Manager
Dairy
Total years of experience :42 years, 1 Months
Minimized employees turn over.
Established employee Performance Evaluation System and employees Job description.
Designed organization chart and Updated APP & IPP.
Conducted orientation programs, coaching and professional training courses.
Successful and positive implementation of Saudization program and Professional Project Management.
Vital contribution in Fleet Context Program.
Establish Performance Improvement, TQM, KPI, BSC and Benchmarking Culture, and wok teams.
HUMAN RESOURCES KEY ACCOUNTABILITIES
HR STRATEGY, STRUCTURE & RECRUITMENT: Formulated and implemented HR strategy to ensure the company adequately sourced with the required calibre and talent to achieve its business goals and objectives.
HR POLICIES & PROCEDURES: Formulate, implement and communicate HR policies and procedures and Ensure that line managers bay attention into HR processes, and the organizations’ staff understanding of expected roles and responsibilities.
HR STAFF MANAGEMENT: Manage the human resource department staff through communicating the department objectives, ensuring performance management and staff development including assessing development gaps and providing opportunities for advancement. Formulate and control Department’s budget, ensuring resources are available and optimally allocated to achieve the business objectives and departmental targets.
PERFORMANCE MANAGEMENT: Oversee the implementation and maintenance of enterprise performance and management process ensuring that Managers and Team Leaders understand and carry out their role within the processes and employees receive necessary feedback on related issues.
TRAINING & DEVELOPMENT: Develop and oversee the implementation of corporate training strategies and plans that ensure employees across the business have the necessary technical and behavioural skills to perform beyond expectations.
MANPOWER & SUCCESSION PLAN: Formulate work force plans and employment activities from local and expatriates candidates. Implement enterprise’s succession plans. Ensure the organization has the necessary HR to carry out business objectives now and in future. Make sure staff are motivated, retained and gain needed knowledge and skills.
COMPENSATION: Develop and direct the implementation of effective Compensation policy covering remuneration, car, housing and other non-financial benefits that ensure employees fairly remunerated in line with their contributions, and that enterprise is able to attract, hunt and retain high calibre employees and talents.
Management Essentials, Management information Systems, Entrepreneurial Management, Managerial Economics, International Economic, Managerial accounting, Financial Reports, Effective Business Communication, Risk Management, Quantitative Methods, Logistics Management, Strategic Management, Business Analysis, Marketing Management, HR Management, Organization Behaviour, Diversity Management.