Regional HR Manager, MENA
Evonik Gulf FZE
Total years of experience :17 years, 3 Months
Leading the HR function across the MENA Region (7 regions 18 countries). Responsible for all staff related functions from a Regional level and strategic perspective. Setting and coordinate HR practices, policies and processes within the MENA region and ensure a consistent framework to manage and develop personnel.
Maintains and controls all HR processes and topics for the MENA region including:
Hiring, Human Resources Management, Benefits Administration, Performance Management, Communication
Processes, Compensation and Wage Structure, Classifying Employees, Employment Law MENA,
Compliance
Management, HR Strategies, Training and Development, Succession Planning, HR Coordination
Represents the HR function of the region in business-driven projects (e.g. M&A projects) and controls the design of HR topics
Successfully handled several important and strategic projects such as grading, job leveling and performance management. Led the HR activities for the due diligence processes of SDL and supported BP’s fabrication and valve maintenance tenders with Woodgroup and DVL. Supporting affiliated companies with establishment of HRMS. Lead and implement ERP (SAP HR Module) in all affiliated companies. Enhanced the employees’ engagement process with service award, better medical insurance package for all group companies and ESS programs. Has been awarded as “HR Manager of the Year” by “The P World” International Company.
Responsible for leading and developing all HRM aspects in 7 companies: Corporate office, 6 affiliated companies and 3 JVs.
Number of people: 1 200 employees
Direct reports: 5 employees
Functional reports: 16 employees
Controlled annual Budget Amount: $ 6.2 million
Responsible for leading and controlling HRM processes in 5 Nobel Oil Group companies.
Formulating the Group’s strategic objectives and HR strategy, support the businesses in developing their business objectives and planning.
Preparing and supporting the implementation of relevant corporate policies and management systems to be applied across the Group of businesses.
Lead the development and implementation of Nobel Oil Services (UK) Limited (the “Company”) corporate/group level Human Resources (CHR) policies, procedures, strategies, objectives and KPIs.
Lead the development and implementation of CHR objectives and KPIs.
Advise and guide the businesses on the development of their specific HR strategies, objectives and KPIs. Monitor the HR performance of the businesses and provide relevant reports to the CEO.
Lead the development, selection and implementation of CHR systems, such as but not limited to, personnel performance management and job grading. Support the businesses in the implementation
of these corporate systems and advise on administration of the systems.
Lead the review, at periodic intervals, of the group wide benefit scheme (e.g. salary structure, rewards, health coverage) and recommend any revisions.
Lead the ERP implementation (SAP) HRM modules.
Lead the identification and analysis of labour codes/legislation in the countries in which the businesses operate. Advise the businesses on how the codes and legislation apply and monitor the businesses for compliance.
Promote the sharing of HR best practices and lessons learned across the group of businesses and within the corporate departments.
Lead the assessment of employee satisfaction the group of businesses, identify areas for improvement and, as appropriate, support the implementation of improvement actions
Manage HR related functions and processes, such as, but not limited to, recruitment, payroll, career development, employee relations and succession planning for the corporate departments. Plan, direct, supervise and coordinate the work activities of CHR department staff.
Plan, organize, and direct the activities of Human Resource Department in a way to achieve company objectives and goals; Manages the development and implementation of HR Dept’s goals, objectives, policies and priorities for each function; Participates and represents HR function in company Leadership Meetings; Provides management support to CEO; Demonstrates effective management of procedures, control & discipline through the entire organisation; Responsible for planning, organising & implementing Company Recruiting & Staffing plan; Together with other functions works on organisation end game structure; Develops & implements performance management & improvement systems; Responsible for HR Policy development & communication; Administers compensation & benefits systems; Analyzes wage and salary reports (surveys) and data to determine competitive compensation plan; Oversees company People Cost and provide information to other Department; Conduct yearly Employee Satisfaction survey; Leverages external relationships for long term business benefit through information, best practice exchange; Ensures HR documentation’s compliance to local Law & legislation; Assists and advises company managers about Human Resources issues; Ensures employee safety, welfare, wellness & health; Negotiates & resolves sensitive and controversial HR issues; Responsible for company space planning; Attends and participate in HR professional group meetings; stay abreast of new trends and innovations in the field of HR management; To plan the division budget and headcount assumptions.
Resourcing Advisor (Temporary Advisory Service)
Under broad direction, administers policies and programs covering all of the following: staffing, compensation and benefits, training,
employee relations, compliance and other administrative functions.
Guides line management regarding the interpretation and application of Human Resources policies and procedures.
Develops and recommends HR programs and processes to improve efficiency and productivity.
Manage the global HR organization within the parameters of the company business plan;
Correctly performed job tasks, impact indirectly on cost containment, efficiency, profitability and operations
Work with business to attract, retain and develop a qualified workforce.
Reviewing allocation of work within HR team, supervise subordinates and setting up responsibilities between them;
Coordinate and implement Summer Student Program;
Participating in court cases and communicate with lawyers on monthly bases;
Participate in AmCham HR Committees; Taking part in annual AmCham Survey;
Ensure the successful upgrade of WEB Pans, SAP 4.7 and VURV systems;
Responsible for all below listed responsibilities (as HR Generalist)
Contact with the management to assist in the resolution of personnel problems or to advice on the intent and on the application of human
resources policies and programs.
Contact other Division and HR staff to ensure uniform development and application of employment conditions and related human resources
policies.
Contact professional, government, public and community organizations to obtain and provide information necessary to maintain a
competitive, legally responsive employee relations environment.
Working with Labor Law. (Termination, employment, vacation, sick leave, redundancy issues; Prepare Employment Contracts, amended contracts
for promoted / transferred employees; Preparation of relevant Internal Orders; Making appropriate notes in Labor Books, opening new ones
if needed; etc…)
Plans, organizes and directs the organization’s human resources activities. Includes, but is not limited to, the following: recruitment,
staffing, training, employee development, employee records, salary administration and performance action programs. Evaluates progress of
human resources activities and makes modifications as required.
Recruiting. To provide all services related to recruiting process: interviewing and final selection process of successful candidates.
Organizing appropriate type of Medical Check-Up for new employees, annual medical check-up if required; Organizing Medical Insurance for
emp. & eligible family members, preparing check-list & controlling; Checking invoices from SOS Insurance Companies;