HRBP Kuwait, Qatar and Oman
EY Ernest and Young
Total years of experience :18 years, 0 Months
• Leading the social committee in which managing events and activities in KQO.
* Responsible for providing strategic advice and consultative guidance to the business on all HR matters that contribute to business strategy and objectives.
• Responsible for working closely with the business to deliver the HR agenda and help meet their growth objectives and future talent needs.
• Ensuring effective and timely delivery of HR services to the business within the cluster (KQO), effectively leveraging the expertise of other HR functions, shared services support and technology to deliver these services.
• Work closely with the business and Strategic HRBPs to align the business strategy and HR priorities for the cluster
• Understand the business strategy/ drivers and advise on ways to meet their growth objectives; determine workforce plan and forecasts to meet business needs
• Proactively monitor Assurance Department performance in the cluster, identifying people issues, providing the business with analysis, insights and advice to help drive business performance; coordinate with HR Operations for any improvements in HR service delivery.
• Collaborate with technical HR roles to determine appropriate HR solutions/ initiatives to execute on agreed HR priorities within the cluster.
• Advise the business on implications of client surveys, and design interventions / plans / actions as necessary.
• Along with Compensation and Benefits team, provide advice to the business on compensation & benefit programs, flexible working, health and wellbeing programs that will have an impact on employee engagement, retention and performance.
• Work closely with the business and Talent Development team to support the development of leadership within the Assurance Department.
• Leverage the expertise of the Talent Development function to advise on the development of high potentials and enabling a high performing culture within the business; ensure plans exist to build, monitor and manage talent pipeline for the business.
• Advise the business in aligning performance metrics (and other people metrics) to business objectives.
• Pro-actively manage activities to reduce under-performance within the cluster
• Work with the business and Mobility to enable cross-departments or offices transfers and international mobility programs.
• Obtain feedback regarding effective delivery of HR services to the business and communicate to the HR Operations team
• Advise the cluster on Performance Evaluation process and facilitate performance/talent reviews and moderation discussions where necessary.
• Work closely with technical functions to implement any specific initiatives for the business in the country.
• Engage with the business to ensure service quality levels are of a high standard from the HR team and shared services.
• Ensure compliance to local regulations and manages risks (e.g., performance management risk).
• Respond to complex and urgent employee queries pertaining to the business at a cluster level.
• Support the business in the event of any high potential exits and take pro-active steps along with business to manage such instances.
• Work with Employee Relations (or similar group) to manage any high-risk employee relations issues and inquiries.
• Monitor any escalated employee grievances, claims, disciplinary issues, union negotiation and consultation within the cluster.
• Overall accountability for resolving time sensitive, local emergencies and sensitive separations in the cluster.
• Engage key business stakeholders outside of key meetings, processes and transactions to build open and trusting relationships.
• Develop a relationship plan that covers key stakeholders and drives better connections.
• Engage in wider EY networks at a region / country level to develop relations and influence decision making.
• Managing Kuwait, Dubai and Bahrain offices
• Eliminating hard copy communication and using electronic one internally and externally
• Creating all HR templates: Performance Evaluation, Leaves, Desktop Procedures, Indemnity Provision, Databases, Warning Letters, Employees Action Forms, Employment Contracts, Final Settlement, NDAs, Recruitment Forms, Exit Interview, etc.
• Establishing time attendance system and Performance Evaluation Process from scratch
• Organizing and systematizing payroll process after adopting it from Accounts.
• Managing organizational change programs including restructures and internal transfers.
• Developing an HR strategy and innovative, timely and cost effective best practice HR solutions.
• Providing responsive, high quality specialist advice supporting managers on all aspects of the human resources function with an emphasis on taking shared responsibility and ownership for decision-making involving people issues.
• Determining new skills to meet current or expected operational requirements and setting succession plans.
• Building an HR system - leasing with an IT company - to manage HR workflow, payroll, evaluation and time attendance.
• Establishing Recruitment Process including defining competencies, building an electronic CV database, Onboarding Program, Salary Proposal, Psychometric and Aptitude Assessments, etc.
• Coaching/advising managers in the implementation of robust recruitment and selection, performance management and employee relations processes to facilitate shared responsibility for the management of people and ensuring that HR matters are effectively dealt with.
• Developing, managing and implementing a range of HR policies, initiatives, work programs and specific projects within agreed timescales and budgets to support the delivery of the company objectives.
• Managing cutting cost by unifying Air Ticket Prices, monitoring mobile usage, employing staff full capacity of talents, utilizing company's website for recruitment.
• Rectifying PIFSS calculated amounts according to the latest legislations
• Creating a process of having all messengers to manage their daily activities electronically
• Employing the company website for recruitment purposes.
• Assessing probation period and creating Performance Improvement Plans
• Conducting Salary Survey and Employees Satisfaction Survey.
• Resolving employment-related disputes through proactive communication.
• Analyzing and modifying compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements.
• Coordinating work activities of subordinates and staff relating to employment, compensation, labor relations and employee relations.
• Handling under-staffing, terminating employees and administering disciplinary procedures.
• Conducting industry and Gulf market salary surveys to determine competitive compensation & benefits plan. Working on rewards design and salary pay scales relating to job performance and grade.
