Mohamed Ahel

• Develop and implement human resources policies and procedures that align with the company's goals and values
• Manage the company's talent acquisition and employee engagement
• Manage employee relations and support the development and well-being of employees
• Develop employee total reward programs, including Salary Structure, Allowances and other benefits like health insurance and sales incitive programs.
• Ensure compliance with regulatory requirements, including employment laws and regulations
• Monitor and analyze HR data to identify trends and opportunities for improvement
• Prepare reports and presentations to senior management on HR-related matters
• Develop and manage the HR budget
• Develop and implement employee training and development programs
• Participate in strategic planning and decision-making processes as a member of the senior management team

Strategy
 In liaison with the Business Unit Heads and under the direction guidance of Group HR Director, contribute in creating & implementing the HR strategy for the business and the annual HR Plan.
 Communicate plans and progress against the plan to the HR Function and the Business Units. Create and support a continuous improvement environment for HR Activities within the Business Units.

Business Partnering
 Act as a trusted business partner and coach to senior line management.
 Consult and support line managers across the business units.
 Focus on measuring the employee engagement of the business units and take actions necessary to improve it.
 Advise, coach and mentor management and HR team on people related issues.
 Act as change agent and facilitate transition.

Resource Optimization & Overall Efficiencies, for Shareholder value maximization:
 Play an advisory role in creating and managing a lean and multi-skilled workforce.
 Support and facilitate the implementation of business structure re-organization and consolidation to deliver efficiencies.
 Play a key role in communicating organizational messages and monitoring feedback within the business units.
 Ensure compliance with localization policy and targets.
 Develop HR Dashboards to present the HR Analytics/Metrics/Productivity KPIs & Look at business unit productivity and take necessary actions to improve it.

Capability
 Ensure new employees are properly inducted into the business and given support to become productive as quickly as possible.
 Develop succession plans and retention strategies for key talent and positions.
 Develop and execute a learning and development plan that equips individuals with necessary skills.
 Formulate and implement performance management plans to improve performance.

Training & Development
 As part of the HR Plan specify training initiatives required to support the business, liaise as necessary to ensure appropriate initiatives are delivered.
 Ensure training needs of staff are identified and delivered.
 Ensure all key/critical positions have identified successors.

Employee Relations
 Manage ER issues within the business units.
 Support line managers in creating a culture of employee engagement based upon the company values.
 Reinforce at all times a culture of meritocracy, performance-focus and diversity.
 Act as an advisor to line managers in order to educate them and minimize risk.
 Ensure compliance with local law and Group policy throughout the employee lifecycle.
 Communicate and implement changes to HR policies and procedures.

Financial Management
 Provide line management with regular and financial reporting of employee costs.
 Ensure annual manpower budgeting exercise is conducted accurately and efficiently.
 Create, obtain approval for and manage HR Department budget.
 Ensure HR Team adherence to the business financial systems and processes.
 HR Policy To ensure compliance to HR policy is maintained, to review and strengthen business internal controls and procedures, ensure compliance of DOA and provide leadership on process and governance. Ensure compliance with laws, regulations and other requirements. To ensure that Emiratization/Nationalization/Localization focus is maintained, and diversification goals are reinforced and achieved

Recruitment and selection:
• Manage the recruitment and selection process of internal and external, permanent and contract based positions in line with corporate guidelines to ensure that qualified candidates are selected
• Support the departments managers with the interviewing process to assess candidates eligibility
• Review all applying candidates to ensure their eligibility for work in the UAE based on the set laws and regulations
• Ensure the receiving of all related documents prior to employee recruitment such as Approval, Job description, legal documents and requisition

Employee Relations
appropriate qualifications and experience
• Conducting interviews on the basis of efficiency and the use of appropriate assessments
• Selection of applicants who have met the standards set for the vacant job
• Preparation of job offers for selected applicants, negotiated when necessary and to provide letters of apology for applicants who were not selected
• Check references of the candidates with their former employers
• Develop recruitment strategies to achieve the required levels of staff
• Ensure payment of staff salaries on time through WPS
• Dealing with employee complaints
• Ensure implementation of the company human resources policy by all staff
• Follow up visa staff and ensure its completion
• Ensure keeping records for all employees on a separate file includes data for each employee personal, academic qualification, a confirmation message and performance evaluation
• Good knowledge of UAE labour law
• Develop preliminary tests, psychological and technical skills, mental and other administrators in conjunction with job applicants
• Preparation of orientation program for new employees
• Develop performance evaluation plans with head of units as required
• Provide information and tools necessary for supervisors to implement the performance appraisal process
• Send alerts and warnings letter for employees with low performance, work-related behavioural issues or misconduct issues
• Create and develop reward system and incentives
• Perform other duties assigned to him by the director of the company

 Study and develop the internal organization of the company and study its impact on the flexibility and implementation processes through SWOT analysis
 Prepare and develop the organizational structure of the company, adding units and the relationships between them and the distribution of roles and determine titles administrative teams.
 Analyse job descriptions based on the goals and objectives of the company and determine the appropriate qualifications and experience
 Conducting interviews on the basis of efficiency and the use of appropriate assessments
 Selection of applicants who have met the standards set for the vacant job
 Preparation of job offers for selected applicants, negotiated when necessary and to provide letters of apology for applicants who were not selected
 Check references of the candidates with their former employers
 Ensure payment of staff salaries on time through WPS
 Dealing with employee complaints
 Ensure implementation of the company human resources policy by all staff
 Follow up visa staff and ensure its completion
 Ensure keeping records for all employees on a separate file includes data for each employee personal, academic qualification, a confirmation message and performance evaluation
 Good knowledge of UAE labor law

Conduct PPM and carry out maintenance for all medical equipment