Fatma Al Balooshi

• Provides day-to-day performance management guidance to line management (e.g., Coaching, Counseling, Career Development and Disciplinary Actions).

• Works closely with management and employees to improve work relationships, to maintain an engaged workforce and to retain the best talent.

• Develop and deliver strategic HR plans to the top management s; including Workface Plans, Talent Management & Succession Planning and Performance Management.

• Communicate proactively with the Talent Acquisition Team about projected changes in the business, staffing needs, skill set, competency focus, etc.

• Enhances the organization’s human resources by planning, implementing and evaluating employee relations and human resources policies, programs and practices.

• Maintains the work structure by updating job requirements and job descriptions for all positions.

• Supports organization staff by establishing a recruiting, testing, and interviewing program; counseling managers on candidate selection; conducting and analyzing exit interviews and recommending changes.

• Manages a pay plan by conducting periodic pay surveys; scheduling and conducting job evaluations; preparing pay budgets; monitoring and scheduling individual pay actions and recommending, planning, and implementing pay structure revisions.

• Implements employee benefits programs and informs employees of benefits by studying and assessing benefit needs and trends; recommending benefit programs to management; directing the processing of benefit claims; obtaining and evaluating benefit contract bids; awarding benefit contracts and designing and conducting educational programs on benefit programs.
• Provide line management with regular and financial reporting of employee costs. Ensure annual manpower budgeting exercise is conducted accurately and efficiently.

• Implementing and revising a company’s compensation program.
• Establishing and developing manpower planning policies & procedures.
• Preparing projections of manpower requirements.
• Creating and revising job descriptions.
• Conducting annual salary surveys.
• Developing, analyzing and updating the company’s evaluation program.
• Developing, revising, and recommending HR policies and procedures.
• Maintaining and revising the company’s handbook on policies and procedures.
• Conducting new employee orientations and employee relations counseling.
• Overseeing exit interviews.
• Maintaining department records and reports.
• Maintaining company directory and other organizational charts.
• Handle staffing issues, such as mediating disputes and directing disciplinary procedures.
• Supervise the operations of an organization’s payroll and ensure that all aspects of payroll are processed correctly and on time.
• Supervise a team of recruiters and some take on recruiting duties when they try to fill high-level positions.
• Build succession plans.
• Design employee promotion policies.
• Develop and update the annual appraisal process and guidelines and manage the appraisal process across business units.
• Design and deliver employee training programs (e.g. Individual, Team, Skill-Based and Management
Training).