Head of Manpower & Recruitment Section
Qatar Museums
مجموع سنوات الخبرة :20 years, 1 أشهر
Planning & Direction:
Contributes to the strategy development and implementation for the Human Capital Department.
Works with direct reports to identify and establish medium to short term strategic priorities and targets, in line with QMA’s policies and guidelines and ensures their successful execution.
Champions initiatives that enable maximum output that fully contributes to the delivery of department goals.
Leads policies and procedures review to identify areas of improvement within own Section and recommends changes leading to best-practice operations and compliance with legislative standards and guidelines.
Provides Senior Management with regular reports with analysis and comments on performance and results
Manpower Planning:
Oversees and drives the manpower planning process across QMA and addresses/resolves issues when required.
Develops an annual recruitment plan to support both current and planned hiring activities, ensuring adherence to QMA’s staffing objectives.
Designs and implements internal staff movement and redeployment systems, and manage internal resourcing and relocation of talent to fill in vacant positions.
Develops, delivers and monitors corporate-wide manpower budgets and annual human capital activity budgets.
Recruitment:
Tracks the cost, benefit, and effectiveness of recruitment sources and activities.
Provides professional support and advice on recruitment and selection best practices.
Monitors recruitment budget with an aim to ensure costs containment and compliance within allocated budget.
Keeps up-to-date with current employment legislation and ensures the QMA operations are in compliance with local labour laws.
Talent Management:
Motivates staff and empowers direct reports by providing the necessary tools and support required to meet Department goals
Establishes clear direction, prioritizes tasks, assigns and delegates responsibility; monitors individual performance, provides regular feedback and takes prompt action where necessary
Implements Qatarization programs to enable QMA to attract local talent and to develop talent over time to take on meaningful roles within QMA
Builds opportunities for staff to suggest, participate in and contribute to improvement, innovation and knowledge sharing initiatives
Provides guidance and ensures staff comply with QMA’s policies, processes, practices and systems
Planning & Implementation:
Works with Workforce & Planning Director to identify and establish medium to short term strategic priorities and targets, in line with QMA’s policies and guidelines and ensures their successful execution
Implements initiatives that enable maximum output that fully contributes to the delivery of department goals.
Executes policies and procedures review to identify areas of improvement within own function and recommends changes leading to best-practice operations.
Develops and monitors KPIs, takes corrective actions where necessary and produces regular reports with analysis and comment on performance and results.
On-boarding:
Works with the Workforce & Planning Director to develop and implement on-boarding guidelines that support the talent acquisition requirements
Oversees and manages QMA’s on-boarding process; evaluates efficiency and applies feedback to improve performance
Ensures employees’ documentation are in order and maintained in the system
Employee Induction:
Designs and implements induction programs and processes ensuring smooth transition for new joiners
Ensures formal meetings, lectures, videos, printed materials, and/or computer-based orientations to introduce newcomers to their new role at QMA
Ensures new employees are familiar with QMA’s vision, mission, values and policies and procedures relevant to their area of work.
Arranges programs to help new employees feel comfortable with their new environment through advice-giving and social support
Ensures that line managers are supported in coordinating the necessary training needed to help socialize and orient new employees so that may become effective organizational members
Talent Management:
Motivates staff and empowers direct reports by providing the necessary tools and support required to meet business goals
Establishes clear direction, prioritizes tasks, assigns and delegates responsibility; monitors individual performance, provides regular feedback and takes prompt action where necessary
Provides guidance and ensures I&O team members comply with QMA’s policies, processes, practices and systems.
Supervises and is accountable for the program and operational success of the Manpower Planning & Recruitment Section.
Creates and maintains the manpower establishment system administration, control and management reporting processes.
Develops, maintains and implement approved procedures for the creation of new positions, rising of manpower requisitions, initiation of internal and external recruitment process, engagement and on-boarding of staff.
Continually reviews, evaluates and improves on section’s systems and procedures.
Assists in writing of Job Profiles, and Job Evaluation activities.
Manages contract recruiters from all over the world and ensures the regular updating of their Service Contract and performance evaluation to ensure quality services and candidates to.
