Feras Hanbazaza

Recruited to direct HR and transform HR into a true strategic business partner in the aftermath of an end-to-end HR restructuring. Partner with other directors and senior executives to develop new business initiatives, foster employee engagement, and mobilize talent.

Key Achievements:
HR Organization Leadership: Spearheaded strategic and tactical human capital initiatives with a complex labor environment. Accountable for budgets up to SAR10 million. Report to the Chief Executive Officer and manage a staff of 25 HR professionals. A member of the executive leadership committee.

HR Operations: Revitalized the HC department driving major strategic change in a short timeframe (Less than 12 months). Transformed HR’s response from reactive to a proactive business solutions environment. Launched process improvements and development initiatives.

Organization Transformation: Partnered with CEO and executives to consolidate operations and reduce monthly labor costs by more than SAR15 million. Reallocated staff to better serve business needs (activated remote work and repatriation) and developed a comprehensive strategic plan to assist the workforce through all aspects of the transition.

HRIS Technology: Expanded the implementation of HRIS system and automation/redesign of transactional processes including an electronic time reporting system and electronic document management system to reduce staff costs and error margin.

Performance and Reward: Strengthened the performance management evaluation process by introducing a formal structure and building a compensation philosophy and strategy from the ground up, establishing policies and objective measurements and creating best practices at the corporate level.

*Key Achievements*
- Attained Six Sigma Black Belt Certification by working on a project to aid managers in better addressing unfit for duty issues, ensuring employees were fit to perform the essential functions of their roles, and reduce the number of workers’ compensation claims
- Drove the setup of an HR organization for supporting business growth (Growing from 20 to 75 employees over 2 years).
- Initiated revision of outdated employee handbook and developed 10 HR policies and procedures
- Analyzed trends and metrics to develop solutions and programs aimed at creating a sustainable company culture; developed mentoring opportunities, organized town halls and implemented team-building events to improve engagement and morale

*Key Responsibilities*
- Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required.
- Work with senior management to develop and implement business solutions through people, process and technology.
- Deliver HR plans، report progresses and achievement of milestones on a monthly basis with both Board management.
- Works closely with the Board of Directors and employees to improve work relationships, build morale, and increase productivity and retention.
- Review and analyze business metrics to recommend systemic improvements
- Provides guidance and input on business unit restructuring, workforce planning, and succession planning.
- Analyzes trends and metrics in partnership with the HR group to develop solutions, programs, and policies.
- Manages and resolves complex employee relations issues. Conducts effective and objective investigations.
- Manage all administrative affairs for Tam’s Board of Directors.
- Manage all support services and purchasing for all Tam branches -either directly or indirectly.

*Key Achievements*
- Investigated and resolved more than 20 cases involving a variety of employee engagement prevention issues.
- Contributed to the people management strategy (e.g. training, development, engagement, mentoring, succession planning, compensation, retention), promoted teamwork both internally and externally, motivated teams through effective monitoring, coaching and provide a positive work environment
- Aligned Employee Engagement short and long-term events with other events in the company to ensure an overall comprehensive and strategic engagement calendar
- Collaborated with decision-makers cross-functionally on workplace trends, business challenges and areas of opportunities as it pertains to employee engagement with the location/market.

*Key Responsibilities*
- Provide expertise in strategy development and execution, planning and facilitation of employee relations efforts.
- Lead and facilitate process improvement projects across HR (e.g. talent acquisition, performance management, etc.)
- Learning and development, both internally and externally, for each department as well as the general employee population;
- Responsible for all government relations & legal procedures.
- HR Budgeting such as training and development, payroll costs, HRIS administration, strategic planning, labor relations expenses.
- Develop and implement HR policies, employee’s handbook, Job descriptions, KPI’s, compensation and benefits.

*Key Achievements*
- Provided strategic and operational support to a team of approximately 500 employees.
- Advised on the compensation matrix to ensure top talents were retained and rewarded within the pay for performance structure
- Partnered with leadership to resolve complex employee relations issues; conducted effective and thorough investigations keeping all cases out of litigation
- Assisted managers in the areas of talent management, employee recognition, performance management, employee coaching, etc.

