Head Of Human Resources
Sweihan PV Power Company
Total years of experience :19 years, 0 Months
Pivotal in devising, implementing, and promoting the People Strategies for the Group Companies, ensuring alignment between business operations and the Group’s HR strategies and current objectives. With extensive HR experience and commercial acumen, required to develop a deep understanding of both Group and business strategy. Working on building synergies between the different units and business areas, ensuring strong collaboration, leveraging on people practices/ initiatives, and sharing best practices. Providing advice to support People related business decisions, guiding, and developing the HR team, fostering a collaborative and forward focused Group Culture
Key Deliverables:
• Providing overall leadership and guidance to the HR function by overseeing talent acquisition, career development, succession planning, retention, training, leadership development, compensation, and benefits regionally
• Strategic Planning: Define People Strategies, (taking account of both current Group HR priorities and business specific areas of focus) to support the overarching ambitions of the business. Define and cascade annual People Metrics to be incorporated into leaders and People Partners annual goals to ensure alignment adherence to the vertical People Strategy
• Brand Building: Guide and support each brand and region with the creation of their brand-specific annual People Strategy
• Leading Workforce Planning Activities to ensure optimal organizational structures are in place to support future focus, growth, scalability, and employee satisfaction. Guide, support, and coach team members to instill a growth mindset and to ensure the perception and caliber of the People function is continually elevated
• Serving as an active and effective member of the People Team, and function as the custodian of Group culture and values. Coach and mentor, the leaders to raise awareness around new ways of working and inspirational leadership to support cultural transformation
• Functioning as a Change Agent, continually looking for innovations and efficiencies with regards to how we manage and motivate our people. Support the transfer of knowledge and encourage closer collaboration within the People team, across the Group
• Acting as the main point of contact between the business activity and the HR Competence Centre Leads
• Operational: Functioning as the first point of escalation for HR matters and support business decision-making when it comes to complex issues. Ensuring alignment and adherence to the yearly cycle deadlines
• Continually assessing the effectiveness of current policies, procedures, and programs and put forward recommendations to improve impact and employee satisfaction
• Endorsing and supporting brand-specific employee onboarding, training, and development programs to improve the depth and breadth of their team’s skills set and raise awareness around behavioral, technical and leadership competencies.
• Talent Acquisition & Management: Liaising with the Group’s Talent Acquisition Led to ensure recruitment strategies result in relevant, high-caliber candidates are being identified and hired. Leveraging Talent Management tools to educate the business around career paths, succession planning and talent development activities
• Performance Management: Ensuring timely and rigorous implementation of the annual performance management cycle and that potential reviews and succession planning are rolled out consistently, to identify true HiPOs, and so clear development conversations can be held for all employees based on both performance and potential
• Championing Diversity and Inclusion initiatives, with a key focus on culture change, nationalization, and employee well-being
• Succession Planning: Working with the company’s executive management team to establish a sound plan of management succession that corresponds to the strategy and objectives of the company
• HR Strategy & SOPs: Defining and implementing HR/People Strategies, HR Polices & SOPs aligned with the organizational roadmap and vision. Guiding and supporting each brand and region with the creation of their brand-specific annual strategy for YOY business growth
• Manpower Planning / Recruitment: Interacting with BU Leaders to understand manpower requirements. Leading End-to-End Recruitment Process, sourcing best talent from diverse sources like job portals, campus, social networks, head-hunting & external consultants
• On-Boarding & Induction: Ensuring to maintain a positive candidate experience during the recruitment process by informing candidates on their application developments. Driving onboarding, induction of new hires and familiarizing them with organizational policies
• Talent Acquisition & Management: Leveraging Talent Management tools to educate the business around career paths, succession planning and talent development activities. Creating a robust pipeline of talent in liaison with the Regional Talent Acquisition Team. Monitoring key metrics for recruiting effectiveness and building systems of accountability for talent acquisition through scorecard
• Performance Management: Facilitating timely and rigorous implementation of Annual Performance Management Cycle/ Systems that drive high performance. potential reviews and succession planning are rolled out consistently, to identify true HiPOs, so that clear development conversations can be held for all employees based on both performance and potential
• Compensation & Benefits: Designing competitive Compensation & Benefits Packages/ Salaries to attract and retain top talent and improving the same as per industry benchmarks. Ensuring timely submission to the Bi-Annual Actavo Compensation Committee
• Employee Engagement: Building a positive working environment via innovative Employee Engagement initiatives to promote a high level of employee morale and motivation. Facilitating Employee Surveys, collecting feedback and recommending constructive actions
• Grievance Handling/ Compliances: Acting as Bridge between Management, implementing robust Employee Grievance Handling mechanisms & resolving employee disputes amicably. Monitoring disciplinary/ compliance issues & implementing remedial measures
• HR Analytics (HRIS): Leveraging available HR data analytics, external benchmarks & best practice approaches to support decision-making. Preparing Reports/Dashboards for management in relation to employee turnover; new hires, resignations, training, and development, etc.
