them with the implementation to execute it within the
specified timeframe as per defined guidelines.
• Resolve problems related to appraisals, such as employee requests for re-evaluation, and ensure that these issues
are handled in a fair, professional, transparent and equitable way.
• Provide professional development support and perform periodic performance reviews for direct subordinates.
• Collect and analyse performance appraisal results across functions using metrics and formulate normalization
Curve for the balanced score card performance process of the organization.
Compensation and Benefits:
• Ensure salaries and benefits comply with the local legislation as well as with the minimum pay of the Overseas
Employment legislation of the employee’s country.
• Conduct market survey on the pay packages for the positions to analyse the trend and provide reports and
recommendations based on research and analysis to the Management.
• Conduct research on employee satisfaction (e.g. using surveys and quantitative data) to identify trends and
implement new practices to engage and motivate employees and renew compensation plans with monetary /
non-monetary benefits based on employee needs in consultation with the Corporate Management.
Employee Welfare:
• Ensure the smooth and efficient onboarding process of new hires as per onboarding policies and procedures and
monitor the team for their compliance within service level agreements.
• Responsible for HR needs of over 500 employees, their welfare and wellness. Facilitates employee discussions,
listen to employee issues/concerns and provide policy explanation.
• Head the Employee welfare meeting and address their needs and issues in a timely fashion.
• Conduct annual Employee Feedback survey and analyse the results to implement appropriate action based on
Employee needs.
• Address Employee grievances and mentor / counsel them and develop Employee Engagement activities to
promote a healthy work environment.
• Ensure all disciplinary actions are carried out in compliance with HR policies and procedures.
• Initiate necessary disciplinary action against the employees who violates the law, Client’s & Company policies and
procedures by issuing warning letters and termination in case of severe violation.
• Manage the investigation in disciplinary cases and prepare case briefs and take action in consultation with the
management.
• Provides guidance on the medical insurance policy and its procedures.
Training & Development:
• Liaise with the Line managers and collect the training needs across levels through mapping of skills required for
particular positions and analysis of the existing level of competencies of individual vis-à-vis the gaps and arrange
for necessary training as part of their performance improvement plan (PIP).
• Supports the management in different development programs.
• Liaise with department managers, section head to identify employees for the training and monitor completion
of the training plans.
• Oversee the online dedicated training course completion status of all the employees of the company on a regular
basis using metrics and take appropriate measures on employees with incomplete status to ensure completion.
• Review training course catalogue on a yearly basis and liaise with the Corporate Learning and Development
Manager for addition / change of courses relevant to the needs of the region and implement it.
Tenders and Contracts:
• Handle multiple tenders and act as Focal point for tenders for the region.
• Review the Tender proposal thoroughly and prepare extract with the most required information.
• Send clarification on the queries to the clients and prepare and submit the Competitive Commercial Quotation for
the Tender in consultation with the Top Management.
• Manage the existing contracts.
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Feb 2020
Separations:
• Conduct exit interview and facilitate smooth transition of employees exiting the organization by coordinating with
the relevant departments. Analyze summary of exit interviews using Fish Bone Analysis, Spider maps, Bar Charts
etc. and take appropriate measures to prevent Employee Turnover in the future.
• Exit interviews: Track and convey feedback received during exit interviews to senior management for instituting
systems to improve employee morale and motivation.
• Liaise with the internal departments and oversee the end of service employment procedures and the closure of
the employee file.
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