HR Manager
CRCC (China Railway Construction Corporation Limited)
Total years of experience :26 years, 10 Months
Developed HR strategies and initiatives, aligning with overall
•business strategy.
•Designed and implemented health and safety programs. Negotiated employee wages based on employment level,
•qualifications, and history.
•Represented theorganization atjob fairs to bring in local talent for long-term and seasonal positions.
•Tracked HR programs closely to assess results and make proactive changes to meet changing demands.
•Supervised staff recruitment, interviewing, selecting and onboarding.
•Devised employee relations initiatives and morale-building strategies to maintain high job satisfaction among workers.
•Set up compensation and benefits structures according to market conditions and budget demands.
•Implemented team building activities to enhance positive working environments.
•Managed human resources and labour relations activities for organisation of CRCC employees.
•Worked with legal team on policy issues, compliance concerns, grievances and employee complaints.
Assisted with recruiting, background checks, and reference checks.
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SALINI IMPREGILO SPA is ITALIAN based company
•The company is involved in civil Engineering works especially infrastructure development
•Salini Impregilo Qatar branch has over 300 staffand More than 3000 laborers with ongoing projects with: TheSpireZoneFoundationGovtOfQatarinAlKhorCitytodesirous thatcertainworksshouldbeexecutedAlBaytStadium (Stadium, AuxiliaryBuilding, Bridges)Package2, Part1&2&EnergyCenter Package4Part1&2asJointVenterwithGalfarAlMisnadEngineering &Cimolai QatarRailwayCompanytodesirousthatcertainworksshouldbe executedRedLineNorthUndergroundasJointVenterwithGalfarAl MisnadEngineering&SKEngineering.
•Responsible for HR matters for 3000 laborers and Skill workers, mainly
•From Pakistan, India, Bangladesh, Nepal, Ethiopia, and Egypt
•Customized the Existing policies and procedures according to Qatar market practices hold periodical Communication sessions at all projects sites to provide awareness as well as Addressing staff issues
•Liaison with different Ministries and authorities of Qatar for Company related matters
•List ofaccomplishments:
•Manage all recruitment procedures offinding hiring new employees by using third-party recruiting firms or deal directly with the candidates by searching through internet websites or submitting to online job posting boards to be focus on identifying, recruiting, interviewing, hiring and retaining the best candidates available in the marketplace regardless ofwhether they're actively seeking new employment
•All communications with the Supreme Committee for Delivery & Legacy related the worker's welfare standards
•Montoro Managers on employee development best practices
•Conduct investigation's in response to employee complaints
•Guidance on employee behavior and conflict resolution
•Provide Partner with leadership to develop succession plans
•Coordinate HR Efforts Between Departments & prepare contracts and training materials
•Communicate with all subcontractors to identify them the purpose and applicability ofthese WW standards and be sure that they are complying with all WW standards
•Liaison with different authorities of Qatar
•Liaison with Ministry ofthe economy (Trade license issues), Ministry of Labor (Work
•Permit issues) and Ministry of Interior (Visa related issues)
•Liaison with Municipal Authorities of Qatar for permit / license related Approvals and Certificates
•Developed and implemented Terms and Condition for Expatriates and Local Staff
•Formulate and implement policies and procedures management
•Developed, introduced and implemented the Job Grading System
•Implemented a salary benchmarking system based on Job Grading
•Developed Employees Selection and Recruitment system
•Conduction of interview for key positions
•Implemented procedures for OVERSEAS Hiring mainly from India, Pakistan, Bangladesh and other countries
•Managed Staff Promotion/Upgrading Requirement
•Monitoring staff mobilization and demobilization report
•Mass revision ofstaffsalary packages
•Day-to-day HR Department management e.g Staff counseling, staffsalary process, Interview key posts as well as
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SALINI IMPREGILO SPA is ITALIAN based company
•The company is involved in civil Engineering works especially infrastructure development
•Dubai branch has over 200 staffand More than 1500 laborers with ongoing projects of RTA (Road and Transport Authority) Govtn Of Dubai in theJumeirah Lake tower area, Defense Interchange near Burj Khalifa and Zabeel Park Interchange with a turnover ofabout AED 1850 million in Dubai operations
•Responsible in managing the total Human Resource and Admin needs ofthe entire Dubai branch operations and leading a team of HR professional to manage daily HR Operations and activities for 200 technical and support staff ofvarious nationalities
•In addition, responsible for HR matters for 1500 laborers and Skill workers, mainly From Pakistan, India, Bangladesh, Nepal, Ethiopia and Egypt
•Customized the Existing policies and procedures according to UAE market practices hold periodical Communication sessions at all projects sites to provide awareness as well as Addressing staff issues
•Liaison with different Ministries and authorities of UAE for Company related matters
•List ofaccomplishments:
•Liaison with different authorities of UAE
•Liaison with Ministry of economy (Trade license issues), Ministry of Labor (Work
•Permit issues) and Ministry of Interior (Visa related issues)
•Liaison with Municipal Authorities of UAE for permit / license related Approvals and Certificates
•Developed and implemented Terms and Condition for Expatriates and Local Staff
•Formulate and implement policies and procedures management
•Developed, introduced and implemented the Job Grading System
•Implemented salary benchmarking system based on Job Grading
•Developed Employees Selection and Recruitment system
•Conduction of interview for key positions
•Implemented procedures for OVERSEAS Hiring mainly from India, Pakistan, Bangladesh and other countries
•Managed Staff Promotion/Upgrading Requirement
•Monitoring staff mobilization and demobilization report
•Mass revision ofstaffsalary packages
•Day-to-day HR Department management e.g Staff counseling, staffsalary process, Interview key post as well as
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Al Sharif Group of Companies is a Local based group The group have companies include several concentric system and
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