HR Manager - Commercial & Business Enablement
Americana Group - Saudi Arabia
Total years of experience :14 years, 3 Months
Brief: Leading a team of 3 HR Business Partners, we participate and collaborate with the different HR functions to form & execute the HR strategies & strategic objectives that are designed to cater for the business needs to achieve their organizational objectives.
Responsibilities
• Organizational Structures and Job Descriptions
- Forming the business functions’ organizational structures & support in writing Job Descriptions in line with the approved manpower budgets, by initiating workshops & interviews aimed to understand the operating modules & the expectations of each role while simultaneously ensuring that all operating modules are designed to achieve the organization’s vision, strategies, and long term objectives.
• Manpower Planning
- Locking the annual Manpower Plans based on the approved operating modules, and in line with the organization’s Cost to Serve targets & expansion strategies.
• Performance Management
- Establishment of a performance driven culture in the organization by leading, promoting, and driving the performance management agenda.
- Creation of objectives library for the organization’s different functions aiming to ensure quality of KPIs & direct linkage to the organization’s strategy & strategic objectives.
• People Engagement
- Raising employees’ satisfaction levels by 18 mean points & moving upwards from the 31st percentile to the 55th percentile on Gallup spectrum by analyzing the registered development areas and collaborating with the relevant business functions to perform the needed fixes.
• Learning & Development
- Establishment of 100% business training calendar by performing workshops to identify the different businesses’ respective technical needs and development gaps.
- Cooperating with the L&D team and the business to establish the design of Basamh Grow Academy to equip the sales and merchandizing teams with the required knowledge to perform in the field.
• Talent Acquisition
- Identifying & on-boarding talents by performing competency based interviewing.
• Policies & Process Re-engineering
- 100% revamp of the organization’s policies & procedures manual by analyzing the existing manual’s practices & identifying areas of development with different stakeholders.
• Compensation & Benefits
- Driving the salary review and promotion cycles in line with HR Center of Excellence guidelines and the organization’s relevant policies.
• Administrative Activities
- Align with the services & operations function on all related activities and ensure timely execution.
- Spearheaded the analysis of the organization’s localization percentages in order to ensure proper identification of localization related plans.
• Competencies Framework
- Reintroduction of the organization’s competencies frame covering core & leadership competencies.
Brief: Leading a team of 6 employees, driven towards establishing the HR Center of Excellence presence in the organization to deliver HR products designed to cater for the business needs.
Responsibilities
• Performance Management
- Introduction of a revised end to end performance management process.
• People Engagement
- End to end successful introduction of Gallup Engagement Survey in 2018, while saving 15% of the allocated budget.
• Learning & Development
- Reintroduction of the learning & development policy & SLAs, including a total revamp to the training needs analysis process leading to consider more elements in the building process.
• Talent Acquisition
- End to end revamp of the talent acquisition policies & SLAs, putting more emphasis on the competencies based interviewing techniques and aligning revamped SLAs with the different business functions.
- Reintroduction of the onboarding process aiming to create a positive first impression experience for new joiners.
• Policies & Procedures
- Complete review of the existing policies & procedures manual, and reintroduction of specific policies in line with the changes taking place in the kingdom, specifically related cost of living.
• Korn Ferry Hay Group Methodology
- 100% review & evaluation of all jobs in the organization following the inception of Korn Ferry Hay Group methodology as the main element of the salaries & grading system in the organization.
Responsibilities
• Onboarding
- Manage and develop an active onboarding process categorized by business continuity, quality & professionalism.
- Develop the Group’s orientation which would clarify the essential details of the companies to the candidates.
- Develop an initial induction program for new joiners.
• Health Insurance
- Spearhead Medical Insurance renewal negotiations on an annual basis.
- Steer and take part in the medical insurance committee meeting, and provide all related factors that support in taking a decision.
- Ensure timely and organized inception of the medical insurance coverage.
- Manage relationship with health insurance provider & assure proper services are provided on an immediate basis.
• Human Resource Development Fund (HRDF)
- Manage the HRDF accounts and ensure full utilization in association with the recruitment team.
• Policies & Procedures
- Write, edit & develop newly established and existent policies.
- Ensure all labor law updates are correspondingly reflected on the company’s policies.
• Careers & pipelining
- Establish constant communication with colleges & educational institutions & establish a professional relationship with them in regards to future graduates or future events.
- Make all related arrangements to attend career fairs across the kingdom.
• Online Recruitment Portals Management
- Spearhead renewal negotiations with Bayt.com & Linkedin while keeping cost efficiency in consideration.
- Manage post renewal relationship with Bayt.com & Linkedin by ensuring proper alignment with the Recruitment & HRBP teams to guarantee manpower planning solutions through the online portals.
Part of the Shared Services Group HR Business Partners Team. Particularly handling the Information Technology Division, Enterprise Project Delivery Dept. & Business Continuity & Information Security Dept..
•Responsibilities
- Translate Business requirements into HR activities &work with the businesses & HR Specialists towards achieving the businesses’ strategic objectives while adhering to the Bank’s Policies & Directions.
- Accountability of completing Training Needs Analysis in association with the Training & Development RMs. The practices & activities mainly relay on the businesses’ technical needs, strategic directions & approved training budgets.
