Global Head of HR Operations and Talent Acquisition
AirCode Technology /SWIUS
Total years of experience :18 years, 1 Months
As a Head of HR Operations and Talent Acquisition in a software house, I would have numerous responsibilities and achievements, and accomplishments that are achieved and associated with my role:
Implemented streamlined recruitment processes: I successfully designed and implemented efficient recruitment processes to attract and hire top talent in the software industry. includes creating job descriptions, conducting effective interviews, and implementing bullhorns ATS applicant tracking systems to streamline the hiring process.
Built a strong talent pipeline: By proactively networking and establishing relationships with universities, coding boot camps, and industry professionals, developed a strong talent pipeline for the software house.helped in ensuring a continuous flow of qualified candidates for various roles.
Reduced time-to-hire and cost-per-hire: Through the implementation of optimized recruitment strategies, such as leveraging technology for candidate sourcing and utilizing pre-employment assessments, significantly reduced the time it takes to fill vacant positions. Additionally, I effectively managed recruitment budgets, resulting in cost savings for the organization.
I have Implemented employee onboarding and retention programs: designed and executed comprehensive employee onboarding programs to ensure new hires quickly acclimate to the software house's culture, processes, and expectations. Additionally, I developed initiatives to enhance employee engagement and retention, resulting in improved employee satisfaction and reduced turnover rates.
I Led HR operational efficiency initiatives: I implemented HR technology solutions, such as HRIS (Human Resource Information System), payroll systems, and performance management tools, to streamline HR operations. This automation enhanced data accuracy, reduced administrative tasks, and allowed HR staff to focus on strategic initiatives.
Developed training and development programs: By identifying skill gaps and employee development needs, I created and implemented training and development programs to enhance employees' technical competencies and professional growth. These initiatives contributed to a skilled and high-performing workforce.
I Ensured compliance with employment laws and regulations: As the head of HR, I ensured the software house's HR policies and practices aligned with relevant employment laws and regulations. This involved staying up-to-date with changes in legislation and implementing necessary updates to policies and procedures accordingly.
I Fostered a positive work culture: Through effective communication, team-building activities, and employee recognition programs, I fostered a positive work culture that promoted collaboration, innovation, and employee well-being. This contributed to high employee morale and productivity.
▪Develops organization strategies by identifying and researching human resources issues.
▪Implements human resources strategies by establishing department accountabilities, including talent acquisition, staffing, employment processing, and compensation.
▪Manages human resources operations by recruiting, selecting, orienting, training, coaching, and counseling staff.
▪Develops human resources operations financial strategies by estimating, forecasting, and anticipating requirements.
▪Accomplishes special project results by identifying and clarifying issues and priorities.
▪Supports management by providing human resources advice, counsel, and decisions.
▪Guides management and employee actions by researching, developing, writing, and updating policies.
▪Develop organizational strategies by identifying and researching human resources issues; contribute information, analysis, and recommendations to strategic thinking and direction; establish human resources objectives in line with organizational objectives.
▪Manage human resources operations by recruiting, selecting, orienting, training, coaching, counseling, and disciplining staff; maintaining compensation; designing systems; resolving problems; implementing change along with grievance handling.
▪Recommend, implement and update guidelines and policies in order to ensure relevant HR services and consistent standards of employment in alignment with other HR relevant HR functions and other departments
▪Support Performance Management including low-performance management and disciplinary measures in alignment with line managers Ensure proper handling of respective administration tasks Manage personnel planning, annual salary rounds, and promotions/salary adjustments for defined areas in accordance with the global GSMS process.
▪Support the implementation of Personnel Management Development tools and concepts (such as Talent Management and Succession Planning initiatives). This also incorporates liaison with Line Management and employees in regard to tailor-made training activities.
▪Help Corporate HR create recruiting plans for the plant and make sure that the inflow of personnel (in terms of quality and quantity) is in accordance with the schedule and the agreed budget. In accordance with corporate, promote and establish a performance-driven culture in the factory.
▪Make sure that goals are defined promptly and that evaluations are conducted on a regular basis to create a clear framework for rewarding and recognizing personnel. Through employee welfare initiatives to boost staff morale and engagement, ensure healthy and harmonious work interactions.
▪Observe the plant's welfare programs for employees. Statutory Compliance is required to uphold the law and protect oneself from liability. Ensure that all legal obligations are met on time. Maintain timely return submission and certificate renewal. Make sure that all registrations are up to date and complete.
