HR Manager
Fresh To Go Pty (Ltd.)
Total years of experience :33 years, 6 Months
Role and Responsibilities
Administer and monitor all the benefits programs of employees.
Direct and oversee essential processes, such as the hiring processes involved in appointing new employees, training employees, and dismissing employees.
Maintain a direct connection to all the employees of the company and make sure employee relations remain healthy and that a constructive and positive work environment is nurtured throughout the company.
Stay informed of the major labor laws and ensure the company adheres to all applicable legal requirements.
Conduct frequent meetings with all employees to execute valuable assessments and reviews.
Oversee problems and grievances that may occur in the workplace.
Direct and coordinate several workplace activities to help the employees and managers of the company.
Supervise and manage other members of the HR staff and ensure every employee is assigned the appropriate tasks and that they are carried out efficiently.
Increase employee retention by rigorously maintaining a positive work environment and improving employee morale.
Deploy and execute excellent personnel recruitment processes.
Develop strong mutually supportive relationships with Business Unit Managers/ Department Heads in supporting new initiatives, planning processes, and strategic methodologies to formulate Group-wide strategies and plans.
Manage and support all Performance Management and Compensation/ Benefits initiatives.
At Strategic Level communicate the Performance Appraisal Process and HR best practices, effectively motivating line managers and staff to achieve objectives.
Deliver change projects right from initiation and planning right through to implementation.
Manage Employee Relations and address disputes through negotiation.
Develop compensation and benefits systems that fit the company’s HR responsibilities.
Assist in talent acquisition and recruitment processes.
Conduct employee onboarding and help plan training & development.
Provide support to employees in various HR related topics such as leaves, compensation etc. and resolve issues and problems.
Process, verify and maintain documentation relating to HR activities such as staffing, training and performance evaluations.
Assist in development and implementation of human resource policies and procedures.
Identify ways to improve policies and procedures.
Gather and analyze data with useful HR metrics.
Maintain employee files and records in electronic and paper form.
Align organisation's compensation management policies and practices with organisational needs.
Champion HR activities with a global mindset while being aware of local culture sensitivities.
Communicate with stakeholders to identify opportunities to raise the corporate branding and profile around diversity and inclusion.
Consult and work with Industrial Relations or Employee Relations specialist to resolve any performance review grievances.
Design suitable benefits package for employees.
Engage with business leaders to clarify business strategy and co-develop key performance indicators (KPIs) for senior leaders.
Guide senior leaders to communicate organisation-wide performance and any changes to the rewards philosophy.
Guide senior leaders to communicate performance evaluation ratings to their individual staff.
Look across a series of data and anticipate effects of business activity on HR practices.
Measure the impact and relevance of the benefits, including health and wellness programmes.
Perform market sensing by obtaining knowledge of competitive practices within labour markets.
Perform trend analysis by understanding the competitive environment in which the business interacts.
Promote campaigns to raise awareness and foster a culture of diversity and inclusiveness in the organisation.
Recommend HR strategies and ensure that workforce requirements are fulfilled, and both business and employees interests are maintained.
Review and develop future-ready HR policies and strategies.
Secure stakeholders' commitment in support of benefits policy, including health and wellness programmes, to assure longer term success of such programmes.
Support senior leaders in communicating KPIs to their staff and developing performance goals.
Translate compensation management policy and strategy into salary grid, grade structures, and compensation programmes.
Understand the business strategy and determine its effects on the workforce.
Work with senior stakeholders to deliberate cases where the compensation management deviates from policies and processes.
Align organisation's compensation management policies and practices with organisational needs.
Champion HR activities with a global mindset while being aware of local culture sensitivities.
Communicate with stakeholders to identify opportunities to raise the corporate branding and profile around diversity and inclusion.
Consult and work with Industrial Relations or Employee Relations specialist to resolve any performance review grievances.
Design suitable benefits package for employees.
Engage with business leaders to clarify business strategy and co-develop key performance indicators (KPIs) for senior leaders.
Guide senior leaders to communicate organisation-wide performance and any changes to the rewards philosophy.
Guide senior leaders to communicate performance evaluation ratings to their individual staff.
Look across a series of data and anticipate effects of business activity on HR practices.
Measure the impact and relevance of the benefits, including health and wellness programmes.
Perform market sensing by obtaining knowledge of competitive practices within labour markets.
Perform trend analysis by understanding the competitive environment in which the business interacts.
Promote campaigns to raise awareness and foster a culture of diversity and inclusiveness in the organisation.
Recommend HR strategies and ensure that workforce requirements are fulfilled, and both business and employees interests are maintained.
Review and develop future-ready HR policies and strategies.
