Fatima Noor

• Acting as HR Manager for Qatar, Kuwait, Iraq, KSA & Algeria for the Business Units: DSERV, QINCC, Innovators and Megawatts MENA
• Core Functions: Budgeting, Performance Management, Learning & Development, Talent Acquisition and Management, Organizational Development and Employee Relations
• Main Talent Acquisition Single Point of Contact for all resourcing
• Conducting and Delivering Trainings for the entire Delta Group In-house
• Group leader for the Delta Training Center Initiative and Program
• Act as a single point of contact for the employees and Managers in the Business Unit (BU)
• Liaise with Group HR Manager regarding the building and management of HR relationship with lines of business
• Representing BU as a permanent member of HR Corporate Committee
• Work closely with HR Services team on all the HR requirements, activities and issues of business
• Actively participate and contribute to provide support to the delivery of different HR Activities (e.g. Recruitment, Personnel Management, Job Analysis/Evaluation, Benefits administration, Employee Training & Development, Performance Management, Organizational Design
• Provide proactive guidance and counsel to Managers and employees when needed
• Execute HR change activities and act as a change agent in managing organizational changes for HR related projects
• Conduct the needed communications, meetings and/or workshops with the business partners to ensure that the HR Policies & Procedures are understood and applied consistently

 Cost savings in 2018 by headhunting maximum positions rather than relying on agencies as practice and diversified the workforce by targeting new geographic locations

• Assist the managers to select, test, interview and recruit employees for all positions to meet the standard operating needs of the Bank, based on their qualifications and experience and achieve the appropriate ethnic mix within the organization
• Conduct exit interviews for terminated/resigned staff
• Headhunt for supervisory and managerial level positions
• Receive new applicants; analyze applications for necessary qualifications and experience
• Supervise the recruitment clerks / receptionist daily functions related to testing of candidates to ensure standard performance
• Conduct pre-employment interviews to determine the relevant knowledge, skills and experience of potential candidates
• Recommend candidates for recruitment based on specifications of the employee requisition
• Supervise the mechanism of maintaining files of rejected and short-listed candidates for future reference
• Prepare internal job posting and external advertisements for vacant positions in the bank
• Prepare reports requested by various Government departments, i.e. Ministry of Planning, Central Bank, Manpower related to recruitment activities
• Coordinate and maintain relationship with Kuwait University, Educational Institutions and Manpower for new recruitment opportunities

 Recognized as Employee of the Quarter for formulating the recruitment database for Commercial Bank of Kuwait, working on the career's page for a better user-experience, creating process maps and for the highest number of recruited personnel amongst the team.

• Prepare various payroll related reports which are incorporated in the monthly financial reports
• Process daily payroll responsibilities such as employee new hires, terminations, promotions, raises, deductions, leave, transfers, employment verifications, bonus, etc
• Handle payroll all the way from collecting information, entries, reviewal with finance till bank transfer process including outsource agency employees
• Creating and release of employee related communications
• Processing and distribution of newsletters
• Responsible for conducting and coordinating all training and development related activities for employees both internal and external
• Communicate with training institutes and KFAS
• Active leader of the Women for Growth Program
• Coordinate and create events for OTIS employees including cultural, social responsibility and gatherings
• Liaise with universities for the recruitment of fresh graduates for the internship program

 Successfully secured 5000/-KD worth of free training for OTIS employees beyond the deadline of submission date from KFAS funded program

• Partner with business leadership to develop and implement people strategies to positively impact business goals by translating business strategy to deliver effective HR services and solutions
• Forecasting and financial planning of headcount, labor cost, labor cost as a percentage of revenue including strategies for cost cutting, lean and optimization
• Creation and development of the apprentice program by forming relations with universities plus outsourcing agencies for a pipeline of fresh graduates into the workforce to serve as a talent pool
• Recruitment of personnel at all levels including entry level, midcareer and leads in both operations and support staff
• Ensuring compliance by all stakeholders, responsible for employee relations, conflict resolution and carrying out investigations
• Compiled all salary analysis and recommendations to hiring managers
• Developed weekly recruitment activity reports for management, participated in weekly/monthly recruitment calls with hiring managers, and provided support
• Creation of PSL specific pay plans and successful implementation
• Transfer people management expertise to business leaders and supports experiential learning.
• Provide feedback to the Centers of Excellence (COEs), Global Human Resources Operations (GHRO), and business unit leaders on the efficient and delivery of HR products and services.
• Support the process and preparation of performance and succession planning activities to identify top talent and develop succession plans.
• Creation and implementation of policies, process maps and procedures in accordance to Pakistan Law
• Designed and implemented a career growth program for internal staff to transition to the consultant career path. Program resulted in $30K savings in recruiting cost.
• Facilitated training initiatives for executives, managers, and employees in quality service, coaching, and performance management
• Designed and created training materials, guides and corporate event delivery standards.
• Developed and implemented monthly team-building events and employee recognition programs
• Implement talent management and leadership development programs, strategies and initiatives within the business. Supports organizational effectiveness (change management, team effectiveness, performance management, employee engagement, diversity & inclusion, etc.) by consulting with leaders to identify challenges and delivering solutions and/or engaging with other parties within HR to provide necessary expertise.
• Direct management responsibilities
• Serve as a strategic HR Business Partner to the product service line (PSL), region or functional senior leadership by driving the development and execution of people solutions to positively impact business goals including human capital evaluation and cost optimization
• Introduced Organizational Survey and 360 Degrees Assessment processes. Lead organizational development initiatives resulting from survey to improve employee satisfaction
• Partnered with Managing to develop competency-based training infrastructures by job title.
• Drive organizational effectiveness (change management, team effectiveness, performance management, employee engagement, diversity & inclusion, etc.) by consulting with leaders to identify challenges and delivering solutions and/or engaging with other parties within HR to provide necessary expertise.