Ensure the operational conversion of the P&O strategic goals within a Chef client group.
Coordinate and support the implementation of various P&O processes such as recruitment, compensation and benefits, performance management, talent management, succession planning, and OTR to achieve the Unit’s goals, in close cooperation with the respective process expert(s). -Implement manpower plans in alignment with the client’s Business plan.
Lead & drive HR initiatives in the plant for effective talent management to build employee capability. Align the HR goals and objectives with those of the organization as a whole, with a special focus on verticals i.e. talent management, L&D, IR, & employee engagement. Ensure that the organization's design and structure facilitate the achievement of business goals.
Assist Corporate HR in developing recruitment strategies for the plant and ensure that the intake of manpower (in terms of quality & quantity) is as per the plan & approved budget. Drive and institute a performance-driven culture in the plant in adherence to corporate. Ensure timely goal setting and periodic reviews, thereby establishing a transparent system for reward & recognition of the employees. Ensure healthy & harmonious employee relations through employee welfare activities to enhance employee morale and employee engagement. Monitor employee welfare activities in the plant. Statutory Compliance to follow the law of land and avoid any legal damage. Ensure timely compliance with statutory requirements. Supervise timely filing of returns/renewal of certificates. Ensure that all registers are complete and maintained.
Liaison with external bodies’ a. Maintain proactive industrial relations and focus on avoiding any union issues. Critical Challenges Taking quick decision and involvement of tact in order to address people management issues, managing and controlling factory HR operations, control HR issues like attendance and absenteeism, and ensuring timely adherence to statutory compliance
At the time Majestic became one of the first companies to produce Aluminum household utensils in Pakistan. So we have that title of “Pioneer” in Aluminum Cookware. Chef has established a huge network in Pakistan and also distributed its products to Europe, North America, South America, Middle East, West Africa, and South Africa.
Developed Human Resources policies and programs, which established standard operating procedures to ensure efficient and proficient operation of the department.
Planned Corporate Strategy with executive colleagues and implemented policies, procedures, and compensation structures to support organizational development and growth.
Participated in several acquisitions providing due diligence review and successfully integrating company benefits, policies, procedures and various company cultures.
Developed DCAA compliant compensation strategy including application guidelines and administrative procedures, ensuring the program was internally equitable and externally competitive.
Re-engineered human resources organizational structure, policies and procedures, re-wrote employee handbook and benefits manual, created recruiting marketing brochures.
Responsible to: CEO/ Executive Director - Mr. Baijiao Sheng
Responsible for: HR & OD Team
Number of employees: 71, 789
Company-owned brands include BeLLE, STACCATO, JOY&PEACE, Millie's, Jipi Japa, TATA, TEENMIX, BASTO, SENDA, SKAP, MIRABELL, MAP, 15MINS, 73Hours, Too Many Shoes, etc. Distribution brands include Bata, Clarks, Hush Puppies, etc.
The majority of our Sportswear and Apparel Business is in the form of retail distribution, including sportswear brands NIKE, Adidas, PUMA, Converse, Reebok, Skechers, Vans, Timberland, Asics, Onitsuka Tiger, The North Face, and apparel brands MOUSSY, SLY and REPLAY.
DRC is a leading F&B manufacturing and distribution company in the lower gulf.
My primary responsibilities include the management of Human Resources Strategic side of the Dairy, Food and Beverage products and CSD sales across UAE.
Leading HR projects compensation plans revisions
Implementing functional HRMS and internal databases across all departments and locations
Overseeing our payroll and performance evaluation systems
Being Head of HR Operations to oversee all personnel-related matters and ensure we use our resources beneficially.
My key responsibilities were include designing budgets, applying company policies and managing internal HR systems. Ultimately, I ensure our HR department operates efficiently and aligns with business objectives.
Develop the organizational human resources strategy in compliance with corporate group strategy.
Design the group human resources department structure, positions and process system in compliance to its strategic mandate.
Review, amend and draft job description and qualifications required for the staff of the group human resources department Formulate HR Plans, Policies & procedures according to organizational objectives.
Assisted HR team in all Regions in scheduling and coordination of recruitment, communication development, material preparation and HR reports. Prepared departmental records and produced reports using HRIS PeopleSoft for review by Management and HR Director. Maintained databases, tracked applicants and managed confidential employee records. Organized recruitment information, application/new employee packets and handbooks.
Develop excellent working relationship with management teams and gain through understanding of the business and people.
Advise leadership on a range of employee issues.
