Manager of Human Resources Business Partner Leaders and Personnel
fetchr
مجموع سنوات الخبرة :20 years, 1 أشهر
* Effective Organization Assessment, HR Strategic business Partner and bottom-line focus
* Develop and manage a company-wide HR operational service that is commercially focused, value adding and efficient.
* Build communication channels to assure that alignment and engagement.
* Creating High Performance system through Attracting, Developing and retaining talented employees.
* Implementation of HR strategies, which are integrated with FETCHR strategies, and ensures that the culture, values, structure of the organization, Employee Engagement and commitment of its members contribute fully to the achievement of our goals.
* Partners with the business functions to ensure that the people and organizational capabilities are set to deliver current and future business agenda.
* Ensures the effective implementation and sustainability of Human Resources policies, processes and practices.
* Maintain a work environment that allows growth and enhances productivity.
* Effective Organization Development and assure that we walk the talk,
* Effective Talent acquisition and organization structure.
* Effective Define, Develop and Retain Fetchr Top Talent Management
* Effective managing of the on-boarding process
* Effective labor relations serves and considered as initial point of advice, problem resolution, and facilitation in the areas of employee relations, employee discipline and documentation; Facilitates Open communication channels between the employee and the management, so their grievance and suggestions are listened to.
* Facilitate the layoff, firing or departure process of employees who leave.
* Support the personnel, compensation, and benefits and become the center of communication
• Reduce the time of screening resumes by 72%.
• Saving of 260, 000 $/ Year by providing training program.
• Improve the quality of the call center by 42% after getting CCP training.
• Take decisions of promotion and succession plan based on the assessment center reports with integration with the performance appraisal system.
• Conduct 360-degree leadership assessment for 46 organization leaders which involved subordinates, managers and self-feedback to create executable development plans.
Assessment Center
• Build leadership competencies framework with 7 domains and under each domain 4 elements with clear definitions, behavior and leveling to cover Front-line Worker, Front-line Leadership, Operational Leadership, and Strategic Leadership.
• Build an Assessment Center from scratch including Competency Based Interview questions for the 28 competencies elements.
• Conduct several assessment simulation including Role Play, Analysis Presentation, In Tray, Group Discussion
• Link the leadership competencies framework with business simulation exercises.
• The report of the assessment center has been used for selection in the recruitment process, promotion, succession planning and defining the training needs for several employees.
Training
• Works with managers to address learning issues, instruction problems, or new educational needs regarding specific employees or departments.
• Create effective induction and orientation sessions for the new comer.
• Monitor and evaluate training program’s effectiveness and efficiency through Measuring quantitative, qualitative and ROI of training activities.
• Establish and manage the knowledge management.
• Modifies and creates course materials and training manuals to meet specific training needs.
Organization Development
• Conduct a formal needs analysis and assess current organizational effectiveness and capability to identify gaps, while building an understanding of the knowledge, competencies and skills required to move the organization forward and that align with long-term organizational goals and effectiveness.
• Identify opportunities for performance improvement through, for example, undertaking internal diagnosis, process/system reviews in order to understand barriers and possible solutions; conducting external research into good practice and new ideas.
• Contribute to the development of policies and procedures.
• Design and deliver OD and change management strategies, processes and interventions that support the organization ambition to be a high performing organization; to include initiatives which foster a high performance culture, where valuing learning, continuous improvement and diversity are the norm.
• Ensure maximization of resources and monitoring the effective delivery of HR and OD services against operational plans.
• Work with HR team to implement and embed a Balanced Scorecard measurement framework for the HR Department.
Talent Management
• Develop organization approach to talent management and succession planning and to coordinate the contributions of key stakeholders to ensure effective implementation.
• Work with line managers on the design and delivery of appropriate and relevant Personal Development Plans for their team; to commission and evaluate agreed internally-delivered interventions and to ensure best use of the Andalusia development budgets.
Facilitates communication among employees and management.
• Assure having suggestion program in place.
• Conduct annual employee climate survey and came up with suggestions for improving.
• Assure having channels of communication regarding employees complains.
• Assure the availability of secure communication for fraud activities.
• Send Monthly newsletter to all employees email in the business unit.
• Work with the Marketing Manager/ Director to ensure effective communication and consultation processes and to build employee engagement.
Performance Management
• Manage everything related to the performance management.
• Using Organization Assessments and HR metrics to improve organizational effectiveness.
• Analyzing and using HR data and metrics to derive insightful recommendations for managerial decision making.
• Collaborated with management to define organization design structure and modify these as the business grew and changed. Moreover to the job analysis and description for all positions.
• Working closely with business to drive critical hiring and leadership positions.
• Consistently executing and communicating effective HR policies that reflect the company Core Values.
• Produce complex regular and ad-hoc reports/metrics to support the business.
• Proactively address business issues including determining appropriate hiring strategies, recommending solutions based on workforce analytics, identifying and addressing skill gaps
• HR policies and procedures cover the Organizational structure, Recruitment, Induction, Employee Relation, Code of conduct, Training and career development, Performance Appraisal, Compensation and benefits, Health and Safety, Employee Suggestion, Complaints and grievances of employees, Employee Assignment and Business Trip.