Assists in organizational development activities.
Is responsible for handling all the day-to-day activities of the recruitment function.
Supervises, mentors, motivates, engages, motivates and evaluates sections lower level staff
Performs other related duties and responsibilities or as may be assigned.
Handling the Qatarization Strategy 5 years plan.
Manage the manpower planning process and prepare an annual recruitment plan.
Active use of recruitment & selection tools.
Manage and update the job families and job grades structure.
Manage recruitment portal.
Develop an effective and updated database of the potential candidates in order of covering the recruitment needs within the coming 5 years.
Work closely with Head of Departments and VPs to deliver recruitment needs.
Suggest proper media for approaching the right calipee candidates.
Follow up and coordinate with recruitment channels.
Execute pre-screening and/or final phone/face to face interviews the candidates & support all parties in concern with assessment.
Submit candidate's offers and follow up on Background & Reference Checks until placing.
Coordinate with universities, events in relation to targeted hires and participate at job fairs.
On boarding of New Hires.
Update and deliver weekly metrics for assigned hires.
Undertake further responsibilities that may evolve in the future.
Constant communication with the Government Relations Department to be updated of any new amendments that may arise in the Qatar Labor Law.
Develop and market the Training & Development programme(s) for TASWEEQ.
Promote, develop and maintain the Nationals Fresh Graduates programme on behalf of TASWEEQ.
Promote, develop and maintain the internal training for TASWEEQ employees and ensure effective succession planning is in place.
Review and assess the training programmes in place to ensure continued best practice is maintained in line with international standards.
Develop and maintain excellent working relations with national and international academic institutions
Promote TASWEEQ‘s Fresh Graduate development programme on a national and international level.
Identifying T&D needs within TASWEEQ through job analysis, competences, the Performance and Development Review process and regular consultation with senior managers.
Evaluate T&D programmes, amend and revise as necessary, in order to adapt to the changes that occur in the work environment
Develop and maintain individual Development Plans (IDP) for staff as necessary
Consider the costs of planned programmes and keep within budgets: assessing the return on investment of any T&D
Ensure employees maintain a high level of competence in international competition and anti-trust law.
Analysis the annual performance review forms of staff and work to provide training programs which needed to raise the level of the performance to the required level.
Recruitment:
Effective management of recruitment processes (for Casual and Indefinite roles) which includes positing job adverts, forwarding applicant CV’s to line managers, producing letters, arranging interviews, assessments, pre-employment medicals and managing the job offer process.
Conduct pre-screening telephone interviews and give feedback to unsuccessful candidates where appropriate.
Identify any problems with the recruitment process (e.g. lack of applications, difficulties in receiving references or certification, medical failures) and take steps/make recommendations to resolve problems.
Coordinate all mobilization activities for international hires.
Participate in career fairs and recruitment committees between the oil & Gas companies in Qatar.
Promote TASWEEQ’s scholarship programme(s) on a national and international level and to ensure continued supply of graduates to GDP.
Maintain a high level of competence and knowledge of the scholarship programme(s) and ensure knowledge is current and market specific.
New Starter Induction:
Ensuring appropriate new starter documentation is completed (e.g. Salary Offer Approvals completed, Offer Letters and Contracts of Employment are signed, references taken, eligibility to work checks, payroll documentation); confirming arrangements for the first day and liaising with the T&D Lead regarding corporate induction and IT for workstation requirements).
Coordinating with line management for the completion of Interim Performance Reviews for the purposes of confirming employees into position at the end of the Probationary Period.
HR Advice & Guidance
Providing advice, guidance and support to managers and employees across the organization on a variety of HR issues; ensuring adherence to company policies and procedures and employment legislation.
Payroll Administration:
Provide an accurate and timely processing of the monthly payroll and to ensure that all salary adjustments are detailed on the report (starters, leavers, transfers, promotions, allowances etc.). Ensure that employee’s banks are notified as and when an employee leaves the company at the time the final settlement is paid.
HR System:
Ensure the SAP HR system is fully updated.
