Advisor To Chairman & BOD on Human Resources Strategies
Confidential
Total years of experience :33 years, 2 Months
• Conducted organizational study on existing manpower vs business needs and created a match of right manpower needed with clear goals and objectives. Created the concept of Talent Management, AC & Development Centers, retention plans for high fliers. Linked the PMS with OD & L&D with focused GDPs & IDPs, with follow up programs in order to get the best ensured results. Introduced the concept of TIR as against performance & reward management.
• Study current situation and Manpower structure, redesigning with changed aggressive approach to formulate maximum manpower utilization. Org-structures with Succession Planning & KAR (Key Area of Responsibility) Manpower Planning & Budgeting. Business diversification plans, study the new markets in line with business plans, head hunting and sourcing. Study between stake holders & employees best match benefits, as part of PMS & L&D. Redirecting and utilizing the stale manpower towards more efficient ways.
• Study of Comp & Ben as compared to the ME market for a company, covering Market Bench Marking, Existing company’s standing against market and alignment, Internal Equity, Position Analysis. Overall Grading System, with proposed bifurcation based on country, business and company strategy.
• HR Policies & Procedures written for a group of companies in UAE involved in FMCG, Hospitality, Tourism & retail.
• Restructuring of the Grading System, with Master Grading and Sub-Grading based on Corporate & each business unit size and location. Study on position profile vs individual profile and bench-marking the same as against grading system, covering both GM & Industry. Made proposal for adjustments.
• Established business new market venturing for FMCG industry into North African countries including Egypt, Libya, Tunisia, Morocco. Proposal on Org. structures, business vs fund flow, manpower recruitment and placement. Established stronger wing by proposing position restructuring and recruiting people for Iraq market.
• Head hunting & identifying talents from various markets.
• Reporting to Group CEO - Central Asia.
• Based in Tehran, managing; Iran, Turkey & Kazakistan
• Nominated & made Honorary member of the BOD, representing Saudi major share holders.
• Design of Orgcharts, preparation of JDs, re-review of various positions against the manpower requirements.
• Manpower planning, budgeting & recruitment, including international recruitments.
• Design of BARS method Performance Appraisal system, linking to TNA, Reward Management, Potential appraisal, SWOTS.
• Market study & bench marking of salary & competitors grading & reward schemes. Cost/manpower analysis for production & distribution logistics.
• 3-5 year manpower planning covering all segments based on business expansion planning & needs.
• Head Hunting for senior positions from various countries to be based in Iran.
• HR was totally a payroll segment which I transformed into Talent Management, PMS, Comp & Ben & GIS, in all 3 countries.
• TNA based on performance appraisal, identifying & recognizing top performers, fast track development of potential employees.
• Both in-house & external trainings, covering local & international market.
• Implementation of Oracle HCIS, SSHR, TALEO.
• Started & inducted fresh graduates from universities as “Management Trainees” with 1 year aggressive training program & goal of “Future Leaders”.
• Working as Strategic Advisor to BOD & Group CEO-CA in terms of HR covering every aspect.
ALGHURAIR - 12-12-07 to 10-01-13
Group Head, HR & Admin- CONSTRUCTION & RETAIL - (Saif Abdulla Ahmed AlGhurair-Chairman)
Mr. Saif Ahmed AlGhurair took me over from construction to streamline his business unit HR segments, I was looking after 2 diversified wings of business. RETAIL (FMCG), Turnkey Construction projects. Reporting to Chairman & President.
• Retail had projection of 90 outlets in 5 years. Manpower planning, budgeting & sourcing opened new markets.
• Established Orgcharts, Master Job Titles & Job Descriptions established, based on HAY Method.
• Grading & Salary structure established. Based on HAY MARKET REPORTS and METHODS
• Performance Appraisal (Personal Development Review) established, along with Reward Management.
• HR Policies written.
• Payroll evaluation & segregation.
• Prepared Career path for positions as part of OD with defining KAR, time span, learning curve.
• L&D; prepared both IDP & GDP based on organizational needs for various levels of employees within the company.
Group HR & Admin Manager, Construction Division - (ALUMINUM, CONCRETE, READY MIX, MARBLE, FOUNDATION, GEOINFORMATICS);
♣ Manpower portfolio of over 6000 employees, in 6 business units, in UAE, Qatar, KSA, Egypt, Syria. Reporting to Group CEO - Construction Division.
♣ Preparation Manpower Requirement (including Calendaring & budgeting) against Business Plans.
♣ Working as Strategic Planner and Advisor for the CEO in terms of HR, covering HR policy and procedure review, Manpower vs. Cost Analysis, Cost-Cut Strategies, new ventures and markets for recruitments.
♣ Re-reviewed & established “Master Job Title List” with proper “Job Descriptions” on HAY standard.
♣ Conducted “Employee Satisfaction Survey” identifying areas of improvement with implementing improvement processes.
♣ Enhanced Performance Appraisal Systems. Established “Balanced Score Card” systems, BARS & Potential Appraisal
♣ Undertook “Compensation & Benefits” study of the construction market with focus to competitors, reviewed and made recommendations on change of salary structures. Established internal bench-marking.
♣ Implemented HRMS ORACLE system, with complete TM, PDP, PMS, C&B grading, T&D with follow up progress.
♣ Analysis of existing manpower as against additional needs in local operations and/or new markets, preparing strategies for deployment, secondment of existing manpower in order to sustain budgets and optimize cost / profits.