Organization Development
• Select a combination of organization assessment. The output of this assessment has lead to change in the following points:
Dashboard New Idea template Understanding the customers.
Share language across the functions Align the (Revenues) and (costs) Investment decisions
Human Resource Strategy and Systems
• Align the HR strategy with the corporate strategy and installing HR systems. I directly delivered these systems using interactive methods with employees from all levels.
• Climate Survey to receive a baseline of the workforce’s perception. Since this was their first survey it was an experiment as much as a test of the organization’s receptivity to a survey process. The questions as to making the survey an annual activity, issues that need to be investigated, and design aspects of the tool were asked in addition to analyzing the data. The following were key activities:
Facilitation of awareness sessions to Department Heads about 2015 EC Survey
Analysis and presentation of results in terms of customized employee Climate Survey topics.
Recommending action plan based on survey results.
• Conduct job analysis and prepare the job descriptions of all positions.
• Integrated Performance Management System policy and procedures.
• Each job description is including the competencies required for each job based on Hay competencies.
• Documenting each position in terms of key elements that describe its scope, activities, impact and results.
• Link the job description with the performance appraisal system.
• Organization Competencies matrix.
Achievements
• Manage team of 27 HR professionals to cultivate a unified, values based culture and brand.
• Devise staffing and human resources practices that allowed G4S to achieve an average of 9% revenue growth with 30% more location and 14% less employees, yielding improved revenues per location/ employee.
• Increase the employees retention by 53%
• Encourage the business to optimize operational efficiency and cost effectiveness through ensuring the key operational HR related processes e.g. labor cost control, pay design, recruitment, payroll, screening, time and attendance controls are continually reviewed and improved.
Organization Development
• Translates the business strategy into a HR Strategy that details the strategic priorities in a plan with milestones and deliverables.
• Ensure the necessary capabilities are developed or acquired to deliver the business strategy and align leadership and management development to the competency frameworks and technical capability needs.
• Ensure HR capability is appropriate for business needs.
• Help drive business performance by ensuring appropriate schemes are in place to cascade objectives and incentives aligned to the business plan.
• Structure and manage the talent development and succession planning activities. Through identify the gaps and opportunities for improving the talents pipeline going forward.
• Ensure employees have appraisals with constructive dialogue on performance, development needs.
Employee Relation
• Overall employee wellbeing across the organization through having a welfare team, counseling mentoring and coaching interventions to ensure staff morale and retention.
• Provide proper guidance and advise employees on work place ethics, behavioral change management.
Recruitment
• Ensure processes are in place to systematically identify, develop and maintain a pipeline of high potential candidates.
• Promote effectively the G4S brand through appropriate media channels used for recruitment. Ensure efficient and effective recruitment, selection and screening methodologies are used and that the company’s interactions with candidates enhance the group’s reputation and brand.
Total Reward System
• Ensure management roles are graded using the Group’s broad band grading structure and that local pay research is used to align with market rates and in line with Group guidelines.
• Achieving and maintaining realistic job values.
• Consistency and equity in job values within and across organizational lines.
• Creation, analysis and assessment of key elements for valuing jobs.
• Internal and external benchmark comparison and job placement decisions.
HR Internal Audit
• Ensure the business complies with the HR minimum standards and report monthly HR KPI’s. Monitor performance and use the KPI’s to identify issues and to benchmark internally/externally.
Organization Development
• Developing and implementing policies and procedures such as Training and development, Recruitment, Performance Management and Employees handbook.
• Conduct the Human Resources Business Review for the management meeting.
Training and Talent Management
• Identifying training and development needs within Jotun through organizational analysis, job analysis, performance appraisal and regular consultation with line manager.
• Identify “core competencies” of workforce with line managers and deploy competency mapping.
• Create and develop training plan, manuals, forms and templates.
• Conduct effective orientation program and arrange on the job training for the new hire.
• Considering the costs of planned programs and keeping within budgets.
• Monitor, evaluate and record training activities effectiveness.
• Developing, implementing and evaluating leadership programs for Jotun.
• Designing and developing innovative and high affect talent management programs and processes to improve the depth and diverseness of global leadership talent.
• Develop and execute all phases of talent management such as succession management, assessment, talent pipelines, selection processes…etc
• Rolling out initiatives (leadership development, coaching, competency frameworks, etc) developed by Jotun Regional office.
• Develop and execute an incorporated approach to development, learning and talent management.
Recruitment
• Analyzing the company work force to support jotun recruitment strategy.
• Conduct the manpower planning.
• Designs, develops and maintain the recruitment process in the organization (including the job description, determine the optimum recruitment channel, screening, interviewing, assessment, selection)
• Monitors and constantly reduces the costs of the recruitment process
• Designs training recruitment for HR Recruiters and line managers
• I am a member of the team that founded and run the HR function from scratch at the company; moreover we have shared some models with our mother company in Germany.
