Human Resources Executive
Danzas AEI Emirates LLC
مجموع سنوات الخبرة :16 years, 10 أشهر
• Advise top management/executives on HR and/or employee matters regarding the interpretation and application of HR tools, regulations, programs and processes throughout the entire employee lifecycle (e.g., recruitment, development, retention, remuneration, termination of employment etc.) and take responsibility for ensuring the consistent application of the relevant basic principles and the applicable national and international standards and policies.
• Ensure the formulation, development and delivery of Learning & Development processes, systems and tools designed to enhance the skills, potential and performance of employees.
• Manage the Performance Management framework and processes by driving the annual performance review for its successful conclusion each year, review and report outcomes for further analysis and decisions in training, reward and performance management area.
Key Results:
• Taskforce member for HR Infosouq (SharePoint Portal) Project in Al Tayer which allows information sharing within and outside HR community, providing visibility on key HR projects, sharing views, highlighting burning issues and build networking capabilities to stay connected with each other all the time.
• Created the Talent Empowerment Database (TED) System which track training records and status company-wide and serve as an online repository of employee training records (certificate, training evaluation form etc.).
• Taskforce member for Online Staff Request Form (SRF) Project in Danzas which automates the staff requisition process and approval through SharePoint portal.
• Awarded the Deutsche Post DHL First Choice Master Silver Award for successfully conducting a Process Excellence Activity (PEA) in Healthcare and Life Sciences Warehouse.
• Plan, coordinate and execute the recruitment and selection process and work closely and effectively with the HR Manager to define recruitment requirements and agree on recruitment plans and strategies including sourcing positions up to Middle Management.
• Source cost-effective and appropriate channels, to have a wide pool of suitable, prospective candidates available to fill in vacancies as and when required.
• Review, develop and administer, as appropriate, job/ role based competency assessments to effectively evaluate the calibre of applicants.
• Extends offers of employment to selected candidates under the direction of the hiring managers and within the guidelines of the company’s compensation policy.
• Administer and plan for new employee induction and orientation at supervisory levels and below, and subsequent follow-up on progress of new recruits in their jobs through the induction & probation period.
• Manage the presentation, selection, offer, negotiation, closing, and administrative components involved in full lifecycle recruiting.
• Maintain accurate and well-ordered documentation on all candidates, searches, hiring managers interactions, and other recruiting activities to ensure a safe and thorough audit if required.
Key Results:
• Reduced recruitment cycle time from 60 days to 45 days.
• Built and maintained a pool of qualified, ready-for-hire candidates to quickly fill key positions as warranted.
• Developed strategic recruitment plan and drive improved recruiting approaches designed to retain key talents.
• Departmental manpower requirements are met according to the plan.