head of HR
RAK Insurance
Total years of experience :19 years, 7 Months
Same as below but covering Europe as well with a direct report to EMEA Vice President and functional report
Responsible for the delivery of the human resources strategy across the Eastern Hemisphere Region and for supporting line managers to deliver whilst ensuring adherence to Company policy and procedure by managing the country HR’s elements and acting as an adviser and providing professional support for all human resources high risk/complex issues.
Based: UAE-Dubai
Summary of Duties
• To work with line managers in developing suitable and cost effective recruitment
and retention strategies, and ensuring compliance with the Company policies and procedures.
• To advise and assist line managers in all aspects of the recruitment and selection
and induction processes, ensuring that Company policy is satisfied. This will include participating in selection panels as and when necessary.
• To advise and support line managers in the handling of all employee relations matters. To support the business in resolving matters of conflict at the earliest opportunity and providing an independent mediation role where appropriate and to be involved in an advisory capacity in the management of any formal processes within these areas and to attend formal hearings.
• To investigate sensitive and complex situations as the appointed Company representative.
• To escalate concerns in relation to HR where advice is not acted upon appropriately.
• To advise managers on staffing structures and job design, and provide guidance on
the processes involved by being a focal point on the workforce planning .
• To act as advisor in the appropriate revision of job descriptions and person
specifications in readiness for job evaluation. To ensure the impact of change on
other roles and responsibilities is assessed.
• To agree with line managers in determining appropriate reward and recognition
levels, through accurate and timely management of both the appraisal and reward
schemes introduced by the Company.
• To monitor both short and long-term sickness, advising line managers and ensuring
that staff are managed in accordance with policy, to enable return to work at the earliest opportunity and that, where necessary, rehabilitation programmes are in place, liaising with 3rd party external health providers.
• To ensure offers of employment and associated contract documentation are within HR policy, including appropriate employment checks.
• Provide policy advice and guidance to all employees requiring assistance and providing options for individual support as appropriate, encouraging the use of the Company counselling service.
• To locally assist Legal Dept in areas of legal challenge, such as employment tribunal applications or personal injury/liability claims - in liaison with both internal and external parties.
• To provide regular updates to line management on key activities.
• To attend meetings, briefings and ad-hoc working groups as appropriate, and contribute to the development of the HR function throughout the Company.
• To meet regularly with senior management to discuss people issues and performance within the designated Departments.
• To represent the function at local senior management team meetings across departments and input into action plans relating to the Staff Survey and any additional local business planning mechanisms.
• To develop and deliver a branch contact strategy within the Hemisphere - as required by the Hemisphere management.
• To functionally lead the HR Managers in relation to a specified area of HR -ensuring consistency and delivery first line support to other members of the team.
• To represent the department in relation to functional areas of activity and to ensure that other members of the team are kept fully informed of decisions and developments in that area.
• To undertake any other duties, as may from time to time be required with the level of the role.
& Developing countries within the ME
Accountable for delivery of HR support and delivery of HR programmes throughout the region, including where necessary direct client group support for operational HR matters - recruitment & selection, performance management, employment compliance, employee discipline & grievance matters and employee communications.
Initially focused on establishing appropriate HR processes and procedures to support the rapidly growing ITS operations in the Region as well in addition to working on and deploying global ITS Group HR policies.
Key Responsibilities
Work in compliance with the company’s HSE policies and procedures.
Ensure all personnel are competent to perform their job function - maintain job descriptions, performance appraisals and training records/certificates of competency for all employees
Maintain procedures covering the HR lifecycle for application in the region e.g. for headcount approval/ recruitment & selection/ new employee induction/ performance appraisal/ discipline/ employment termination
Maintain employee handbooks for each country of operation
Advise managers on a day to day basis on all HR related matters; including compliance with country employment legislation
Provide support on HR matters as and when required throughout the region i.e. recruitment interviewing/disciplinary meetings
Train employees on Group & Regional HR
Establish and manage in-country HR resources
Maintain regular contact with key professional advisors, providers of HR services and appropriate HR contacts throughout the region
• Administer compensation & benefits, performance management systems, safety & recreation programmes.
• Identify staff vacancies, recruit, interview and select applicants.
• Allocate human resources, ensuring appropriate matches between personnel.