• Successfully managed the negotiation process with different HR-related governmental entities to tie break the misperception of Uhde Engineering Egypt in the past.
• Support the management in regards to the strategic management process and how to transfer the company vision and mission of the company into reality.
• Identify the HR strengths, and weakness to set the HR strategic direction and create the balance score card.
• Ensure HR operational processes and systems are meeting the required standards in terms of internal business partner's satisfaction, legal and UEE requirements.
• Set HR policy and procedures for most of the HR functions which granted equal employees opportunity.
• Create and implement competencies based recruitment and selection model.
• Create orientation program for the new comers (induction program) and reorientation for the exits employees
• Developed, launched and implemented, The Training & Development Model and the knowledge Management For the company.
• Successfully created a new compensation and benefits policy and pay plans based on reliable benchmark adopting Hay methodology with the assistance of consultancy firm to ensure the company attracts and retains high caliber talent.
• Create and manage a complete assessment that resulted in a salary adjustment action.
• Supervise the payroll activity.
• Communicates information about policies, procedures and programs.
• Successfully developed and launched a Performance management system.
• Developing the HR Audit Model
• Issuing all Human Resources Reports to clarify where we stand from the defined targets.
• Successfully managed the administration department for 3 months on temp basis where many new services where introduced.
• Create HR Manual aligned with ISO 9001.
• Successfully create HR strategic management under supervision of the HR Director.
• Support in the setting and the development of the HR policy and procedures for most of the HR functions.
• Successfully create the company Employees Hand book which has been shared with Al Kharafi Group.
• Payroll administration.
• Recruitment policy & procedures, recruitment plan, screening, interviewing, and selecting.
• Conduct job analysis for all company jobs and come up with the job descriptions.
• Established efficient Management performance and incentive program.
• Successfully prepare the annual Training plan based on the training need analysis. More over the implementation of knowledge management to transfer the knowledge across the company.
• Improved employee’s performance through establishing efficient training programs & management performance System.
• New orientation program to foster a positive attitude towards company goals.
• Issuing all Human Resources Reports.
• Develop and enhance the recruitment policy of the group.
• Issuing all recruitment forms (including different employment applications, different computer and English tests, technical tests …etc).
• Manpower Planning and develop the recruitment plan and budget.
• Job Analysis in case there is no job description available.
• Participant in preparing the recruitment advertising in the newspaper. Moreover preparing all relevant material for job announcements (drafting and designing attracting recruitment advertisements).
• Managing all Employment Fairs of our Company in the American Chamber, American University of Cairo Employment Fair, Cairo University, Arab Academy Employment Fair …etc
• Recruitment; Screening, Testing, Interviewing, Selecting, visa issue for non Egyptian and contracts.
• Exit interview and annual report about the coast of turnover. Analyze turnover rates and bring it to attention of top management with recommendations for correction action which Reduce the amount of turnover.
• Writing Quarter report of the Recruitment Department activities.
• Successfully implemented all the requirements of ISO standards for the recruitment section.
• Maintains personnel files in compliance with company slandered.
• Maintains payroll spreadsheet that includes salaries, payroll taxes, social insurance and allowances.
• Recommendation regarding personnel policies, regulations, questions and grievances.
• Keeps employee records up-to-date by processing employee status changes in timely manner.
• Maintains Employee Handbook with updated resolutions and other pertinent information, as needed.
• Carrying out recruitment process: classifying and screening CVs, conducting interviews,
• Evaluating applicant's qualifications and handling the hiring.
• Build the HR foundations (Personnel, Employees Files, Absence, Social Insurance...etc)
• Payroll administration.
• Establishing, maintaining, revising and updating employee's data base
• Induction program for new employees.
• Improved employees performance through establishing efficient training programs and Increase the amount of the Sales over that the target through the training program.
• Analysis the market to determine our clients.
• Representatives of the company in all the Company's Fairs & events.
• Worked within a team environment to carry out a full range of marketing functions.
• Contributed campaign theme idea that proved effective in delivering overall message.
• Make a professional Data Show for each Client.
• Receiving and handling all clients’ instruction.
• Meeting the customers and satisfying their needs.
• Preparing monthly reports
This Diploma cover the psychometric testing and most aspects related to ability tests. The diploma covers common statistical terms necessary for understanding and interpreting test results of ability tests, as well as training in giving test feedback to candidates. Moreover, this diploma covers different approaches of competencies, personality and using the results from personality test in recruitment and development processes.
This program provides the necessary knowledge and skills needed by a Human Resources Manager that can, among others, enhance performance of employees through training, incentives, proper work environment and fringe benefits. The program covers many topics including measuring performance, selecting employees, job analysis, managing quality and productivity, remuneration, labor law, and information systems. This diploma is accredited by the Supreme Council of Universities; Decision No. 86 dated May 5, 1999. Graduation Project: Project about “The Role of Training, Development and Career Planning in Improving Productivity and Quality of Work Life"