VP Human Capital
Imdad
Total years of experience :29 years, 8 Months
Key Achievements:
● Successfully established Human Capital Department from scratch for a 20-year-old business. This included Talent Development, Talent Acquisition, Compensation & Benefits and Employee Relations.
● Transformed the company culture to a management by objective work place.
● Developed and delivered over 18 regional training programs that are aligned with organizational needs and company objectives.
● Built a grading system, salary structure, and benefit scheme (using HAY Methodology)
● Contributed to achieving 51% growth in company revenue.
● Introduced and successfully implemented Competency-Based Management.
● Effectively designed, policies and manuals for employees and successfully developing organizational culture and discipline.
Roles and Responsibilities:
• Lead a team of HR professionals across the Middle East, collaborating with cross functional teams in Marketing, Finance and others.
• Implement human resources strategies by establishing department accountabilities, including manpower planning, talent acquisition, staffing, employment processing, compensation and benefit plans, health and welfare benefits, training and development, safety and health, succession planning, employee relations and retention, equal opportunity compliance.
• Drive a culture of accountability and integrity; Oversee HR policy and process standardization in countries across the region.
• Lead investigations and represent the company in relevant legal matters relating to employee relations, disciplinary actions, and/or civil suits. Ensure company is compliant with the applicable federal and local employment regulations in respective countries.
• Develop organizational strategies by identifying human resources issues; contributing information, analysis, and recommendations to senior management's strategic thinking and direction; establishing human resources objectives in line with organizational objectives.
• Develop human resources operations financial strategies by estimating, forecasting, and anticipating requirements, developing action plans; measuring and analyzing results; initiating corrective actions. Develop and monitor HR Budgets, ensuring cost effectiveness.
• Support senior management by providing human resources advice, counsel, and decisions.
• Guide management and employee actions by researching, developing, writing, and updating policies, procedures, methods, and guidelines; communicating and enforcing organization values.
• Prepare and control the development of budget for the function; prepare forecasts of necessary funds for staffing; present, justify and defend programs / policies.
Manage external service providers effectively and within budgetary limits.
• Providing a responsive and professional service to clients, applying practical solutions and using business expertise, HR knowledge and skills, and appropriate employment law knowledge.
• Advising on employment related issues and providing practical, expert and pragmatic solutions to the issues faced by clients (and by adopting a 'can-do' approach)
• Providing a wide variety of HR support services for clients ensuring consistent delivery and a high level of professional service delivered remotely or on site.
• Drafting contracts, handbooks and related employment documentation in respect of clients’ specific needs.
Reporting to the CEO and Global HR Director and in charge of all HR related functions in 2 plants and head office, managing above $10 M annual HR budget.
Responsible for designing, rolling out and implementing regional and HR infrastructure and strategies.
Involving in talent management, retention programs, compensation, benefits, HR shared services, knowledge retention, aging workforce and recruitment of senior employees.
Generating and facilitating management discussion in the planning, development, communication and implementation of key business HR initiatives, structure, and policies for the organization as a whole particularly during the annual business planning process.
Formulating creative recruitment strategy to ensure adequate supplies of talented staff across the business including new factory openings.
Key Achievements:
● Successfully designed and implemented an organizational re-structure of a local acquisition, resulting in it turning from a loss-making entity into a profit-making enterprise. This included consolidating positions where appropriate, conducting cost-cutting measures and headhunting new staff members for certain top management positions.
● Hand-picked by the VP Human Resources - ME & Africa to plan, organize, direct, coordinate and control Human Resource activities for a start-up project in Egypt valued at $60 million
● Created and maintained the HR departments for two prominent international shipping and logistics companies at the inception phase of their operation in Egypt; this included Agility Egypt which was a start-up Supply Chain / Warehousing project valued at $60 million.
● Being the third senior manager to be hired in Agility Egypt, after the CEO and CFO, this meant a recruitment ramp-up from 3 to 330 FTEs in 3 months to meet the manpower plan deadlines, which was achieved single-handedly.
● Prior to the launching of the project, designed a 6-week training program at the company’s head office in Kuwait for 30 employees. Upon their return, they participated in intensively training their respective-level colleagues; which led to an effective launching of the operation while achieving significant savings in the training budget.
Roles and Responsibilities:
● Reported directly to Agility Egypt CEO and the VP of HR for MEA, and managed a 3.5 million USD HR annual budget.
● Managed all aspects of the HR operation in multiple sites throughout Egypt and ensured all sites were compliant with internal and external regulations and local laws.
● Conducted relevant evaluations of acquisitions and unified policies, rationalized salaries and aligned benefits with the parent company. Also ensured that downsizing activities and reductions were done fairly and with appropriate regard to impacted individuals.
● Established an annual Action Plan for Agility Egypt and associated HR budget in line with Regional HR strategy and direction.
● Monitored the achievement of the Action Plan against HR milestones and KPIs (e.g. employee satisfaction, productivity, employee retention).
● Monitored and anticipated competitor activity, developing plans that would sustain competitive advantage for Agility.
● Took part in business reviews to provide status against defined HR targets to date and to identify proactively current and future people-related issues as well as solutions/new opportunities.
● Ensured HR operational processes and systems met required standards in terms of internal business partners’ satisfaction, legal and organizational requirements.
● Directed and controlled recruitment programs to deliver effective and timely results utilizing regional approved processes.
● Implemented effective market-driven compensation and benefit programs within regional guidelines to ensure the country attracts and retains high caliber talent while maintaining fairness and consistency in terms of reward and recognition.
● Ensured appropriate personnel administration processes and systems were in place, and met the respective legal and organizational requirements.
● Influenced the culture and supported the commitment to continued improvement, also through the effective implementation of approved talent management processes.
● Created a complete HR system including policies and procedures and organizational development and manpower plans.
● Established wage and salary structure, pay policies, performance management system, employee benefit programs and services.
● Worked closely with internal partners from all departments to identify and deliver human resources management objectives.
● Ensured consistency of human resource generalist tasks such as exit interviews, disciplinary actions, promotions, resignations, and terminations. Maintained employee records and updated personnel files, leave records, salary reviews, and salary appraisals
● Identified training needs of employees, prepared training budget, designed and organized training programs - internal as well as external.
● Provided advice to managers and employees regarding human resources policies and procedures.
● Handled all operational activities for head/local offices (7 branches - 330 employees), and created a centralized procurement system, approving all general expenses with a close eye on cost-effectiveness.
Shipping Account