*Key Responsibilities*
- Develop and implement HR policies & producers, employee’s handbook, Job descriptions, KPI’s, compensation and benefits.
- Manages the overall office operations, including office management, finance, human resources, contracts and management of administrative staff in UAE (Dubai & Ras Al Khaimah).
- Manage the training budget for the organization and source cost-effective solution.
- Maintains and enhances the organization's human resources by planning, implementing, and evaluating employee relations and human resources policies, programs, and practices.
- Maintains organization staff by establishing, recruiting, conducting orientation, testing, interviewing; counseling managers on candidate selection; conducting and analyzing exit interviews; recommending changes.

*Key Achievements*
- Created and managed more than 500 confidential personnel records.
- Assisted in the development and improvement of the HR procedures, guidelines, employee and management tools
- Consulted and supported business leaders on change management, organization development, effectiveness, and employee engagement and culture
- Managed company-wide core programs and initiatives including (pay planning and rewards, performance management, executive calibration, leveraging leadership development)

*Key Responsibilities*
- Responsible for all government relations & legal procedures and Medical insurance.
- Manage employee benefits; preparation of payroll statement, Provides HR policy guidance and interpretation.
- Develops contract terms for new hires, promotions, and transfers.
- Analyze and modify compensation and benefits policies and ensure compliance with legal requirements.
- Prepare or maintain employment records related to events such as hiring, termination, leaves, transfers, or promotions, hire employees and process hiring-related paperwork.
- Directing of the administrative team, coordination between Jeddah/Riyadh/Dammam offices, managing daily office needs, assist the finance department with administrative needs.

Corporate Banking Group

*Key Achievements*
- Identified a series of employment related legal issues and ensured compliance with legal standards and procedures.
- Streamlined departmental operations, brought onboard a team which was expert in handling operational issues.
- Surpassed bank goals for handling problematic HR issues, resulted in being rewarded by head of the department.

*Key Responsibilities*
- Keep employee records up-to-date by processing employee status changes in
timely fashion.
- Process personnel action forms and ensures proper approvals; disseminates approved forms.
- Assist in hiring process by coordinating job posting on the website, reviewing resumes, and performing telephone interviews and reference checks.
- Administer a wide variety of personnel policies and programs regarding employees (e.g. advertising positions, processing applications, recruitment, separation, verifying employment, orientation, system, etc.) for conforming to district policies, procedures and relevant laws.
- Communicate with other employees, departments, administrators, applicants and the public for providing information and assistance concerning employment, procedures, personnel records, and related legal requirements.

*Key Achievements*
- Revised job descriptions across all levels and +10 categories
- Wrote employee manual covering bank policies, disciplinary procedures, code of conduct, and benefits information.
- Reworked new-hire orientation program to include HR information and bank resources.

*Key Responsibilities*
- Track the attendance of all staff day-wise in provided in the HRMIS as per organization requirement and communication.
- Maintain the HR files such as employee personal files, recruitment file, PF related documents at the district level.
- Maintain the complete database of all employees in payroll in specified HRMIS and update them regularly with any changes.
- Provide payroll inputs such as attendance summary, leave summary, other deductions to payroll employee wise in specified format for processing payroll.

*Key Achievements*
- Created a more efficient Word database for forms, letters and documents, which decreased production time by 20%.
- Promoted company and increased sales by coordinating and attending trade shows.
- Trained new administrative staff members

*Key Responsibilities*
- Administrative: Responsible for the administration needs.
- Office Manager of Head Group.
- Attempt to intervene on behalf of employees to resolve employee conflicts / grievances.
- Maintain detailed personnel records. Update employee files to document outstanding incidents and occurrence.
- Maintain an awareness of state-of-the-art personnel administration systems and practices.
- Maintain a time-keeping system for tracking employee attendance and ensure that it is applied correctly.