Manage resource planning and deliver timely and appropriate resourcing solutions for both experienced and non- experienced hires.
Manage the performance management system.
Manage the compensation and benefits scheme.
Deliver major HR projects.
Develop and implement relevant HR initiatives
Provide HR strategic reports to Lead Partner timely basis
To work closely with HR business partners and HR legal to up-skill line managers in effectively dealing with ER related matters.
To work closely with HR Business partners to deal with ER related issues and directly managing specific cases as agreed with Head of ER.
To develop and maintain key internal relationships with stakeholders.
End to End management ER cases, including Disciplinary, Grievance, Restructures, Poor Performance Management, and Mutual Separation Agreements.
Baby Shop UAE LLC is a part of one of the largest retail chains among the countries in the Gulf Co-operation Council (GCC). . The
Company deals in child wear and baby care products having 16 retail outlets and employs above 590 employees spread over the
UAE. Baby shop is part of the Landmark Gulf Group and has a turnover of over one billion by itself.
Key Responsibilities:
Responsible for the entire gamut of functions in Human Resources for the Babyshop Concept of Landmark Gulf Group for
UAE territory as well as advise and provide support to the HR Function in GCC.
Responsible for the sourcing of manpower needs for the business by validating manpower plans, preparing job
descriptions, identifying the most cost effective mode of recruitment and adhering to time lines.
Drive the training function for the business by designing, developing and delivering appropriate training interventions
aimed at upgrading the skill & knowledge base of employees in the company.
Responsible for instilling rigour in the performance management process of the business by ensuring the setting of
“SMART” objectives, training managers in conducting appraisals, and ensuring reviews as per time lines.
Responsible for presenting a fair & firm face of management to the line managers and staff by redressing employee
grievances as well as initiating disciplinary action against erring employees.
Working out compensation revision proposals for the staff & store managers in line with budgets received from corporate
office.
Advise Line Managers as well as staff on HR policies & procedures thereby ensuring effective implementation.
Implementation of HRMS - Oracle.
Primary Challenges:
Streamlining HR activities and establishing credibility for the HR Function.
Building a cohesive unit by facilitating the aligning of individual’s strengths and activities towards team purpose.
Measuring the pulse of the employees with a view to maintain high morale of over 590 employees.
Upgrade knowledge base of employees and facilitate a learning environment.
Develop & Implement a Fast Track Management Scheme for the Business.
Provide HR support and consultation to other baby shop stores in G.C.C.
Key Results/ Achievements:
Designed, developed and delivered training programmers ranging from half day to two days on Induction, Time
Management, Leadership Skills, and Team working to the 39 Area / Store Managers as well as Customer Service to the
590 staff employees of the company. These modules were also forwarded to other stores in G.C.C.
Recruited over 150 sales associates worldwide including those from Philippines, Egypt, SriLanka, Nepal as well as India to
meet business needs after preparing detailed organograms for each stores and clear job descriptions for each role.
Facilitated the process of making of modules on product knowledge for all 5 major departments of the business.
Initiated the process of circle meetings every fortnight amongst staff employees with a view to provide recognition as
well as opportunities of expression to high performers. Conceptualized and implemented a Fast Track
Management Scheme resulting in delivering of over 10 managers to the business.
Worked along with Corporate IT department to implement HRMS - Oracle.
Successfully streamlined systems pertaining to recruitment, training and performance management by instilling rigour in
the process and thereby ensuring credibility to the activities. Created policy and procedures manual including sections
on terms of employment, health & safety, staff accommodation, recruitment for store/regional managers in order to
reduce the number of inquiries sent to HR and consequently increasing HR’s productivity and empowering store
managers.
The Ph.D. in Psychology degree with a specialization in Industrial-Organizational Psychology is aligned with the Society for Industrial and Organizational Psychology's (SIOP) guidelines.
The Master of Science in Administration is an interdisciplinary degree perfect for anyone in management or administration who wants to increase their skills sets and knowledge to advance in their profession. The MSA was developed to hone skills in leadership, management, and organization for professional administrators in both the public and nonprofit sectors. MSA RequiredCore: MSA 600: Foundations of Research Methods in Administration MSA 601: Organizational Dynamics and Human Behavior MSA 602: Financial Analysis, Planning, and Control MSA 603: Strategic Planning for the Administrator MSA 604: Administration, Globalization and Multiculturalism
knowledge of human capital management further by learning how to truly lead the workforce of an organization, driving success across all business
