Senior Director of Human Resources
Microfund for Women
Total years of experience :20 years, 1 Months
The International Rescue Committee is an American based organization founded in 1933 is a global humanitarian aid, relief, and development non-governmental organization offering emergency aid and long-term assistance to those displaced by war, persecution, or natural disaster
Notable Achievements:
• Core member of Senior Management Team - contributing significantly towards the strategic objectives of HQ, shaped country level strategies which have been aligned in country-level strategic plan whilst reporting directly to Country Director and Regional HR Director.
• Anchored project operations of more than 20 grants simultaneously while displaying a solid understanding of all rules regulations and protocols governing these.
• Functioned as HR lead for mission-critical programs which include Women Protection & Empowerment, Child Protection, Economic Recovery & Development, Health, R&D unit & Employment Hub across Jordan and inside Syria.
• Successfully helmed the reorganization, communication, outplacement of teams while maintaining the right & professional balance between organization and employees interest and welfare for two projects when:
- Jordan program’s cross border unit, handpicked by management to be a part of the whole Syria Program
- South Syria Programs were shut down 10 months afterword
• Drove operational excellence by identifying legal gaps in contracts (Jordan Program Staff) - seamlessly transformed all contracts from a regional entity to the country program by partnering with different levels of management in an effective communication strategy.
• Played a critical role in the transition & integration of global applicant tracking system in conjunctions with local job boards.
• Championing the global HR scorecard of the Jordan & Syria country programs
• Positioning the IRC’s compensation & benefits’ scheme at 20% above market median -in an average- across all salary bands/grades after a thorough benchmarking exercise in line with IRC’s Total Rewards strategy and business affordability.
Key Responsibilities:
Executive Management:
• Spearheaded a variety of Human Resource and Administrative functions, presented leadership and direction to improve operational quality while managed cross-functional units of 18 professionals -including 4 managers for business excellence.
• Set realistic operational goals and budgets; endeavored to meet business objectives by devising plans, allocating resources, analyzed the impact and modifying plans to assure attainment of desired results.
• Led the development of policies/ strategic initiatives/ plans aimed at improving quality and efficiency; defined clear accountabilities while troubleshot HR related issues that may negatively impact process efficiency.
• Responsible for setting HR Scorecard and KPI’s to establish results focused environment with precise performance parameters while concurrently generated monthly metrics report reflecting trend analysis.
Administrative Management:
• Investigated in detail critical HR matters (sexual harassment, exploitation, and abuse) - objectively resolved issues by presenting ethical, fair, solutions that maintain interest and integrity of all parties involved in a highly confidential manner.
• Maximized effectiveness of critical HR operations by optimizing HRIS systems into an HRMS for moderating performance appraisal, timesheets reflecting the proper charging codes/grants, pay slips, social security, and income tax statements.
• Represented key HR liaison to all stakeholders; addressed all HR issues/ conflicts by presenting the best possible solution and expertise that aligns with the organization’s vision, mission, values, and goals.
Key Responsibilities: (continued)
HR Operations:
• Streamlined the recruitment, total rewards, performance management, learning, and development functions in addition to HR Planning and HRIS administration to maximize efficiency and integrate operations with key goals of the IRC.
- Recruitment:
• Deployed a functional strategy with respect to talent acquisition - established KPIs for critical elements of recruitment while optimized a range of selection tools/ techniques and assuring fair and best recruitment practices with a strong focus on enabling gender balance, equal employment opportunity, branding, and empowering people with disabilities.
• Designed orientation materials; educating staff about IRC’s employee handbook, code of conduct, Protection of Sexual Exploitation & Abuse (PSEA) and grievance processes, as well as their global benefits, plan and medical insurance policies.
- Total Rewards Management:
• Reshaped the total rewards programs to ensure they are market competitive, internally equitable, and cost-effective; modifying medical/life insurance policies to enhance control over loss ratio, utilization reports and service quality.
• Collaborated efforts with global total rewards unit in HQ and formulated salary structures based on market data benchmarking and managed annual merit increase.
• Institutionalized HR scorecard/ dashboard to measure and analyze progress towards strategic targets; identified any performance downsides/ variation and advised remedial actions to Senior Management Teams.
- Performance Management:
• Benchmarked KPIs with an index of minimum acceptable performance; in order to educate employees about their role as well as assure a normal distribution of scores are applied fairly by unit and by the organization.
• Conducted annual performance assessments to identify areas demanding improvements/ recognition while addressed performance issues proactively to ensure highly productive and positively engaging & motivating work environment.
• Developed a retention strategy in line with our HQ guidelines and available budgets to include, fast track development programs targeting nationalization efforts for key talents.
- Learning & Development:
• Defined business goals, designed an annual training calendar for employees at all levels based on performance review results and trading needs assessment (TNA); oversaw the execution of all training programs to build critical job capabilities and foster desired learning the culture.
• Offered direction and coordination to training programs which include basic, soft skill, supervisory skills, and leadership development to facilitate on-going, long-term improvement of employees’ knowledge, skills & abilities.
- Employee Relations:
• Designed and applied staff care and team building activities periodically to positively reflect the working atmosphere.