 Recognized for the progress made in a hardship location like Pakistan and for smooth running of operations making a difference in the way HR was viewed. Placed on the Global Mentorship Program where I was grouped to a VP as my mentor for future growth.

• Support business management and collaborate with other support functions to proactively deliver relevant and impactful solutions to business challenges
• Recruitment and selection of personnel to support the Kuwaitization plan (plan was to replace every position possible occupied by an expat that a national could work in; mainly targeted universities and job portals (Bayt.com, LinkedIn, Gulf Talent) for engineer level positions
• Conducted salary analysis, budgeting, proposal of offers to hiring manager, offering to candidates and onboarding process
• Train the HR team with in depth HR knowledge for higher performance and collaboration
• Acting Lead during the absence of the NG HR Manager
• Partner with local management to share knowledge of global, regional, local policies and regulations to understand implications for the business
• Focus on tactical and delivery aspects of employee engagement, organization, team effectiveness, performance management, career development and compensation
• Support services and programs that are administered in the region
• Assist managers and employees with report generation and interpretation of data
• Prepare high level analysis and conduct related conversations with managers to analyze and forecast impacts to planned people management actions
• Interact and liaise with Global Human Resources Operations for support with HR operations and data analysis
• Coordinate with GHRO to follow global processes and leverages for data management and reporting
• Act as a trusted advisor for the business by engaging in learning the energy industry closely
• Receive and respond to escalations
• Support employee relations by handling cases to ensure timely and effective resolution
• Successfully create and implement HR strategies, policies and programs in a location
• Engage in Employee Dispute Resolution programs

 Recognized as HR Employee of the Year for Northern Gulf for ensuring the HR function had no gaps and ran successfully as we were downsized by 50% in HR. Placed on the success management Plan for Kuwait. Acknowledged and received a promotion plus nominated for the international development assignment to Pakistan.

• Provide support to the HR team regarding the day-to-day administration of the HR function, local reporting requirements and system interfaces
• Assist employees in resolving human resources, payroll and benefits issues
• Ensure data integrity is maintained in HRIS through audit reports
• Process personnel actions in SAP
• Schedule interviews and assist in the candidate selection process of entry to mid level positions only
• Process offer letters and employment contracts according to positional salary bands
• Forecast and build a 5 years plan to achieve the percentage requirement of Kuwaitization
• Team member of the retention program to create strategies to overcome high retention of nationals
• Create job postings to attract qualified candidates to open positions
• Oversee the maintenance of files as needed
• Maintain records and ensure payments are processed for the Maximum Value-Added Performance (MVP) Program
• Provide support to management regarding the interpretation and application of policies
• Help management in creating policies and procedures in accordance to Kuwait Labour Law
• Educate the workforce by conducting certified Crew Leadership course in Kuwait and Qatar
• Assist in counselling management regarding resolution of sensitive employee-related matters
• Conduct the New Hire Orientation and member of the global talent training team
• Lead in collecting donations for the Giving Choices Campaign
• Provide support to other HR Specialist job functions
• Play a key role in the whole process of onboarding and exiting employees
• Ensure social security contributions are accurate for Nationals
• Handle deployment of Expatriates to and from Kuwait
• Manage recurring monthly, quarterly and annual workforce reporting and analysis
• Coordinate the recruitment process by posting job postings and requisitions on internal and external websites

 Received several recognitions and salary reviews for outperforming my duties and role.

• Coordinate the recruitment process by posting job postings on internal and external websites aswell as social media
• Help in applicant screening, interviewing processes and conducting reference checks with any applicable paper work
• Attend external Job Fairs promoting Rogers Canada services around the GTA
• Assist the administrator in ensuring the company is operating in full compliance with the legislation and employment standards
• Develop and coordinate orientation sessions