• Provide current and prospective employees with information about policies, job duties, working conditions, wages, and opportunities for promotion and employee benefits.
• Perform difficult staffing duties, including dealing with understaffing, refereeing disputes, terminating employees and administering disciplinary procedures.
• Advise managers on organizational policy matters such as equal employment opportunity, sexual-harassment and recommendation of changes in policy.
• Analyze and modify compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements.
• Plan and conduct new employee orientation to foster positive attitudes toward organizational objectives.
• Serve as a link between management and employees by handling questions, interpreting and administering contracts and helping resolve work-related problems.
• Plan, direct, supervise, and coordinate work activities of subordinates and staff relating to employment, compensation, labor relations and employee relations.
• Analyze training needs to design employee development, language training and health and safety programs.
• Maintain records and compile statistical reports concerning personnel-related data such as hires, transfers, performance appraisals, and absenteeism rates.
• Analyze statistical data and reports to identify and determine causes of personnel problems and develop recommendations for improvement of organization's personnel policies and practices.
• Plan, organize, direct, control or coordinate the personnel, training, or labor relations activities of an organization.
• Conduct exit interviews to identify reasons for employee termination.
• Investigate and report on industrial accidents for insurance carriers.
• Negotiate bargaining agreements and help interpret labour contracts.
• Prepare personnel forecast to project employment needs.
• Prepare and follow budgets for personnel operations.
• Develop, administer and evaluate applicant tests.
• Oversee the evaluation, classification and rating of occupations and job positions.
• Study legislation, arbitration decisions, and collective bargaining contracts to assess industry trends.
• Develop and/or administer special projects in areas such as pay equity, savings bond programs, day-care, and employee awards
• Provide terminated employees with outplacement or relocation assistance.
• Assess HR initiatives, projects; build Regional HR project plans to coincide with
the corporate initiatives.
• Key focus will be to Plan, develop and deliver HR programs and activities that support the new business projects.
• The first point contact of the HR Services for mergers
and acquisitions.
• investigate & close issues posted on Listen Up, such as employee appeals and
Grievances, working conditions, disciplinary actions.
• Develop and conduct HR training as needed for Non HR professionals, Conduct training for corporate HR initiatives, such as performance management, new employee orientation, etc.
• Work on regional & country policies& procedures for MENA.
• Administer compensation, benefits and performance management systems, and safety and recreation programs.
• Identify staff vacancies and recruit, interview and select applicants.
• Allocate human resources, ensuring appropriate matches between personnel.
• Provide current and prospective employees with information about policies, job duties, working conditions, wages, opportunities for promotion and employee benefits.
• Perform difficult staffing duties, including dealing with understaffing, refereeing disputes, firing employees, and administering disciplinary procedures.
• Advise managers on organizational policy matters such as equal employment opportunity, sexual harassment, and recommend needed changes.
• Analyze and modify compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements
Creation of the HR department Weatherford Oman-Feb 2006.
Managing 260 employees & assisting WDI
Reporting to Country Manager & Mena HR Manager
Providing advice and guidance to managers on interpretation of HR policies and practices, and Oman employment law issues
Planning, developing and implementing a strategy for HR, including recruitment policies, quality procedures, discipline, grievance, counseling, pay and conditions, contracts
Recruiting by selecting suitable candidates based on Job description, organizing interviews, assessing candidates & exchanging feed-back with the hiring manager
Handling the hiring process after candidate selection from issuing SRF, getting the necessary approvals, organizing pre- employment medical check-up, issuing offers, adding the new employee to PeopleSoft, preparing the PPC & finalizing the necessary documents & papers with the insurance, national social security for Nationals & Emigration for Expatriates
Handling HR logistics
Ensuring other departments understand all necessary aspects and needs of HR development, objectives, purposes and achievements to director level
Legal support to the company and employees
Sending reports to Oman social security twice a year to update them on Omani salary fluctuations.
Update & send Oman headcount on a monthly basis.
Representing Weatherford in career fairs.
Coordination with MENA Training Department on finalizing the Training Matrix for each employee with the Career Development Facilitator
ISO audit in Feb 2008, HR was the top performing department with no failure reported
- Certificate for attorney so they can practice after getting the bachelor in law.
Algiers University -Faculty
Algiers University -Faculty