محمد يوسف

Overseeing the HR and Training Department for a pre-opening hotel Riviera Rayhaan by Rotana in Doha Qatar, Responsible for setting up the HR department policies and procedures, Recruitment, L&D, Government Relations, Visas, Accommodation, and Colleague’s Facilities

Honored to be part of the new airport opening team, settled the company vision and mission, performance management, policies, and procedures for different business units, aligns business objectives with employees and management in designated business units, implemented well designed learning development plan focused on how to familiarize the team with the new job environment, lifestyle in new country, airport business policies and procedures, safety and security awareness, mobilization and on-boarding the new joiners, communicating needs proactively with our HR Corporate office and align the Qatar Airways strategy with corporate office objectives under the local law and procedures umbrella, actively secured all new unites registration with different government section through well maintained network in ministries, that leaded to deliver value-added service to management and employees that reflects on business objectives, maintained an effective level of business literacy about the business unit's financial position, its mid-range plans, its culture and its competition

• Dealing with multi culture employees and getting them together under the company umbrella.
• Managing the staff facilities Housing, Transportation from and to the Island, Restaurant and food menu for different culture employees from different levels as well.
• Handling the recruitment according to the company plan, budget and operations needs to coop as well with the changes.
• Handling the new employee’s airline tickets reservation for hiring and recruitment process.
• Maintaining the company policies, procedures and make sure that in place and regularly reviewed.
• Budgeting for the
• Responsible for senior level decision making and both day to day management and strategic direction of the organization.
• Develop and implement an annual agenda for HR strategy in line with the business plan. Ensure HR plans support the needs of the business but are also flexible enough to cope with changes in the organization, as and when they occur.
• Provide information and reports on data such as staff turnover, references, cost per hire, training hours per person, etc.
• Ensure all staff receive appraisals in accordance with company policy and monitor probationary periods
• Co-ordinate recruitment throughout the company through management of a recruitment team/HR team. Build relationships with recruiters, draft briefs, set up interviews where necessary. Interview senior hires when necessary
• Ensure all Job Descriptions are kept up to date, create new JDs as and when necessary
• Ensure all policies and procedures are up to date and legally compliant.
• Provide day to day advice to line managers on all human resource issues: management of staff, remuneration, etc.
• Maintain a succession plan for all departments

• Conduct weekly meetings with respective business units.
• Consult with line management providing HR guidance when appropriate.
• Analyze trends and metrics in partnership with HR group to develop solutions, programs and policies.
• Manage and resolve complex employee relations issues. Conducts effective, thorough and objective investigations.
• Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partner with legal department as needed/required.
• Provides day to day performance management guidance to line management (coaching, counseling, career development, disciplinary actions).
• Works closely with management and employees to improve work relationships, build morale, increase productivity and retention.
• Provides HR Policy guidance and interpretation.
• Develop contract terms for new hires, promotions, transfers.
• May assist int'l employees with expatriate assignments and related HR matters.
• Provide guidance and input on business unit restructures, workforce planning, succession planning.
• Identify training needs for business units and individual executive coaching needs.
• Participate in evaluation and monitoring of success of training programs. Follow-up to ensure training objectives are met.

Key Responsibilities:
- Planning and Career progress.
- Recruitment and interviewing.
- Esprit and staff motivation plans.
- nsure the implementation of all the training courses.
- Governmental relations and public relations.
- Establishing the compensations and benefits plans and procedures.
- Establishing the HR and Training strategy for the next 2 years.
- Establishing the salaries structure - surveys - grading for the company with different levels of employees.

Key Responsibilities:

- Manpower planning/scheduling in conjunction with departmental managers ensuring highest levels of flexibility and productivity.
- Recruitment all stages including advertising, briefing of agencies, interviewing with departmental managers, offers documentation, references and job orientation
- Organizing and running exit interviews with all permanent employees who leave the hotel to help mangers understand potential areas for improvement in the way we manage people
- Managing the payroll function ensuring that contractual and legal responsibilities are discharged fully and that employees are paid in an accurate and timely manner
- Ensuring that the hotel has a full team of trained departmental trainers who can ensure that every employee receives sound job skills training
- Supporting the General Manager in the joint consultative meetings with employee/trade union representatives
- Championing the annual Employee Opinion Survey ensuring that all employees are well informed about its purpose and that managers are proactive in introducing regular reviews, team meetings etc
- This position concerned with all aspects of the employees, from their recruitment Orientation, training and general welfare
- Acts in advisory capacity to the GM of employee relations
- Organize various personnel functions such as recruitment, hiring insurance, separation etc, and other procedures relating to employer- employee relation
- Establish and review all Hotel practices and policies concerning training functions
- Concerned with the assessment of training needs, formulation and execution of training plans and the maintenance of performance standards
- Recommend to management any revisions or innovations and discuss with D/H How and when these changes will take place
- Following through all training, performance and communication issues as a result of the Richey and GSTS reports in a thorough and detailed fashion
- Supporting managers and the General manager in cases of discipline and grievance offering fair, lawful and commercially realistic advice on all occasions

Assists in ensuring that the Personnel Department complies with all Corporate, area and hotel policies and procedures, and local

regulations pertaining to employment practices.
- Participates in the preparation of the Personnel Department budget and related budgets
- Screens and recommends applicants for employment in the hotel.
- Carries out the induction and orientation of all new employees in accordance with the company guidelines.
- Administers the performance appraisal system for the employees and follow up with the all hotels managed by head office.
- Follow up on trouble reports for employee housing.
- Arranges pest control monthly for staff complex.
- Ensures attendance records are submitted monthly for the head office employees and all hotels.
- Ensures a department communication meeting is held monthly.
- Ensures staff restaurant menu is changed quarterly.
- Ensures a weekly rota is prepared and followed for staff restaurant and staff complex.
- Ensures a cleaning schedule is in place for staff restaurant.
- Administers the performance appraisal system for the employees
- Assists in the administration and implementation of training programs for front line employees.
- Carries out monthly first aid box checking and ensures all are correctly maintained.
- Assists with disseminating information affecting employer- employee relations, employee activities and hotel personnel policies and programs.