عماد ذوابي

Summary of Key Accountability/ Responsibility and achievements:


Recruitment (Talent Acquisition) - Senior, Junior and Bulk:
Managing the Talent Acquisition full cycle for all levels across GCC region “UAE, Qatar, Oman, Bahrain and Kuwait”. Identifying critical workforce requirements for business units based on business plans and providing a full consultative services to Hiring Managers and interview team regarding recruitment related issues and market trends.

Evaluating and advising on the effectiveness of employee value proposition (EVP) to attract talents and retain the top performers.
Creates, rolls-out and monitors strategic programs like orientation and induction programs for all new hired across GCC Region.

Leading the talent acquisition team by clearly setting standards, procedures and SLA's. Establishing the recruitment methods and KPIs and delegating tasks, coaching, and mentoring work flow and observing performance with total of four “4” Employee’s directly reporting.


Job Analysis/ Job Description:
Conducts Job analysis using different methodologies, updates and revises the Job Descriptions and creates new Job description for the new positions. Makes sure that the Job Descriptions are available for all positions and aligned with the corporate objectives and linked to the pay scales and grading structure.


Performance Management:
Designs and implements the performance management process across the group (GCC Region). Make sure it is aligned with company strategy and objectives. Analyzing the results and recommending the ILP (Individual Learning Plan) based on the PDR results.

Creates tangible and intangible measures of performance and ensures the effective implementation of PDR Cycle.

Assisting the management team and employees in setting and establishing the KPI’s and make sure that they are business based objectives, SMART targets and aligned with the company strategy, objectives and KRA’s.


Competency Framework Project and Talent Management programs:
Creates, implements and introduces the behavioral competencies framework for the group from scratch. Rolled-out the competencies framework project (setting, identifying, mapping, leveling, assessment…etc) and linked the framework to the Talent Acquisition and Training (Employees Development) Functions.

Implementing Talent Management programs, Identify Key positions for succession planning and analyses talent gaps based on the competency assessments.


Learning & Development:
Managing the day-to-day operations of the learning and Professional Development function as well as coaching a team of training coordinators and developers.

Designs and Delivers training and learning sessions for management and employees in an interactive engaging approach that focused on hands-on learning and blended learning approach.

Develops the learning and development strategy and Manages the learning and development initiatives and projects.

Develops training curriculum's by level and by practice area and assists in the Development of the Leadership Development Program.

Oversee Staff and Management Training & Development based on the TNA analysis and competencies assessment.


Employee Relations, Engagement and Retention, Policies and Procedures
Conducted Employees satisfaction surveys on a regular basis for all branches across GCC. Analyze and summarize the results and present it to the top management & recommend improvements, follow-up with the business units on applying the management initiatives to increase the satisfaction and motivates employees based on the survey results.

Prepares management information reports (headcount, Turnover rate, Recruitment Rate…etc..) and ensured that the leadership team has the relevant information needed to support strategic decision-making.

Reviews updates and Revises Policies, Practices and procedures for HR Functions and ensure the implementation.

Specialized in Handling all functions related to HR planning, Recruitment and selection “Full Cycle”, analysis and Job evaluation, career path development, performance appraisals and Orientations.

Prepare and implement recruitment plans, insure system requirements are implemented, update and propose any systems needed update or changes, find solutions, open external channels and build relations, implement and establish all Recruitment tools in order to secure the company with needed qualified staff aligning with job requirements and company’s culture in timely manner, cost effective ways and budgets.

Supervised and monitored the development and implementation of recruitment policy and standards “procedures”.

Lead the HR team by clearly setting standards, objectives, delegating tasks and mentoring work flow with total of four “4” Employee’s directly reporting.

Ensure successful selection, motivation of talents.

Review the company salary scale and assist in Conducting market research related to compensation and benefits to insure all the staff are aligned with compensation policies and changes in and outside company, Market, Competition, etc…

Specialized in Overseas recruitment and headhunting..

Nuqul Group ( Industrial Complex)
The Industrial Complex ( 4 Companies, No. of employees +800) is a subsidiary of Nuqul Group (Total 32 Companies)

HR Coordinator (planning & analysis)
For The ( 4 Companies No. of employees +800):
• Specialized in Handling all functions related to HR planning, Recruitment and selection Full cycle, Job analysis and evaluation, training and career path development, performance appraisals, Orientations, Working on a computerized Human Resources Management System ( HRMS ) and others.

• Assist in the preparation of all related HR Planning activities related to staffing man power; recruitment plans; linking to budgets and companies strategies.

• Collect and supply needed information related to HR budgeting and Man Power plans.

• Collect the necessary inputs related to Organization Structure upon companies’ strategies and directions (Head Counts), building and improving the Organization Structure.

• Prepared required reports to superiors related to manpower and headcounts, compensation and benefits, budgeting, etc...
• Review the companies salary scale and Assists in Conducting market research related to compensation and benefits to insure all the staff are aligned with compensation policies and changes in and out side companies, Market, Competition, etc…
• Prepare and implement recruitment plans, insure system requirements are implemented, update and propose any systems needed update or changes, find solutions, open external channels and build relations, implement and establish all Recruitment tools in order to secure the companies with needed qualified staff aligning with job requirements and company’s culture in timely manner, cost effective ways and budgets.
• Review and updates job descriptions according to any Organization Structure changes.
• Making (Carrying out ) Internal Audits for different departments and prepare
Audit reports, CAR, Findings, etc…

Al Khair Real Estate Investment Company
(City mall) Amman- Jordan
HR Officer:
• Working on the HR. Systems (Mena HR & Mena me), Payroll.
• Appointments, Recruiting process and procedures, Work’s Contract, under probation Period Procedures, Resignation and Termination.
• Compensations & benefits (salary scale, grades).
• Designing and Updating the Organization Charts, Follow Up the Managerial Decision and Polices.
• Implementing the Internal System & penalties sheet, Filing & Documentation, Social Security, Work’s Accidents, and Public Statistical Reports.
• Certificate Issuing, Assignments Works, Screening Application Forms, support managers with updating / leaves and vacation balances … ( And Others)