Human Capital Consultant
Qatar Museums
مجموع سنوات الخبرة :36 years, 2 أشهر
TASKS
1. Empowering Recruitment Team and Accelerating Recruitment Process
a. Redesign Career Portal
b. Revise Workforce Planning and Recruitment Policies
c. Develop Recruitment Operating Manual
d. Design Recruitment Check-List
e. Develop Museums Industry Salary Benchmarks
f. Redesign Management Human Capital Report
g. Develop Recruitment Authority Matrix
h. Design Recruitment Tracking System
i. Develop 3 Interview assessment forms linked to competency interview questions
j. Develop Human Capital Annual Task Calendar
2. Re-positioning Employee Relations Business Partnering
a. Introduce Employee Relations Business Partnering Model
b. Develop Employee Handbook
c. Revise Orientation Program
Developed
HR Policy and Processes
Code of conduct and Business Ethics
Internal communications
Performance Management booklet for managers
Welcome Package for new comers
Candidate Attraction Flyer
• Develop, implement, and monitor compliance of HR policies pertaining to labor law and immigration regulations.
• Oversee and coordinate employee relations, sourcing, selection, hiring, induction of new employees, payroll processing, employee insurance, worker's compensation, performance reviews and employee separation.
• Negotiate the lease of new accommodation and camps, direct and ensure compliance and implementation of facility management policy, approve maintenance and oversee security and cleaning activities in both camps and sites.
• Conduct regular inspection visits to the sites and camps to ensure compliance of the Civil Defense, Ministry of Labor and Human Rights regulations and directives
• Provide leadership, technical guidance, consultation, and assistance to subsidiary CEOs, GMs, Managers, Supervisors and employees regarding various HR policies, practices, procedures or related issues, and ensure the implementation of policies in compliance with the Labor law.
• Coordinate with subsidiary CEOs and GMs, Managers on matters pertaining to grievances and disciplinary actions.
• Formulates human resources policies and procedures, handbooks, code of conduct, business ethics, job descriptions, pay scales, and organizational structure for GSSG holding and its 10 subsidiaries.
• Develop human resources budget and monitors expenditures to ensure compliance with the approved budget.
• Oversee and coordinate employee relations, sourcing, selection, hiring, induction of new employees, payroll processing, employee insurance, worker's compensation, retirement & pension plans, performance reviews, employee training, career development, awards & recognition programs, employee celebrations and employee separation.
• Monitor business trips, issuance of all air tickets, exit permits, visas, residence permits and oversee medical commission and fingerprints and conduct regular human resources audit for subsidiary companies.
• Develop progressive and proactive compensation and benefits system to provide motivation, incentives & rewards for effective performance
• Conduct exit interviews for all resigning staff, analyze results and share information along with remedial recommendations to management.
• Administer transfers and promotions within the GSSG Holding and subsidiaries.
Major Achievements
• Formulated GSSG Holding and its 10 subsidiaries HR policies, salary structures, organization structures, Employee handbooks & work ethics manuals, HR Authority matrix, job descriptions, time management system, HR and payroll system, employee self-service and performance management system
• Regulated and monitored the manpower forecast, Immigration Management system, recruitment process, job offers and contracts for all subsidiary companies
• Hired two travel agencies and regulated ticket management for all subsidiaries
• Introduced medical and life insurance scheme for all employees
• Set training objectives and identify training needs for all employees.
• Design training policies and procedures and develop training programs based on both Bank's and the individual's needs.
• Plan training budgets, cost forecast, monitor training costs within approved budgets and assess the return on investment.
• Evaluates training effectiveness through measuring the participants’ knowledge to ensure the ROI of the training.
• Evaluate and select internal and external training providers.
• Utilize knowledge of specialized training methods as individual training, lectures, demonstrations, conferences, meetings & Workshops to cater to a wide audience.
• Oversee several broad spectrum trainings like internships, summer training, in-house and OJT's.
• Augment logistical operations for training, schedule and coordinate training venues, transport and accommodation for instructors and training room equipment.
• Design career path for all positions targeted for Qatari Nationals, submit annual succession plan to Senior Management.