Work with the SAP HR Specialist to develop ongoing HR system requirements.
Using the system to produce HR Reports as required.
Leavers processing:
Ensure employees leaving TASWEEQ have exit interviews and that key areas of the business are notified.
Liaise with the Immigration Officer to terminate Residence Permits.
Coordinate repatriation of staff and their families, as required.
Ad Hoc project work:
Coordinating the annual Performance & Development Review process
Assisting in the Annual Salary Review process
HR Procedure development
I’m one of the systems founders and management in the first leasing company.
I have prepared the personnel regulations which had approved for the company.
Prepared job descriptions for all posts included in the structure of the company.
Prepared the develop plan of human resources in the company in addition to its financial plan.
Work on the provision of human resources required to work in the company conducting the interview and recruitment process to start work.
I have prepared all the models which used in the management within the company, for example, leave application form.
Follow-up to ensure that transfer of staff from their previous guarantor responsibility to our company.
Preparing staff contracts, formulation including corresponds with the Labour Law of the State of Qatar.
Follow-up daily attendance and leave and Prepare a report for the calculation of weekly working hours.
Prepare file for every employee containing all documents relating to him.
Oversee the General Services Unit which responsible of the company building facilities maintenance.
Follow the work of the Procurement Unit to provide all the needs of the staff to work.
Ongoing research in how to make the management of human resources modern & achieve satisfaction of senior management and staff at the same time.
Study staff position to know their weaknesses and try to help them through the preparation of a training plan for each one to determine his future in the company curriculum.
Follow-up access to residences for the staff of the company who were brought from abroad in addition to the follow-up to ensure the conduct of the transfer and renewal of residencies ended to ensure the stability of all staff.
Staff performance appraisal semi-annual and annual.
Follow-up to provide flight and hotel bookings for the guests and staff in case of travel and access to special prices in the entire world.
Performs the administrative function, such as handling employee benefits questions or recruiting, interviewing, and hiring new staff in accordance with policies and requirements that have been established in conjunction with management
Interprets and explains Administrative Regulations, Personnel Rules, Government Labor laws, policies and procedures to department management and employees
Develops and administers personnel procedures consistent with Personnel Department policies and serves as departmental liaison to Personnel Department
Ensure contracts of employment are issued accurately and timorously, advising on salary levels, grading, work permits and all other contractual issues.
Use and check the information entered onto the computerized personnel and payroll system
Responsible for preparing various courses on the Staff Development Program.
Ensures follow-up actions allocated to Personnel Services
Provides a range of administrative support for the Human Resources team including materials preparation, organizing and scheduling meetings, maintaining absence records, large scale photocopying, and other administrative tasks requiring professional assistance.
Maintains the human resource records of the organization’s employees. HR data entry, serving as back up for the HR Programs Coordinator, for employee data entries into HR system
Records information and answers questions about employee absences and supervisory reports. Answers telephone or e-mail inquiries related to general HR information, policies and programs
Prepares reports for managers within the organization.
Involved in hiring; screening job applicants to obtain information such as their education and work experience; administer aptitude, personality, and interest tests.
Explains the organization’s employment policies and refer qualified applicants to the employing official; and request references from present or past employers.
Notifies existing employees of upcoming vacancies, identify applicants who qualify for the vacancies, and assign those who are qualified to various positions. Also, keep track of vacancies that arise throughout the organization, and complete and distribute forms advertising vacancies
Customer service and sales (GSM & Thuraya Services)
Conducted training sessions for employees on New Product Promotion
Supervised the City Center Branch when manager was away.
Worked in Information Desk promoting Q-Tel services and answering customer questions
Checking the accounting results for the City Center Branch on daily basis
Handled employee HR issues for employees and coordinated employee affairs with the HR Department
Receive training in establishing and maintaining good customer relations with bank clients
Answering walk-in customers' and phone customers' questions, solving simple problems, and doing basic, routine tasks like opening and closing accounts.
Helping customers choose and apply for a loan, open multiple accounts, replace a stolen credit card, or purchase certificates of deposit.