♣ Presenting & discussing new business proposals to/with CEO, identifying additional costs against new projects, making suggestions/recommendations on how to minimize and optimize manpower cost and retain-in and/or reduce man-hour costs. Restructuring of Departments by job enlargement and thus cutting cost.
♣ Establish of Manpower requirement for middle & senior positions and opened up, Malaysia, Hong Kong, Singapore, Eastern Europe (Ukraine, Uzbekistan, Russia), North Africa (Tunisia, Algeria, Morocco, Egypt, Turkey/Spain) markets in order to source “Potentials” and not people.
♣ Talent Management with complete AC/DC, trainings, follow ups, final focus to ILM certification.
♣ Invited to “METU” university Ankara-Turkey to conduct a lecture on Career Planning. Awarded “Shield of Appreciation” for the same, my name and presentation mentioned highly in Turkish newspapers.
Working with a fashion retail company handling UAE, Kuwait, Bahrain & Qatar. Sourcing & recruiting candidates from Egypt, Morocco, Tunisia, Syria, India, Uzbekistan. Within 6 months, recruited over hundred sales staff in outlets. There was NO Personnel/HR department in the company and I have started the same from scratch, establishing filing system, Performance Appraisals systems, Reward Management, market survey on salaries for staff, employee satisfaction surveys, employee record systems, etc. Formulated Job Descriptions, Established Career Planning. Enhanced Personnel Policy Manual. Performance Appraisal linked with Training Needs Analysis. TNA prepared along with Calendaring, budgeting. Review & proposal on employee competitive strategy, etc.
SPECIAL/Confidential assignments for Managing Director for his Real Estate & other business including high level recruitments (confidential-replacements), review of organizational environment, etc.
Manpower Planning, Budgeting & Recruitment; assessment of manpower requirement, position/budget analysis, recruitment planning & managing. Preparation of Recruitment Calendar.
Employee/Personnel Management; designed “Employee Hand Book”, designed “Employee Personal Record Forms”.
Re-defined Job titles and Re-designed “Job Descriptions”. Introduced “Employee Satisfaction Survey” based on various segments, thus identifying areas of development. Introduced “Exit Interviews” to evaluate employee turn-over reasons.
Prepared HR “Policy & Procedure Manual”.
Reward Management; Redesigned & gave a new concept to Performance Appraisal & it’s methodology. Changed the concept of employee evaluation from past evaluation to future strategies titled “Personal Development Plan”. Introduced “Balance Score Card” system for all leadership positions.
Training & Development; established Training Need Analysis based on the appraisal of individuals for both IDP & GDP.
Conducted in-house training on management topics with highest scoring results as a trainer.
Financials; reviewed the existing budgets & financials and made recommendations by identifying cost allocation factors and introduced budget bifurcation on cost-center basis.
Compensation & Benefits; Conducted evaluation of salary structure and salaries at various levels, thus establishing major factors affecting employee grievance, turnover, etc, including in-house bench marking to establish discrepancies and work out solutions for employees. Under took market bench marking in collaboration with consultant to evaluate our existing compensation and benefits level.
GENERAL MANAGER’S “LETTER OF APPRECIATION” ACHIEVED.
Manpower Planning & Recruitment; Forecasting manpower requirement based on JAQ, designing job descriptions. Preparation of manpower including bonus/increments TIR. Positions identified and equated on grading structure. Compensation & Benefits; Review of existing salary structure and market analysis and making recommendations. Proposing grades & salary structure in relation to each band following study, thus streamlining the gaps.
Performance Management; Designed and implemented appraisal forms as first time introduction in the bank. Participated in introducing and implementing “Balanced Score Card” for senior positions. Introduced 180 degree assessment. Introduced overall TIR which was further bifurcated into various PA grading structure based on min/max percentage ratio. Merit increase conducted in the bank for the first time based on PA.
Employee / People Management; Review and re-writing of Personnel Policy Manual. Redesigned the Job Titles & organization chart for each department, defining career path and programs for fresh graduates as part of training on the job as well as training for the job. Conducted Employee Satisfaction Survey.
Training & Development (IDP & GDP); Worked on TNA (training need analysis) for all employees based on IDP and GDP. Worked on budgets for training as cost center. Organizing in-house and external trainings.
HRMS; payroll system upgraded by adding in new segments like loans, O/D’s, advances, prepaid H/A. redesigned and upgraded the HRMS to long term requirements of HRD.
UTP was a Houston based organization that was sued and shut down around 1997 end and then it was taken over by ARCO International Los Angeles. Continued to work under the flag of UTP, a divisional level position coving following;
Establishing manpower/labor requirement for forth coming projects; including short listing, interviewing, selection and recruitment for various positions. Written Field Administration Work Order Procedures based on KPI’s to identify and highlight procedure related to employees and work relations. Job identification, job analysis and evaluation based on JAQ for old and new positions. Establishing new positions in employee grading system. Short listing, interviewing, selection, and recruitment for all positions. Organizing proper orientation sessions for new employees along with bi-annually group communication meetings and/or loss management meetings.
Revision and updating of various personnel policies. Preparation, revision, and enhancement of various job descriptions. Identified & coordinated various training sessions on periodic basis as well as special training needs for both in-house and external trainings for individuals and groups.
Company’s President LETTER OF APPRECIATION Personnel Files & Employee Management
Policy Manual Compiling
Training & Development
Special Officer for VIP Protocol
MBA with major in Human Resources
Two Seperate diploma courses