محمد شبطي

• Manage a team of 25 Sales and CS Agents & Leads
• Promote teamwork, cultural diversity, positive thinking, and collaboration across the board
• Design, communicate, manage and track team’s mid, and short-term objectives and KPIs
• Mentor, coach, and guide Agents to convert Inquiry calls to Sales opportunities.
• Follow up on both individual and team performance and apply needed adjustments and reinforcements
• Maintain and update policies related to Training & Development, Time & Attendance, Commissions, Bonuses, etc.
• Design and communicate periodical contests, initiatives, and events to boost morals, creativity and performance.
• Coach and train agents, leads, and floor supervisors on new campaigns & products for ultimate customer experience.
• Collect, analyze, and manipulate data to generate complex and ad-hoc performance and statistical reports.

• Direct and manage HR operations for Amman, Brussels, Cairo, Dubai, and New York Offices
• Develop, communicate, and deliver EastNets’ new HR strategy at Europe, USA, and MENA offices.
• Co-sponsor, promote, and communicate internal e-learning programs for engineers to understand AML and Compliance products (Filtering & Profiling) from business/banking perspective.
• Set and deliver the organization's HR strategy in coordination with the CEO and the Management Team
• Set and monitor executives’ Objectives, Performance Measures, Compensations & Benefits
• Deploy and promote enterprise Performance Management tool (PBViews/Actuate Performancesoft)
• Set short and long term operational Action Plans (in form of Projects) to deliver the HR strategy
• Assign Project Managers for each HR initiative and sponsoring all HR projects/initiatives.
• Select and manage 3rd party partners like Consultants, ERP vendors, Recruiting Agencies, Training providers.
• Review, evaluate and improve both Business and HR processes.
• Deploy a new HRIS and reengineer major HR processes as per the new HRIS recommended best Practices
• Manage the relation with the HRIS vendor to customize core HR processes specific for our industry
• Educate, and train concerned stakeholders about the new HRIS and its impact on how we conduct business
• Contribute to the integration of the HRIS with CRM, Great Plains, etc. and define relevant HR metrics
• Own, design, run and analyze HR related surveys like On boarding Survey, Employee Satisfaction Survey, HR Audit Survey, Exit Survey, and many other statistical reports
• Own and promote internal communications as part of a wider Change Management initiative
• Create and manage the new Employee Retention Program and all its relevant initiatives
• Own and manage the HR website initiative/project
• Responsible for getting management “By-In” for each major HR initiative to increase chances of success
• Consolidate the existing 5 Employee Handbooks for GCC, EU, USA, and Levant into one Employee Handbook for the whole group taking into consideration each country’s local labor laws.
• Heading the Board's Remunerations Committee responsible for setting the organization's Compensation & Benefits strategy for employees & executives
• Promote and contribute to the “One-Company-One-Culture” and the “Social Responsibility" initiatives

• Implement Bank's new business strategy and functional organizational structure designed by McKinsey & Company including recruitment of executives and functions heads to setup and lead newly established departments
• Manage and implement Bank's new Total Rewards (Compensations & Benefit) strategy designed by Hewitt Associates
• Sponsor and communicate the new Grade/Band System for Bank’s management and employees
• Design, test, implement, and maintain Sales Incentive Schemes for Treasury, Corporate, and Retail Banking RMs & Associates and a second Performance Incentive Scheme (Bonus) for Support & Control Functions (Risk, Credit, Compliance, Audit, etc)
• Develop and monitor Scorecards for Bank executives
• Redesign all operational HR processes in line with the new business strategy, organizational design, and Total Rewards strategy taking into consideration local labor law requirements and regulations
• Manage the selection process of a new ERP HR Module and develop the selection criteria by designing a scorecard for each vendor based on functionality from operational and technical perspectives.
• Compute HR Metrics, analyze the numbers, and recommend Action Plans

• Establish the Human Resources consulting practice and train HR consultants on consulting methodology.
• Develop business and generate revenue for the HR consulting practice
• Support the presales, sales, and delivery phases
• Prepare, scope, budget, schedule and communicate HR Consulting Proposals
• Design and deliver complete HR solutions for clients to optimize their HR department performance via series of processes and phases, depending on needs and priorities
• Participate in developing and communicating the new a Grading Structure and Pay Scale for Arab Bank Group in coordination with consultants from Booz Allen and the Hay Group
• Educate client management and line managers about the latest trends and theories in the HR Development field and its possible impact on their organization & performance.
• Design the new Incentive Scheme after the M&A of 9 companies in Jordan & KSA
• CLIENTS: Arab Bank, Union Bank, American Engineering Services, and Al Arrab Contracting Co.