• Evaluating organization culture and recommend changes to accomplish goals and objectives.
• Providing day-to-day performance management guidance to line management (coaching, counseling, career development, disciplinary actions).
• Identifying recruitment needs and overseeing the recruitment process to ensure candidates of the best caliber are sourced and on-boarded.
• Executing the promotion and salary management processes to ensure fair and reasonable outcomes in line with budget and wider standards.
• Input payroll and benefit data for active employees into Payroll system; worked with Human Resources to determine deductions and benefits.
• Calculated changes to payroll, checked requests, and reimbursement; ensured all necessary changes are made.
• Answered inquiries and provided information; researches and resolved payroll problems and discrepancies.
• Set up run schedules and cut-off dates for payroll; ensured all relevant data are entered on the system.
• Verified employment records; issued stop-payment requests.
• Ran payroll process for full-time, part-time and outsourced employees.
• Reconciled all payroll input compiled by all team members.
• Referred errors and irregularities in payroll to supervisors.
• Analyzed and responded to complex matters requiring comprehensive knowledge of payroll policies and procedures.
• Authorized, reviewed and/or entered payroll transactions and related data; completed appropriate forms to adjust salary account funds or to correct/balance special situations.
• Managed a Salary and Benefits Surveys across all the banks through McLagan Company.
• Developed and maintained internal control and processes for payroll.
• Documented procedures, identified areas to improve internal controls and gain additional efficiencies and implemented policy changes.
• Recruitment:
o Collected and sourced CVs.
o Followed up on check-lists and manifests
o Managed internal recruitment.
o Managed and maintained CVs database.
o Conducted interviews and prepared regret letters.
o Prepared salary proposals and contracts.
o Set appointments for medical and follow up on results.
o Maintained Announcements Board.
o Participated in career fairs.
o Inventoried company's properties and following up on check-lists.
• Resignations and Terminations:
o Prepared termination letters and final settlements.
o Conducted exit interviews.
• Transferred Employees to Branches:
o Prepared transfer letters and final settlements.
o Managed personal effects shipments.
• eForm Management:
o Tracked eForms and supporting documents.
o Reviewed salary certificates, car loans, infant feeding requests, emergency loans and salary advances.
• Payroll:
o Managed payroll.
o Preparing payroll reports in terms of: Indemnity Reports, 13th Month Salary Reports, Loans Reports, Wage Types Reports, Employees Database Reports, Organigrams, HR Monthly Initiatives Reports
• Operations:
o Prepared and managed: Mobile set allowance, SIM cards, issuance, Medical claims and Service Awards.
• P2P:
o On SAP, created and tracked PRs, GRs and IRs.
o Handled competitive biddings.
o Managed vendors and related records.
o Tracked invoices.
• Training:
o Registered participants on SAP.
o Prepared participants attendance, feedback and evaluation reports.
• Received annual leaves requests from several departments.
• Distributed requests among the team members.
• Calculated leaves balances for each request.
• Obtained authorization on balance from the department manager.
• Printed out Annual Leaves Sheet.
• Distributed the printed sheet to requesting applicants.
• Human Resources:
o Acted as Business Partner with all departments.
o Handled all employees' files.
o Interviewed job applicants (for the company and its clients); review application/resume; evaluated applicant skills and made recommendations regarding applicant's qualifications.
o Designed and conducted new employee orientations.
o Implemented an effective appraisal system.
o Recommended, developed and scheduled training and development courses.
o Prepared all staff related and requested letters.
o Prepared HR related procedures for internal and external usage.
o Prepared exit interviews, contracts and JDs.
o Recommend, developed and maintained human resource data bases and computer software systems.
• Administration:
o Provided all requirements by the Ministry of Social Affairs and Labor.
o Handled all requirements by the Public Institution for Social Security and Manpower and Government Restructuring Program.
o Updated the inventory books.
o Managed of office environment.
o Handled telecommunication billing and allocation.
• Marketing:
o Supported all marketing activities in coordination with media.
o Managed all aspects of print production, receipt and distribution.
o Prepared and provided business cards, giveaways, press releases and calendar.
o Was responsible of all ads and press releases.
o Arranged the participation in conferences and business functions.
o Updated website of the company.
o Initiated market research studies and analyzed findings.
o Maintained and updated mailing databases.
• Translation:
o Reviewed the translated deliverables.
o Prepared the final version of deliverable.
• Arranged business trips for team members: (visas, flight booking, hotel reservation, car rental and meetings).
• Drafted meeting minutes.
• Filing: received and registered documents, filed in relevant files and updated system with all documents in all files.
• Issued standard format agreements: verified supporting documents and followed up on missing documents and forms.
• Coordinated with team members for issuance of proxies and powers of attorney from official authorities: prepared all necessary documents and followed up the execution process of such documents.
• Settled department's bills and outstanding amounts: filed relevant forms supported by invoices or contracts (translation, lawyers invoices and contracts).
• Certifications: company documents, other companies and funds documents, civil IDs, passports and others. Followed up on the process of certification in coordination with department messengers.
• Executed customer transactions, including deposits, withdrawals, money orders and checks.
• Coordinated daily cash reconciliation at a high-volume location.
: