Head of People and Culture
Sia Partners
Total years of experience :17 years, 3 Months
• Create and lead the development of organizational culture and staff engagement.
• Support the executive team in transmitting to the employees the company core values according to organizational objectives and best practices within the local company and the group’s local perspective.
• Manage and lead the staff development and performance process.
• Assess and anticipate human resources-related needs.
• Provides guidance on people practices as input on business unit restructures, workforce planning and succession planning.
• Bringing people expertise and developing solutions to help the business area to deliver its strategy.
• Provides HR policy guidance and interpretation.
• Develops contract terms for new hires, promotions, and transfers.
• Assists international employees with expatriate assignments and related HR matters.
• Influencing and building relationships with people around the business
• Acting as a local point of people expertise for specialist teams that are implementing new people approaches.
• Manages and resolves complex employee relations issues.
• Conducts effective, thorough, and objective investigations.
• Questioning and challenging others to get to the root of people and business issues.
• Coaching and identifies training needs, providing feedback for business units and individual executive coaching needs to help improve business efficiency.
• Conducts weekly meetings with respective business units.
• Consults with line management, providing HR guidance when appropriate.
• Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies.
• Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance. Partners with the legal department as needed/required.
• Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions).
• Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
• Participates in evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met.
• Develop HR plans and strategies to support the achievement of the overall business operations objectives.
• Function as a strategic business advisor to the executive/senior management of each business unit or specialty group regarding key organizational and management issues.
• Ensures that the department’s operations plan, policies, and processes are aligned with the overall goals and objectives of the company.
• Prepares and defines the department’s cost optimization, staffing, and budgeting projections.
• Monitors the department’s expenditures while ensuring it is working within defined budget parameters.
• Ensures that the department’s services are performed up to defined standards and timely manner.
• Develop and implement short term/long-term HR business plans aligned with corporate strategy.
• Coach managers on the process of evaluating employees, setting goals, conducting objective performance reviews, and recognizing and awarding performance to improve productivity
• Handle employee terminations, grievance, and other difficult situations in a sensitive, fair and respectful manner, working closely with legal counsel, supervisors, and management
• Identify talent and aspirations of individual employees and provide coaching aimed at motivating them to undertake the necessary training required to advance their careers within the company
• Monitor the financial performance of the Comp and Ben section against budgets so that areas of unsatisfactory performance are identified and rectified promptly and potential performance improvement opportunities are capitalized upon
• Managing the requisition approval process for all positions and ensuring legal compliance through the recruitment process
• Conduct training sessions related to Ethics, benefits, safety, or others as required
• Maintains human resource staff job results by counseling and disciplining employees; planning, monitoring, and appraising job results.
Accomplishments
• Established Job evaluation, salary scale, compensation, and benefits policy as Deputy Manager of the Development Committee.
• Lead SAP Implementation as HCM for Al Kifah paper product division.
• Improved the accuracy of budget forecasts.
Directed and efficiently managed the Human Resources and Administration functions for the Manufacturing and Distribution divisions of the company, reported to the Vice-President
• Provided Human Resources services and support to managers and division heads, assisting them to achieve divisional goals and objectives through strategic people management
• Administered payroll for 1, 710 employees, including Benefits Package and RRSP Plans
• Established an open channel of communication enabling employees quick and easy access to information such as Benefits, Training and Development and opportunities for career advancement
• Assessed current and future skills requirements and developed and implemented a competency- based performance management system linking pay to KPI metrics
• Created a training program to develop employees to meet both core and job competency gaps
• Negotiated grievances and liaised with Workers Safely Insurance Board for claims processing and coordinating return to work program
Accomplishments
• Re-engineered HR organization: streamlined infrastructure and transitioned operations to shared services center in Riyadh.
• Driving setup of an HR organization for supporting business growth in Turkey (growing from 120 to 1500 employees over 4 years).
• Led a company-wide culture change process resulting in a shift in competitive mindset from regulatory to non- regulatory.
Contributed to the efficiency of company operations by managing the company’s financial portfolio and staff, including all human resources functions
• Advising management and staff on a wide range of HR related matters.
• Handling of disciplinary investigations, hearings, appeals and grievances.
• Management of recruitment and selection activities for technical, professional and managerial level positions to include formulation of job descriptions, advertising and management of interview process.
• Lead and manage various HR projects as directed by the Human Resources Manager and in line with HR objectives.
• Manage and co-ordinate work force planning in line with company expansion.
• Managing absenteeism through absence management policy for both short and long-term absence in line with HR objectives.
• Ongoing review and enhancement of Company and HR Policies and Procedures in line with legislative developments.
• Creation and delivery of HR related management training and induction programs.
• Contractual administration.
• Any other reasonable duties that may be required by management from time to time.
Handle transactions and answer customer queries
Decipher customer needs and offer the best solution based on proper company policies
Effectively communicate ideas, suggestions and answers
Refer customers to people who specialize with the type of problem or query they present
Complete complex money-related transactions
Offer upgrades and new banking services or products
SHRM-SCP credential makes you a recognized expert and leader in the HR field—and a valuable asset to your organization, keeping you and your organization more competitive in today's economy. This professional distinction sets you apart from your colleagues, proving your high level of knowledge and skills.
Master of Business Administration Specialization HR
Bachelor in Business Administration from Juba University- College of Management Science. Business Administration Department, FEB 2009.
Diploma in Electronic Accounting from Sudatel Telecommunications Academy.
English Language Diploma Certificate
Diploma in computer applications and Microsoft Office