• Prepare and presenting to the client a pre-sale Fit/Gap analysis for the global HR module.
• Analyzing and modeling current & proposed functional processes based on the Fit/Gap analysis and the Industry Standards.
• Map functional requirements to the ERP standard features and identifying the areas where a customization or a work-around are needed
• Assess pre Go-Live readiness of various HR Modules like; Payroll, Position Management, Compensation Administration, Recruiting, and other HR Self Service products.
• Audit Business Rules and Validation Tables and setup/test various Job Submission Processes.
• Provide basic, intermediate and advanced end user training/instruction on operational functionality of software and manage users' expectations
CLIENTS: University of North Carolina (UNC) - Wilmington, West Carolina University (WCU), Elizabeth City State University (ECSU), and Winston Salem State University (WSSU)

• Maximize system's understanding and acceptance and support the Faculty & Staff in the use of Finance, HR and Students Information Systems through coaching employees and faculty on the functionality of the newly deployed ERP (SCT Banner of Sungard)
• Support FIS users creating and maintaining Funds (Grant, Endowment, Trust, Capital or Scholarship Funds) down to the very basic financial transactions.
• Monitor funding sources, maintain database of deadlines and ensure appropriate communication to the research community on new programs, deadlines, submission procedures, regulatory changes, etc.
• Support SIS users Coordination and testing of Degree Evaluation Module, Creation and editing of course sections, Minerva Reports documentation, Tracking Override Registration Permits, Course Catalogue and Class Schedules, Grades’ submissions.
• Support HRIS users creating, maintaining and ending Employee and Job/Position profiles as well as processing Appointment Forms for new Regular, Casual, Tenure and non Tenure-track Academic recruits.
• Provide instructional training workshops for Faculty groups (Directors, Advisors, Managers and Administrative Officers)
• Prepare various kinds of advanced and customized Financial, Statistical and Performance reports to assorted levels of users (Government Agencies, Researchers, Budget Officers, Directors, Fund Managers etc) using Crystal Reports and MS-Access/Excel as reporting tools.
• Developed an Electronic Help File with detailed step-by-step “How-to's” of the frequently used transactions. The file explains the transactions Logic, not only the Mechanism

• Administration of the HRIS, including, a monthly 2 Million USD payroll
• Performed a comprehensive HR Audit and generated relevant HR Metrics
• Performed project-wide Job Analysis to identify and recruit required resources
• In charge of workforce planning, employment, mob-demobilization to and from the construction site
• Managed candidates’ database and the relationship with recruiting agencies in India, Pakistan, Bangladesh, Nepal, Sri Lanka and Philippines to recruit and mobilize skilled labor to construction site
• Developed a graphical workflow of major HR, and also Administrative, processes like: creation of employee HR & Payroll record, enrollment under specific benefits, recruiting, onboarding, training, leave management, business trips, promotions, separation process, obtain/cancel work visas, work and residence permits, GOSI subscriptions, medical cards, insurance agreements, etc
• Managed the installation, maintenance, and removal of the labor’s camp facilities at the construction site
• Audited and updated internal administrative procedures to improve and optimize performance
• Setting up Training Programs in coordination with subject matter experts from each department to orient/integrate new recruits and train/develop current employees
• Developed training materials like How-To presentations, hands-on exercises and one-on-one checklists
• Monitored contractual obligations and liabilities related to Housing, Transportation, and Catering standards
• Managed the mobilization logistics (visas, medical, work & residence permits, air tickets, transportation, accommodation, and catering) of 4000 employees of different nationalities to the project's construction site
• Member of the joint CCC-Hay study group assigned to develop CCC’s Bands Structure


-Projects:
- Khursanyah Gas Plant Aramco $800 M
- Shybah Residential Complex 1997-2000 Aramco $220 M
- Shoaiba Power Plant 1996-1997 Bechtel $61 M
- Jizan Bulk Plant 1995-1996 ARAMCO / TPL SPA $38 M

(Chain of Variety Stores - 30 locations Nationwide)

-Boosted the branch’s profitability by 14% by cutting cost and increasing revenue. Cost was reduced mainly by negotiating better deals from suppliers and cutting labor, while revenue increased for several reasons like redesigning display shelves, better training for employees, and continuous availability of commodities both on shelves and in the warehouse.