• Established plans and processes to cultivate positive employee relations - provided quality HR support, advise, staff care and wellbeing while processing requests and clarifying information to maintain high HR operational excellence.
• Enhanced workplace culture by resolving issues of work burnout, traumas, and crisis situations jointly with psycho-social support contracted service partners.
- Legal Compliance & Risk Management:
• Evaluated surrounding hazards & risks including; physical working environment, safety issues, the legal compliance matters while cultivated professional relationships with key officials at Ministry of Labor to seamlessly acquire any legal document/ certificate/ work permit/ social security and developed a solid internal bylaw in alignment with global policies.
• Led improvements to risk management operations in order to identify control gaps/ risks that may negatively impact organizational processes while ensuring robust mitigations strategies are in place.
(Annual Business Turnover +1 Billion Dollars)
Notable Achievements:
• Developed a best in class (80th market percentiles- 30% above average market midpoint) compensation & benefits scheme (scaled KSA market & industry standards).
• Piloted the performance management methodology of the cash-van (sales unit) using the behaviorally anchored ratings scale approach (BARS) enabling clarity of expectations and fairness of the process uplifting the performance standards and sales results. Transferring the duties of payroll processing to HR after acquiring HRIS with full data migration exercise.
Key Responsibilities:
• Led the delivery of HR services to a staff of over 1800 employees; partnered with Senior Management and business lines after learning/observing the business, its needs, challenges and the strategy, this has included -not limited to; presenting trend analysis, cost of staff turnover, developed an employee engagement survey, internal equity, HRIS solutions in line with budget and overall organization’s vision and mission.
• Pioneered implementation of HR Scorecard - an analytical tool to measure and improve employee performance in terms of productivity, profitability, and performance driven KPIs and thus sync with the organization’s vision and growth strategy.
• Strategized organization-wide HR policies/ structures/ processes for workforce planning, performance management, compensation, and benefits in addition to annual budgeting while assuring full compliance with governing labor laws.
• Developed and managed total rewards strategies and frameworks to achieve employee attraction, motivation, and retention objectives; supported overall activities for rewards, recognition, promotion, and payoffs.
• Revitalized performance management systems and tailored review forms to tune with varied natures of jobs to boost focus on performance, maximize employee contributions as well as proactively address performance issues.
• Building the capacity of nearly 20 HR professionals including three managers by delivering & transferring professional HR knowledge, skills & business acumen.
• Trained senior leaders of the organizations on conducting a constructive performance review; explained best practices to assure equity, fairness, and integrity of process and its reflection on the work culture and build trust in staff’s management.
LG Electronics/ Levant - (Jordan, Iraq, Lebanon & Syria)
(Annual Business Turnover +800 Million Dollars)
Notable Achievements:
• Demonstrated highest standards of HR acumen, business objectivity, and independence and merited global awards as:
- With a short span of 1.5 years have merited top score of HR Scorecard globally, highest ever in the history of LG Levant
- Leadership execution 2015 Award
- HR Best practice Award (Cost Control Innovation) 2015
Key Responsibilities:
• Presented strategic leadership and direction to all HR operations in the Levant region (Jordan, Lebanon, Syria & Iraq); led 8 HR professionals aimed at effectively balancing the needs of employees with strategic business priorities.
• Developed work-force plans, forecasts, and strategies that ensure the organization has the required skills and staff to meet business growth needs while sustaining a healthy labor cost ratio/productivity ratio with annual improvement target.
• Established an integrated organizational structure with well-defined job descriptions enabling a goal-oriented, performance-driven culture that aligns with business vision and growth objectives.
• Commanded performance management processes, leadership assessment, 360 degrees performance appraisal and balance scorecard; evaluated sales KPIs and trained managers on (1:1 basis) mentoring teams aiming for outstanding performance.
• Managed all aspects of compensation & benefits programs; expedited integration of ideal pay mix of the sales staff (60:40); administered social security and income tax matters while ensured they are in accordance with business directions.
• Represented operation lead for talent management, succession planning, and career development operations; devised assignments and performance metrics while ensured high potential candidates grew in development roles.
• Endeavored to create a professional learning environment - assessed training needs, developed training programs (internal/ outsourced) and evaluated performance to ascertain attainment of desired improvisations.
• Administered employee engagement surveys to measure the effectiveness of HR practices; deployed orientation programs to for promoting cultural awareness among expats while worked effectively with people of varied cultures.
• Offered organization and coordination to a range of administrative operations; handled matters pertaining to leasing vehicles contracts, visa/ work-permits, property leasing in the most effective and efficient manner.
• Acted as a true HR business partner with all senior management advising on HR matters covering areas such as; recruitment challenges, employee relations, supervisory and leadership skills, mediations, maintaining discipline and controls.
Other Professional Development: • 2010: Successfully cleared 50% of certification materials while meriting A grade in the SPSM Certification Program (Senior Professional in Supply Management) – Next Level Purchasing Organization - USA • Chaired training sessions on HR matter and actively participated in various workshops & seminars as a Guest Speaker for fresh Graduates’ habilitation programs conducted by foreign agencies. • A certified professional trainer delivering multiple HR topics for manager levels and below.
