Jana Antoun Koukalova

Recruitment (roles across whole organization in EU, US, MENA & APAC)
Employee Engagement (employee engagement survey, events, company newsletter)
Performance Management (process management, analytics, Personal Improvement Plans)
Learning & Development (design & delivery of on-boarding program, internal trainings)
Employee Relations (employment contracts, on-boarding & off-boarding, visa, insurance, ..)
Rewards & Recognition (designing tools & processes to kick off recognition culture)
Management & Administration of HR records (HR MS, Contracts, Filing system)
HR MIS & Reports management (Headcount, Payroll, monthly reports for Board of Investors)

Key Achievements:

Successful Recruitment drive - 30% increase of the headcount within 1 year
Re-engineered & managed the Recruitment function (processes, tools, trackers)
Developed and delivered the company wide Employee Engagement Survey
Developed comprehensive Competency Based Interviews Tool Kit
Established new Orientation Structure program for new joiners
Revised HR Policies for new APAC office
In-house training design & delivery (Performance Reviews, Employee Engagement)
Established and run regular company gatherings with “0 costs” approach
Initiated “Stretch your mind” program via company newsletter

Playing the key role in the business, since MMG is a service provider and thus the success of the business is directly linked to the quality and quantity of the human resources.
I supported the business in HR area during the expansion on the executive as well as strategic level in following areas:
• Recruitment
• Training & Development
• Employee Relations
• Performance Management
• Rewards & Recognition System
• Compensation & Benefits
• Planning and Administration

Special Projects:
• Redefinition of the role of HR in the company - becoming a business partner
• Establishing internal recruitment - opening opportunities for career growth of existing employees
• Launch of certified training programs focused on the soft skills as well as professional development
• Pay and Benefits chart - development of the structured pay scheme based on the grading system
• I TRUST - Development of rewards and recognition program, implemented across other MMG markets
• Revitalization of the company values (I TRUST)
• CSR activities
• Member of the Tender Task Force

Recruitment & Manpower planning
• Develop & update JDs
• Recruit internally or externally (Qatar or overseas) for all levels in the business, locally and overseas
• Development of succession plans

Training & Development
• Revision, delivery and monitoring of the Induction program
• TNA
• Developing the training plan
• Training delivery

Employee Relations
• Overlooking onboarding activities
• Provide guidance to employees
• Running employee engagement survey
• Employee events, CSR activities

Rewards & Recognition System
• Development and implementation of the R&R strategy and corporate programs

STRATEGIC & MANAGEMENT LEVEL:
• Handling Recruitment for corporate office Emaar Properties PJSC and supporting sister divisions (Emaar Malls Group, Emaar International, Emaar Hospitality, ...)
• Developing and implementing resourcing strategies for new positions and projects (locally and internationally)
• Establishing & maintaining partnerships with recruitment agencies
• Custody and management of database of Business Terms & Conditions with agencies & job boards.
• Setting up and implementing KPI’s & MBO’s and managing performance of the Recruitment team.
• Responsible for monitoring and further development of Recruitment MIS & Tools
• Management, support and development of Recruitment Team Members

OPERATIONAL:
• Handling recruitment for High Profile & Confidential roles.
• Maintaining and further development of existing systems and procedures of already established Recruitment function.
• Handling entire recruitment process from sourcing to the final for positions within Emaar Properties, Emaar International and specific projects - such as Burj Khalifa.
• Searching new online sources of candidates, drafting advertisements and job posting on job boards.
• Daily screening of applications received via internal email and career portal.
• Arranging and running interviews and psychometric tests, security clearance and reference checks.
• Compiling accurate documents relating to the recruitment and selection of candidates in collaboration with the Line Manager and other department heads.
• Maintain a confidential, accurate and up-to-date filing system for correspondence, recruitment data, and manpower planning statistics for future reference.

Key Achievements:
• Established and handed over Recruitment function for Burj Khalifa
• Aligned & Implemented Recruitment Processes and MIS tools
• Re-negotiated Business Terms & Conditions with external business partners
• Structured and opened joined Talent Bank for Emaar Properties, Emaar Malls & Burj Khalifa

• Handling recruitment for Casual Dining, Fashion, Optics, Logistics areas and the Head Office
• Working with Recruitment & Operation Managers to identify staffing requirements
• Providing Recruitment expertise regarding potential labor markets
• Planning & organizing overseas recruitment trips - setting up targeted number & profile, briefing of the agent, suggesting interviews techniques, interviewing and follow up documentation.
• Recruitment and coordination of HR processes across markets of the UAE & Qatar & Kuwait.
• Coordinating with overseas agencies, Government Relations, the travel desk and appropriate business divisions to bring overseas recruits into assigned country.

Special projects:
• Development & training delivery for Area Managers (HR policies & procedures, Recruitment process)
• Development and delivery of Induction sessions for overseas employees
• Training of new members of Administration team

Key Achievements:
• Established and developed partnership with recruitment agent in Indonesia - afterwards used as strategic manpower resource among several Alshaya markets.
• Suggested and run local recruitment for opening teams for Casual Dining & Optic Divisions in Qatar and thus significantly lowered costs of whole recruitment process.
• Successfully planned & organized recruitment trips to Sri Lanka, Indonesia, Nepal & Myanmar
• Streamlined administrative procedures between Recruitment and Starbucks HR Department
• Administration Received M.U.G Award - Moves of Uncommon Greatness Award - for supporting Starbucks division.

HR MANAGER, UAE
Main Responsibilities:
• Developing and implementing selection and induction process
• Establishing Training & Development plans for members
• Developing partnership with universities in Dubai
• Organizing learning activities focused on Arab culture

Special Projects:
• Salaam Project Coordinator - international project focused on Emiratization
• Development of Global Induction Program - supporting AIESEC International

Achievements:
• Developed “Arabesque Learning program” focused on building deeper understanding of Arab culture
• Re-designed selection process for AIESEC International Internship Programs.

Working in the national Head Office:
• Coaching 8 local branches in HR - Recruitment area
• Setting up Recruitment Policies & Procedures on the national level
• Developing national promotion campaign and coordination of the selection process
• Planning, organizing and facilitating Training Seminars (up to 500 delegates, 3 parallel agendas…)
• Development and implementation of new Induction program

Achievements:
• Re-designed Assessment Center on national level and set up new selection criteria
• Received 2x National Leadership Award