هبة حنيني

Performance Management:
• Creating a competency dictionary for the School’s jobs, mainly teachers.
• Formulating the performance management proposal and communicating it to the administration and IT for developing the online system for appraisals.
• Linking performance score to salary increments.
Recruitment:
• Sourcing for and receiving potential local and foreign hires.
• Conducting both phone and face to face interviews and filter qualified candidates.
• Creating a competency based evaluation sheet and receiving candidate evaluation based on their meeting with the related coordinator or administrator.
• Sending recommendation to management to receive final approvals on new hires.
Personnel and employee relation:
• Reviewing of work contracts and suggesting amendments in both English and Arabic versions with the support of the school lawyer.
• Preparing work contracts for new hires.
• Preparing employee certificates.
• Writing and communicating employee warnings.
• Coaching employees on school rules and policies and provide them with support when necessary.
Other projects:
• Introducing a salary scale for all jobs and levels based on the nature of the job, on the years of experience and educational level, including revisiting all job minimum requirements and creating career ladders where applicable.
• Revisiting and updating all available job descriptions as well as creating new ones.
• Introducing an on-boarding program for new hires and creating all related documents.
• Creating an HR Policy Manual.
• Updating internal forms and documents.

Working as the Secretary for the Lebanese Business Council consisting of a board of Lebanese businessmen in Jeddah from different business fields and handling responsibilities as follows:
• Managing all financial operations of the Lebanese Business Council.
• Attending and taking minutes of biweekly meetings between the Council Board members and His Excellency Consul General.
• Following up on pending issues and providing feedback to the Consul General.
• Organizing and following up on events for the Lebanese Community in Jeddah under the umbrella of the Lebanese Consulate.
• Reaching out and registering new members to the Lebanese Business Council.
Administrative functions handled include:
• Assisting His Excellency in any administrative duty related to the consulate.
• Preparing official letters.
• Updating the database of the Lebanese residents in Jeddah.
• Preparing for the Lebanese Independence Day event in Jeddah.
• Meeting with press representatives to publish interviews in writing on behalf of His Excellency the Consul General.

Working as a Recruitment officer by handling the recruitment process of the Medical Center starting from the job posting to the selection for all Nursing and Non-Nursing job vacancies, including technical, administrative, managerial, and professional positions.
Throughout my work at AUBMC, I was able to keep a minimum turnover rate by selecting and recommending the right fit from the pool for each position. In addition, I had the opportunity to take over the selection of all nursing jobs and applicant databases where the selection of nurses became centralized in the Human Resources Department.
Handling a large load of job vacancies with up to 15 openings per month and more than 50 applicants on average per position, my responsibilities included the following:
• Supporting the Recruitment Manager in the recruitment process which includes reviewing of applications, evaluating applicant skill, testing, making recommendations regarding applicants’ qualifications and short-listing of applicants.
• Maintaining the recruitment database and suggesting enhancements and/or improvements to the system.
• Planning, scheduling and coordinating for selection interviews.
• Developing Competency Based Interview evaluation forms.
• Conducting preliminary interviews with eligible candidates.
• Chairing selection interviews of finalists with Directors and Department Heads.
• Discussing selection decision with committee members and providing final recommendation.
• Discussing selection decision with HR Manager when necessary.
• Providing career counseling for applicants and feedback regarding their candidacy.
• Following up with Directors and Department Heads regarding their recruitment needs.
• Maintaining relationships with employment agencies, universities and other recruitment sources.
• Coordinating and participating in Job Fairs and Open Houses.
• Acting as relief for the Recruitment Manager, where recruitment was successfully and continuously managed.
 Talent Management:
Working to support the Employee Performance Manager with the implementation of the Talent Management Program through working on the Talent Management system and software where we were able to achieve a computerized and competency based employee performance plans, appraisals and development plans. My responsibilities included the following:
• Assisting in Developing Competency Based Job Descriptions where all job descriptions were shifted from task based to competency based.
• Providing recommendations regarding designing job requirements and career ladders and developing performance standards.
• Providing the necessary education and materials to managers and employees including workshops, manuals, employee handbooks and standardized reports.
• Conducting training to over 500 employees in addition to one to one training sessions with supervisors and Department Heads regarding the implementation of the Talent Management and appraisal system.
• Reporting any problem arising with performance appraisals to the Manager to take the appropriate action.

 Assisting the HR Manager in the process of recruitment
 Conducting CV search and maintaining a Resume Database.
 Filtering qualified candidates and referring them to HR Manager.
 Participating in selection interviews.
 Attending weekly meetings with CEO.
 Submitting weekly recruitment status reports.
 Participating in career fairs.