• Oversee and monitor recruitment, selection, hiring, organization structure, manpower planning, induction, job descriptions, Employee Relations, Training, Career development, Succession planning, Payroll, incentive schemes, retirement & pension plans, awards and recognition programs, employee celebrations, policies & procedures, pay scale and Performance Management
• Conduct HR related internal and external surveys and produce analytical reports on findings with adequate action plans i.e. salary surveys, compensation and benefits benchmarks, employee satisfaction, etc.
• Develop and implement Training and Development practices; Training Needs Analysis, training plans, delivery and monitoring training results.
• Address employees’ issues, administer grievances and implement policies pertinent to disciplinary and corrective actions.
• Oversee transfers, promotions, terminations, salary changes, exit interviews and HR system updates.
Major Achievements
Customized and implemented the HR system, developed comprehensive HR Policies and Procedures, introduced Employee Handbook, detailed job descriptions, new pay scale, Performance Management System
• Direct, oversee and monitor recruitment, selection, hiring, induction of new employees, payroll processing, employee insurance, worker's compensation, retirement & pension plans, performance reviews, employee training, career development, awards and recognition programs, employee celebrations and employee separation
• Develop organizational structure, Human Resources policies and procedures.
• Administer Staff Performance, bonuses and merit increments.
• Administer day-to-day HR operations activities such leave, promotions, transfers, grievances, penalties, insurance, end of service benefits, absenteeism and maintenance of personnel & manpower records and tickets.
Nov 1996 - Sep 1999
Qatar Petroleum (9000+ employees) Qatar
Induction Analyst
• Introduce and conduct induction and orientation programs to ensure smooth engagement of newly hired employees.
• Monitor onboarding formalities of newly hired employees and facilitate their obtaining necessary licenses & permits, registering their kids at desired schools and allocation of accommodation.
• Act as first point of contact to answer queries of newly hired employees.
• Conduct exit interviews to final departees, analyze results and submit appropriate reports along with remedial recommendations to management.
• Monitor the process of Clearance Certificates with concerned Departments and Government entities to ensure final departees with zero debts behind.
Major Achievements
Developed onboarding & repatriation procedures, welcome package and onboarding video film.
Sep 1992 - Nov 1996
Qatar Petroleum Qatar
Supervisor (Employee Relations)
• Direct and monitor day-to-day employee relations activities i.e. Leave, letters and certificates to the employees; salary adjustment, promotions, transfers, resignation acceptance, Orientation, probationary period and confirmation, repatriation clearances, medical insurance, attendance, business trips, end of service settlements, bonuses and recognitions, loan administration, salary advances, furniture grants, Grievances, corrective actions, tickets, schooling fees, Qatari Pension scheme calculation, exit permits, terminations and the maintenance of employee records.
• Implements HR policies and procedures through supervising 17 Senior Employee relations business partners.
• Manage, resolve complex employee relations issues and conduct effective, thorough and objective investigations.
• Provide performance management and HR policy guidance and interpretation to line management and employees.
May 1991 - Sep 1992
Qatar Petroleum Qatar
Supervisor (Public Relations & Translation)
• Translate technical reports and correspondence of highly confidential nature
• Administer the subscriptions of publications (over 150 technical magazines and newspapers and publish booklets, monthly magazine (Al-Mashaal), calendars and diaries.
• Organizes ceremonies and business functions and monitor VIPs visit itineraries to the oil and gas fields (Guests included Prime Ministers, Ministers, Speakers and Directors of international Oil and Gas Companies)
• Conduct induction courses for newly hired employees and monitors local and overseas’ newspapers on matters pertinent to oil & gas industry.
Feb 1981 - May 1991
Supervisor (Manpower & Recruitment) Qatar
• Develop projections of workforce requirements with line managers
• Monitor employee movements; transfer, promotion and review and update job descriptions and organization structure
• Design annual recruitment plan and oversee internal and external recruitment campaigns, administer the relation with external recruitment agencies & head-hunters, monitor vacancies posting, sourcing, screening, shortlisting, interviewing, salary proposal and offers of employment, mobilization and on-boarding processes.
Major Achievements
Established the Recruitment Department, and successfully 5-member team achieved 5 year target to replace 1700 Secondees with Direct Hire Staff from 1981 to 1986.