Consultant
Ernst & Young
Total des années d'expérience :10 years, 11 Mois
•Lead Client engagement and oversee work across streams
•Develop solutions to the customers challenges, identify gaps and areas of improvements
•Design and Target operating model for future state processes
•Review activities such as engagement economics and receivable, project resources and team utilization
•Lead the delivery/execution of high quality deliverables and manage service quality, brand and client expectations
•Contribute to the brand development through thought leadership and point of views
•Contribute to knowledge development and management
•Demonstrate significant industry solutions
•Build a strong team and a strong role model, mentor and coach
•Resolve people issues
•Support people development through guidance and feedbacks
•Ensure compliance to organizations processes, policies, procedures and standards developed
• Manage senior, internal and external stakeholders
• Worked closely with leadership team and senior management for building and closely monitoring policies and procedures. Amend any policies and procedures as per the requirement.
• Supporting business by providing HR Strategies on Employee Relations & Engagement and Employee Retention.
• Handling Resource Management by matching demand and supply
• Working closely on building compensation and benefits packages for the new hires and reward programs for the existing employees.
• Constantly consult & build consensus with the management team to develop and implement Strategic Initiatives.
• Align the team towards culture of the organization, thereby engaging and creating driving the core values of the organization
• Support the business in developing an in-house HR system to be marketed along with other products.
as the point of contact on any implementations or upgrades.
•Work with various HR functions and Business Partners to identify new enhancements, updates or maintenance opportunities.
•Configuring the functional aspects of the Success Factors EC Module
•Lead the creation and loading employee data load files
•Coordinates the execution, validation, and distribution of daily, weekly, monthly, quarterly, and annual reports including, but not limited to, HCM headcount reports, performance management status reports, recruitment requisitions reports.
•Work closely with the HR Lead in developing employee engagement tools
•Support in developing monthly HR reports.
•Support in making ad-hoc reports for the department.
Support in implementing ERP System(EPICOR) for the organization.
development calendar needs analysis, and budget plans (in-house and external) for Technical, and Soft Skills.
•Provide ongoing trainings to new joiners and existing staff as a part of policy execution
•Analyze trainings conducted, perform post-training analysis.
•Conducted Induction session for employees and executed onboarding strategies
•Conduct yearly/half yearly evaluations for employees, track results and make suitable statistical analysis for management.
•Support in making ad-hoc reports for the department.
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SAP - B1 functional Consultant for HR
•Facilitated requirement gathering by discussions with the vendors, internal operations team, in order to ensure correct and detailed information gathering process
•Participated in business process mapping of current HR processes.
•Setting up and testing of HR Module
•Responsible to provide solutions for the ongoing business issues to the key users.
•Was responsible for HR-key user training.
•Actively involved in designing and documenting new business processes, Gap analysis, freezing of requirement through discussion with the process owners.
•Train the key users on the various modules under HR.
•Act as first level support for HR users
HR Strategy formulation and Execution
•Supported business strategy team in developing HR Strategies, identifying departmental KPI’s
•Formulation of HR strategy, initiatives, budgets for Kuwait.
•Conducts man-force planning and consulted businesses on required workforce and re-alignment and full utilization of existing workforce.
Recruitment & Talent Management
•Developed competency based assessment techniques and tools along with head of the department.
•Support in competency based interviewing
•Conducted recruitment drives for attracting nationals with colleges and universities
•Developed talent pools available internally and externally for critical positions
Compensation & Benefits
•Work alongside the HR Director in setting up a new grading structure for the organization. Conduct market studies, job analysis, job evaluation and placing employees into the grading structure.
•Link Pay to Performance with the objective of having a Performance based organization.
Performance Management
•Enhanced individual performance management capability by implementing an Objective Setting process with Individual Objectives aligned to organizational objectives.
•Identifying top performers and poor performers and setting improvement plan for poor performers and succession and training plans for others.
Training & Development
•Training development calendar needs analysis, and budget plans (in-house and external) for Technical, and Soft Skills.
•Provide ongoing trainings to new joiners and existing staff as a part of policy execution
Policies & Procedures:
•Initiated HR policies and procedures for the organization, also developed corresponding forms and aligned with IT Department is automating processes (Internal recruitment., employee self-service, exit process, performance management)
HR Reporting &Adhoc tasks
•Prepare monthlyreports for absenteeism and turnover, and provides appropriate solution
•Drive Employee Satisfaction Survey, post survey action plans and initiatives.
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