Functioned in liaison with Regional & Global HR Team on Talent Management Strategy & Annual Talent Review Process.
Delivered HR Service in line with business needs by running the day-to-day HR operations activities. Developing effective,
trustworthy and dynamic relationships with the Leadership team whilst building morale and increasing employee engagement within
the organization in the EMEA region covering 19, 000 employees.
Coordinated the recruitment with external suppliers such as Contingent Workforce, Search Firms, Job Posting Agencies, Temporary
Staffing Agencies & others. Designed, developed and maintained the recruitment process in the organization including its
description, recruitment measurement definitions etc.
Conducted weekly interactions with Business Heads across the EMEA region to handle the hiring demand and strategize the
recruitment need for potential deal wins and create funnel for fulfillment for 5 countries.
Created annual training & development plans & budget; ensuring that all individual training plans are followed up in a timely manner.
Standardized the Medical Insurance Benefit for over 19, 000 employees which contributed in cost saving worth USD 6.9M.
Deployed Workday HRIS System which delivered efficient & reliable service delivery & robust data analytics for manager decision
support Directed transformation and optimization of HR function to a more process-driven, digital technologies enabled
organization.
Core members of key company stakeholders apprised of all developments, organizational development specialists communicate
progress and challenges as they relate to the company's vision and goals.
Guided management on matters of HR financial decision, structural change management, organization development and policy
amendment at time of a merger & acquisition. Have been actively involved in 3 M&A propositions.
Planned, coached and consulted with individuals & teams to solve organizational challenges; designing and implementing training &
performance programs across the EMEA region, covering 5 countries.
• Administered assigned functions including recruitment, classification review, compensation studies, employment analysis, leave and benefits administration.
• Created and maintained HR policies, analyzed control and business processes, identified weaknesses, and provided recommendations to the management for improvement.
• Developed and maintained leading edge HR systems and processes to ensure effective management of people with focus on performance, rewards & recognition, staff retention, career development, succession planning, etc.
• Built and managed the HR team to provide professional HR service to the organization; established the standard of performance, and ensured that the performance meets the standards through constant review & monitoring.
• Rendered active support for selecting the recruitment agencies, and ensured timely recruitment of management and business lines staff in order to meet business requirements.
• Recommended and ensured implementation of strategic directions for people development, and ensured motivational environment along with adequate opportunities for career growth & development in the company.
• Administered all employee benefit programs in coordination with the Finance and Administration department; managed sales budgets, ensuring compliance with the company guidelines on salary adjustments & promotions.
• Generating and maintaining HR documents for regular employees, specifically for Indian and US sectors.
• Develop, formulate, recommend and update human resource policies, procedures, strategies and systems.
• Initiate and take lead in the preparation and execution of work plans and budgets for the human resource section
• Coordinate the process of staff recruitment/Selection when necessary and participate in drawing up and implementing training programs.
• Processing reimbursement as per the company policy.
• Plan and perform internal audits to ensure 100% accuracy in the daily transactions.
• Prepare and submit monthly reports on activities of the human resource to the management. Coordinate and arrange staff meetings from time to time and give relevant staff opportunity for feedback.
• Ensure all statutory/regulations relating to staff employment are being implemented in the organization.
• Keep salary information up to date at all times and sent to the Finance department timely monthly payrolls.
• Reporting Payroll (Adhoc & Scheduled PeopleSoft Reports). Regular New Hire PeopleSoft Data Entry (global) for all locations.
• Provide timely and accurate financial information to management.
• Mocha Exception (job change, pay change and misc. bonus entries in PS).
• Management by Objectives (Processing manual bonus payment).
• Regular Termination (Document generation and PS data entry).
• Global Mobility-International Transfer/International Assignment (Document
• Generation and PS data entry).
• PS Misc. Data entries (HR contacts, Name change, Personal details updating etc.).
• Handled New Hire, Cross training and Refresher trainings.
• Created and conducted training classes; developed training curriculum including user manuals and developed templates.
• Planned and organized teams cross trainings.
• Served as technical/functional expert and service delivery role model for all agents.
courses: CIPD - Level 5 The Chartered Institute of Personnel Development