Khamis AL Muhairi

Designation Chronology:
• November 2013 - Present: Senior Manager - Recruitment
• March 2012 - November 2013: HR Support Manager
• July 2009 - March 2012: Business Partner Manager (HR)
• November 2007 - July 2009: Head of Follow-up & Administration
• September 2006 - November 2007: Senior Officer Inspection
• May 1994 - September 2006: Officer - Inspection

Joined the organization as Officer - Inspection and moved up the career hierarchy meriting multiple promotions to roles of increasing authorities and responsibilities through exceptional performance

Notable Achievements:
• Played a strategic role in development of HR policies, systems and structures that aids in selection, development and retention of the right staff needed to meet strategic business objectives.
• Strategic member of a team handpicked to establish a SA 8000 ISO certified business environment.
• Consistently demonstrated highest standards of technical HR acumen, business objectivity and professional independence and successfully:
- Advanced employee satisfaction to 85%
- Certified as professional Authorized Trainer - June 2015 (Canada Global Center Consulting & Training)
- Merited “Idealist Employee of the Month” - December 2004
- Achieved “Excellence Inspector of the Year” - 2004
 Presented to business sterling ideas in developing policies/ procedures and systems for key business processes and received appreciation certificates as well as accolades from seniors as under:
- Certificate of Appreciation for effective efforts in 2012
- Certificate of Appreciation for effective participant in suggestion system by giving ideas in 2012
- Certificate of Appreciation for effective participant in implementing (SA 8000) system in 2009
- Certificate of Appreciation for effective efforts while representing the DC employees in (SA8000) in 2009

Key Roles as Senior Manager - Recruitment:
• Leading the manpower planning function - collating factors like head count, manpower statistics, staff movement/ turnover with an aim of maintaining optimal staffing levels in sync with Emirataization principles.
• Delineating business strategy and collaborating with functional heads to develop manpower forecasts and strategies that ensures the organization has the required skills to meet current and future goals.
• Performing succession planning as well as structuring procedures for internal movement of manpower aimed at placing the right talent for the right position thereby realizing and sustaining synergies.
• Leveraging industry expertise for devising realistic budgets, Emirataization targets and timeframes for recruitment; analyzing manpower demand and supply gap to precisely meet organization’s growth needs.
• Developing a functional strategy with respect to talent acquisition; overseeing entire recruitment cycle and using a variety of selection tools/ techniques to ensure fair and best recruitment practices.
• Expediting the recruitment function by sourcing and screening candidates for basic compliance to pre-defined KPI’s, facilitating interviews and negotiating offers to ensure acquiring quality talent.
• Presenting on-boarding support to new-joiners - facilitating visa/ travel, accommodation including orientation programs to integrate new joiners with organizations work culture, policies and methodologies.
• Establishing alliances with recruitment agencies, job portals to develop a pool of qualified talent; networking with Government Officials for positioning the organization as a “Preferred Employer” at employment fairs.
• Keeping abreast with industry trends/ market environment; presenting HR expertise, best practices and business imperatives in developing policies enabling an effective recruitment function that supports Emirataization.

Key Roles:
• Contributed significantly in development of operational HR policy and budget for various Human Resource Operations in the light of elements like labor and HR laws, core business strategy and organization’s vision.
• Systematized internal communication plans so that all employees are fully informed about organizational strategy, objectives and progress as well as better understand their role/ contribution towards business.
• Moderated and updated HR intranet portal with key messages and announcements from senior management to educate employees of the initiatives taken by organization to ensure its path of growth.
• Led a fully integrated HR Contact center to provide front line support for employee HR needs with an aim of embedding an effective and efficient Human Resource Management function in the organization.
• Spearheaded teams attending incoming customer HR enquiries; providing solutions for HR issues and tracking Average Talk Time and Average Speed of Answer while maintaining call logs/ records of the same.
• Monitored calls to ensure contact center agents are following organizational protocols; identified gaps and KPI’s in the processes and developed deployable solutions for operational improvements.
• Administered employee performance management systems to identify areas demanding appreciation; advised management to rightly reward/ incentivize staff in order to build a focused and motivated workforce.

Key Roles:
• Delineated business goals to conceptualize strategies including programs/ initiatives that increase employee engagement, morale as well as facilitate ongoing, long-term improvement of skills and performance.
• Partnered with senior management to boost focus on performance management, maximize employee contributions as well as proactively address performance issues.
• Contributed research and analysis to ensure all organizational strategies/ programs/ initiatives are aligned with organization’s vision and mission, ever changing business environment and employee growth needs.
• Served as Change Agent - outlined people side impact of changes in processes, job roles and organizational structures; designed change management strategies to expedite adaptation and minimize resistance.
• Offered integral support to management, modified HR structures, systems/ policies in the light of changing market trends, business activities and labor and HR laws to better connect employees with business goals.
• Assessed the impact of developments in labor and HR laws and customized policies to maintain legal compliance; ensured uniformity across sites while advocated best practices for all HR operations.

Key Roles:
• Integrated strategic planning with all follow-up and administrative operations - devised plans, allocated resources, measured results and made mid-course corrections to ensure optimal service delivery.
• Monitored staff, work procedures/ processes across 4 custom centers to validate compliance to all organizational policies/ methodologies and standards of service excellence.
• Worked in close tandem with other staff members/ department to ensure uniformity, integrity and seamless execution of customer service operations including remediation of any complaints/ concerns.
• Actively involved in team meetings, presented action logs, follow-ups and department performance along with trend analysis while escalated potential/ severe issues with build in measurable contingency plans.
• Garnered feedback via internal surveys to gauge effectiveness of applied policies and strategies; identified gaps/ shortfall and directed modifications to ensure customer satisfaction and service quality.
• Benchmarked KPI with index of minimum acceptable performance; evaluated service delivery via Balance score cards and validated all department operations run effectively within prescribed budgets.

Key Roles:
• Managed a team of inspectors for examining import/ export shipments, ensured SLA/ service standards are consistently met; provided leadership to improve quality, minimize errors and track operative performance.
• Represented key point of contact for escalated matters or issues that are complex and long standing; devised turnkey solutions that are in line with organizational polices and standards.
• Garnered feedback from customers to identify areas warranting improvement; explored opportunities to add value to job accomplishments while striven to establish a customer oriented work environment.
• Administered an array of business functions like organizing staffing, including shift patterns to meet demand, recording statistics and preparing reports, analyzing data against budgeted figures in addition to periodic reporting to management regarding the statues of job functions undertaken.