Gaby Chamma

Policies & Procedures •Staff Recruitment & Retention
•Employee Relations
•Job analysis and Job Description
•Benefits Administration •Orientation & On-Boarding
•HRIS Technologies
•Training & Development
•Performance Management

Recruited to help open new Project ICC in Abuja / Capital of Nigeria, guiding the startup and management of a full spectrum of HR operations, systems and programs. Worked with senior management to create HR policies, Job descriptions and procedures; recruit employees; create group benefits databases; and develop orientation, training and incentive programs. Manage leave-of-absence programs and personnel records; administer benefits enrollment and programs; administer HR budget; and handle OH&S issues.
Key Results:
•Played a key role in ensuring the successful launch of ICC Project. Structured and implemented programs and policies in the areas of training, compensation structures, benefits packages, incentives and new-employee orientation.
•Fostered a teamwork/open-door environment conducive to positive dialogue across the organization. Personal efforts were cited as the driving force behind branch’s employee-retention rate of 77% within an industry where high turnover is the norm and critical government change period.
•Negotiated approximately 40 salary offers and dozens of sign-on bonuses/relocation packages annually at both the exempt and nonexempt level.
•Brought workers’ compensation program into full compliance. Instituted preferred providers list and trained managers and associates on procedures to follow in case of injury.
•Re- established the canteen and organized a daily menu to suit several nationalities and attracted neighboring individuals that their companies does not provide such standard canteen.
•Wrote employee manual covering issues including disciplinary procedures, code of conduct policy and benefits information.
•Introduced company’s first formal performance review program, creating a flexible and well-received tool to be later adopted company-wide.
•Lead a team that worked together to Create job descriptions across all levels and 50+ categories. “Shadowed” and interviewed employees to construct an accurate picture of the duties and skills required for each position.

Promoted the HR department from a timekeeping section to a full operation department. Created comprehensive Job descriptions, Policies and procedures; recruited employees; Thumbprint machine for attendance; Manpower training; Manage leave-of-absence programs and personnel records and manage National social security issues and record system.
Key Results:
•Co-developed company’s first-ever standardized disciplinary procedures and tracking system that insulated company from legal risk and ensured consistent and fair discipline processes.
•Drafted and implemented across company Job description and communicated them to eliminate role conflict and increase efficiency.
•Devised creative and cost-effective incentive and morale-boosting programs (including special events and a tiered awards structure) that increased employee satisfaction and productivity.
•Reworked new-hire orientation program to include HR information and company resources.
•Saved company thousands of dollars every month by reducing reliance on employment agencies. Brought the majority of formerly outsourced recruiting functions in-house to reduce billable hours from 100+ to less than 15 per month.
•Delivered exit interviews and analysis of information to improve work environment.
•Reviewed transportation, fuel and phone expenses and conducted related fleet management studies.
SAUDI CEMENT - Dammam, Saudi Arabia
Biggest Cement Manufacturer in Middle East

Promoted to fulfill a broad range of HR functions, including recruiting and training employees, administering benefits, overseeing disciplinary action and managing HR records. Co-chaired annual flex-enrollment meetings and manpower committees, resolved conflicts between employees and insurance carriers, coordinated health fairs to promote employee wellness and performed exit interviews, conducted internal and external quality audits and maintained API, CE, SASO, ISO Records.
Key Results:
•Revised more than 50 job descriptions under directions of the HR Manager, attended Job description training, and drafted around 15 job description from scratch.
•Liaised with Aramco HR Management on up to date Job description formats and respective evaluation methods.
•Created the Quality system record system both soft and hard, promoted Quality awareness departments wise, saved thousands of dollars paid on paper work daily in a bureaucratic environment.
•Conducted successful manpower assessment sessions and relocated more than 30 employees to different sections where they better fit in coordination with organization & Planning Controller.
•Visited the factories at least three times a month and spread Cleanliness awareness in canteens which reduced the cases of sickness leave due to negligence by 13%.