- Develop the Training Plans for the businesses’ by receiving additional requirements throughout the year based on the new technology or/& procedures introduced to the businesses and coordinate with Training & Development Dept. to include these requirements with the approved trainings for any given year. In addition to tracking the implementation of the plans to monitor effective execution and report training statistics on a monthly basis with the businesses’ management team.
- Prepare salary reviews/ Bonus recommendation in a timely manner, while assuring alignment with the guidelines set by Compensation &Benefit Dept.& generate related reports if required.
- Work with Compensation and Benefit Dept.on the promotions and salary increments following the related Review Cycles.
- Identify Manpower Plans according to the businesses’ strategic directions & align with the recruitment department accordingly.
- Participate in Talent Review Meetings and support in implementing the related action plans.
- Identification of critical resources in the organization and assess in proposing retention plans.
- Arrangements of succession planning for critical employees in order to assure business continuity.
- Work on the businesses’ restructuring activities, which include arranging the Org. Structure Designs, JDs & Job Evaluation arrangements in association with Compensation & Benefit Dept.
- Liaise and communicate the Performance Management activities in a timely manner according to the set timelines & generate related reports.
- Liaise with Staff Relations Department on employees’ complaints, severance packages, redundancy cases, resignations, EOS settlements & report all incidents that does not comply with the Bank’s By-laws.
- Take part in investigation panels in association with Staff Relations Dept, Legal Dept or/& Compliance Dept. (depending on the cases’ nature).
- Work with outsource staffing team on all outsource HR related transactions.
- Monitor & track expatriates’ contracts’ renewal & coordinate with businesses’ heads if any changes were required according to the benefits schemes and obtain required approvals.
- Align with Employee Services Dept. on all services related to health insurance, VISA issuance, consultants & professional services, Expatriate employees’ accommodation, loan inquiries & submissions, & government related affairs.
- Track all businesses internal & external transfers. In addition to aligning with Employee Services Dept. related team on all these transfers and in association with Policies & Procedures Dept. in order to assure proper placement.
- Track & report all financial related activities with the Payments team including but not limited to overtime, incentives and salary increments in order to assure proper & timely payments when required under the guidance of the Bank’s policies and guidelines.
- Attending interviews to assure standards & business requirements are met.
- Commencing induction sessions to new joiners.
- Facilitating & assisting in arranging intensive cooperative programs that end with direct hiring in association with Talent Acquisition and Training & Development Dept.
• Responsibilities
- Manage & arrange logistics including but not limited to (Yearly training needs, Nominations from the different businesses, Hotel reservations for external employees, external Training venues arrangements, Catering, Required materials & technical support).
- Vendor Management: Through communicating with current & potential vendors to retain current business relationship and/or obtain future business opportunities.
- Arranging & facilitating meetings with vendors in order to discuss technical requirements.
- First point of contact with the Institute Of Banking to register the trainees and keep up to date on future potential requirements.
- Managing overseas courses. Mainly, communicating with the institutes, arranging the employees’ VISAs and make sure that overseas training policies & guidelines are applied and implemented accordingly.
- Managing the logistics for NCB’s first “Toast Masters” club in addition to advertisement and announcements.
- Generating Training related reports and communicate them to stakeholders periodically on a timely manner.
- Commence opening statements at the beginning of the courses.
- Commence the closing process for each course, which include handling evaluations that evaluate the courses and the trainers.
- Receive all kinds of complaints from the students which include but not limited to the materials used during the sessions, trainers, catering, and general atmosphere in the training center and deal with these complaints in a timely manner to insure quality assurance standards are met.
- Receive all compliance related requirements that include training needs and assist in creating plans to implement these compliance related directions and mandatory requirements.
•Responsibilities
- Processing financial transactions for customers including but not limited to (Withdrawals, Deposits, Local Transfers, International Transfers, Government related payments).
- Played a marketing role by promoting the Bank’s products through cross selling and telemarketing.
•Responsibilities
- Promoting the company’s products to current and potential customers, in addition to answering general inquiries on these products.
- Advise patients within the limitations of their respective packages including but not limited to (Directing them to the included hospitals in their packages, Clarify their limits’ statuses for each medical category).
- Receive approval requests & discuss them with the company’s doctors in order to provide all information that would assist in easing up the service approval process.
- Sustain 98% service levels on a daily basis by answering calls and keep the Call in Queue status clear.
- Achieve at least 98% first call resolution rate.
- Meet with customers and respond to their inquiries.
• Overview
College graduation project, which focused on commencing a complete revamp of the procedures and the information flow system guide in four of the company’s departments, which were (Operations Department, General Sales Department, Financial Department and HR Department). This project main focus was to implement 3 phases that will eventually leave us with a complete MIS report that includes potential solutions and/or perfecting some of the existing processes, policies, and procedures in these departments. These 3 phases were:
1- Analyzing the current overall work follow systems in these Departments and create a blueprint that showcases the status of the systems and locate the potential errors, risks, and defects.
2- Design a new system that eliminates these flawed aspects.
3- Implementation of the new system following proper testing and authentications.
summer vacation job
(GPA 3.85/5)