Secure stakeholders' commitment in support of benefits policy, including health and wellness programmes, to assure longer term success of such programmes.
Support senior leaders in communicating KPIs to their staff and developing performance goals.
Translate compensation management policy and strategy into salary grid, grade structures, and compensation programmes.
Understand the business strategy and determine its effects on the workforce.
Work with senior stakeholders to deliberate cases where the compensation management deviates from policies and processes.
Educating and building the future of the Oman Tourism Industry, by providing excellent training to students in foundation in preparation for the International Tourism Management Program and other professional courses. Success rate of students in foundation were more than 85%.
Leading Business Communication skills for the Foundation Students by actively managing the designated trainers and to achieve the following major milestones:
Identify a mechanism to effectively train all students.
Selected and compiled a training program by including all aspects of Business Communication, which has been indicated as requirements of higher studies.
Managing the design and preparation of content for all modules.
Planning the training schedule to ensure 100% coverage.
Delivering the training to the target group.
Assessing the level of understanding through evaluation.
Identifying the weak performers and re-educate them on the relevant areas and allow them to practice the skills taught.
Following up on practice by providing the required tests.
Evaluating the level of comfort with the modules through tests; practice sessions.
Motivating the trainers to encourage students during the training sessions.
Managing, Facilitating and Compiling the Final Examinations for Business Communication Skills (Written/ Verbal) at College level for students.
Teaching other vocational subjects at the College including English.
Providing consultant advice to The Modern Gulf Institute on Business Leadership and Business Performance Management programs/ courses that would be applicable and appropriate to working environments of all business and government sectors in Oman.
Management of all Recruitment/ Contract Administration (Masithuthuke)
Management of Payroll (Masithuthuke)
Lead HR processes such as organizational development and effectiveness, performance management, staffing (recruitment), training initiatives, compensation, succession planning, employee relations, HR policy development, HRIS, etc. (Masithuthuke)
Manage employee relations and handle all disputes at the CCMA.
• At director level implement strategies for direction and leadership on HR Management related issues. (Masithuthuke)
Project Manager of 2 National projects (UNISA).
Skills Audits. (Masithuthuke)
ABET Training - Consultant for marketing and providing advice on the training initiative. (Masithuthuke, UNISA and CCI)
Management of Learning. (UNISA)
Training and Development Interventions. (Masithuthuke)
Consulting with clients to determine the training needs required (Volvo SA, Imperial Toyota SA, Softline VIP, Ampath, SAPS etc.) (CCI)
Compilation of short, medium and long-term training and development strategies/ workplace skills plans for companies/ organisations. (CCI)
Design and developing new training initiatives/ courses through appropriate research.(CCI)
Management of all facilitators employed to present training to clients. (Masithuthuke, UNISA and CCI)
Management of tenders and building working relationships with SETA’s and SAQA.
Optimal utilization of regulations regarding the SA Skills Development Act.
Compliance with the objectives of the National Labour Act wrt Training initiatives.
Compilation of the Business Plan (includes workplace skills plan) for training and development initiatives annually.
Coordinating, managing, facilitating and creating learning opportunities for all employees of the organization.
Analysis of training initiatives for all the different Divisions.
Developing infrastructure in the regions to conduct the programs.
Responsible for designing and ensuring that the organization is focused on becoming a learning organization by utilizing a specific training Matrix.
Provide feedback to management through training reports.
Established a Training Client List that accommodates University training and development needs.
Executive Education - Prepared the plan for executive education programs based on the profile of the senior management.
Instrumental in executing the succession plans for the Organisation.
Facilitate development plans for all staff to further their career in the organization.
Negotiating and building relations with all external training institutions at National and International level.
Management of ABET Training at National level (10 ABET Learning
Centres).
Managing the financial budgets for all external Training and development initiatives.
Talent Management
Management of numerous specific Training Initiatives at National Level - Tertiary and Skills related.
Managing the strategic implementation of transformation programs in accordance to organizational policy.
Developing a HR Development Strategy that supports all Divisions in the Organization.
At director level provide strategies for direction and leadership on HR Management related issues.
Assistance in the development, implementation and monitoring of HR policies and procedures.
Assistance regarding the career management and succession planning of employees.
Assistance to career managers on career pathing for the advancement/ promotions of employees.
Research regarding the value and impact that training and development initiatives have on the organization.
Career counselling services to employees who are students.
Project manager of training and development projects.
Provide only if requested
Provide only if requested
Provide only if requested
HRM-783 Advanced Training and Development - (4) Distinction HRM -793 Performance Management - (4) Distinction HRM -206 Human Resource Laws - (3.67) Distinction