• Job Analysis: Worked with HR & Admin. Heads (of SBUs)to provide support on crystallizing key accountabilities across various functions and hierarchies, aligning the structure of the organization with clear accountabilities, and improving top team effectiveness to enable the organization to achieve its aspired level of growth while ensuring that internal efficiencies would not be compromised. Job Descriptions, Job Evaluations and grading (using HAY methodology), design job family grid for benchmark positions based on contribution. Define the competencies profiles and the promotion / job change criteria.
• Competency mapping: Developed the competency model (including core, leadership and technical competencies), which supports the company's business goals, strategies & values and acts as the key mechanism for other HR programs. Conducted assessment centers and skilled gap analysis for the critical positions in the Company and identified training needs based on the gaps identified (performance and potential assessment).
• Organization structure: Developed organization structure in consistency with the organization’s business strategy, core values and culture.
• Organization climate: Planned and managed execution of an end to end organization transformation initiative. My role involved running surveys (360 tools and a variety of psychometric tools) to diagnose the current state of health of the organization in terms of structure, people and processes and thus recommend solutions / changes required to achieve organization’s strategy.
• Training: Identified various organizations’ training and development needs, Change management, total performance management system, Goal setting & KRA’S.
• Recruitment: Implemented the annual recruitment plan within approved budget and sourcing of candidates through internal & external job ads, web postings and specifications as per International standards (Full Recruitment Cycle). Negotiated with agencies prior to signing contracts & using more effective methods with less cost.
• Joining formalities: Designed and implemented a complete induction, orientation & boarding program to assist new joiners and support relocated employees during visa & relocation process.
• Policy: Designed and implemented HR Policies and procedures manual and Employee Handbook, review HR Policy & Procedure with amendments, solutions & recommendations for improvement on issues arising from employment contracts, legislation and payroll.
• Handled Grievances/ Disciplinary cases in line with policy & according to UAE Legislations.
• Report: Monitor & follow up with visa section to ensure all emp. Documents are processed in due course and maintained up-to-date Recruitment report.
• Insurance: Took the best Health, life, Workmen’s compensation and Employer’s liability insurance policy for the employees.
• Compensation & benefits:
i) Review the monthly payroll of 1000 plus employees globally, (attendance, leaves, OT, bonus, increments & incentives).
ii) Design and negotiate all top executives packages from recruitment to end of service.
iii) Deploy and maintain the revised grading structure.
iv) Define reference markets and target salary levels for the various businesses and countries, establishing appropriate salary ranges.
v) Drive a Pay-for-Performance culture through the redesign of the Performance Management Process and its impact on salary decisions (guided performance distribution curve, calibration across groups, suggested differentiated payout).
vi) Revise incentives programs (annual schemes and Long-Term Incentives) and salary structures for the benefit of the organization.
vii) Benchmark actively with competing companies, analyze internal/external salary equity, and define salary ranges.
• Succession planning
- Company industry:
- General Engineering Consultancy
- Job role:
-
Human Resources and Recruitment
