Executive Director-OD & Performance
Savola Foods
مجموع سنوات الخبرة :22 years, 10 أشهر
Leading OD and Employee Performance enhancement across MENACA regions for Savola Foods Company
-Leading the HR activities and plans to become a business partner to company’s strategies. - Creating, initiating and leading the HR2021 strategy for NTC to become a “Great Place to Work” within the FMCG sector. - Cooperating with CEO, Executive Committee and Senior Management in terms of HR initiatives deployment and fulfillment. -Revamping the HR Department to improve the service level and steer the HR strategy deployment. - Creating New HR policy, process and forms to upgrade the level of HR contributions to NTC. - Initiating HR automation project with short and long term objectives.
Leading HR strategy and Operations Excellence across the country for F&B Tarfeeh company that owns and operates famous franchise restaurant chains across KSA.
Responsibilities:
• Leading the transformation plan for the HRD to become strategic business partner for company.
• Setting HR strategy to progress to next levels of HR practices and meet the business expectations
• Developing HR team capabilities.
• Liaison with Management team on Saudisation.
• Liaison with CEO on HR initiatives (Succession Planning, Talent Development, Career Progression, C&B)
• Managing all operational and manpower challenges.
• Presenting HR department in Management business review meetings
• Member of Tarfeeh Executive committee
• Member of the SEDCO Holdings HR EXECUTIVE committee. Secretary of the Compensation Committee.
• Leading the environment change and cultural development activities
• Leading all HR productivity and cost optimization
• Integrating competencies within HR tasks.
Achievements:
• BOD approvals of 3 years HR strategy and set of annual initiatives with an optimum objective of company becoming an employer of choice. (HR 2020)
• Reintroducing HRD as business partner and run alliance to business strategy and corporate goals.
• Restructuring the whole HRD and setting clear KPI and procedures per section to reach the desired operational excellence and customer service levels.
• Deploying a revised Performance Management Program for all levels in the company.
• Developing and implementing a revised HR policy, new processes, forms, SLAs and HR operational procedures with full compliance to labor law and company standards.
• Implementing a Leadership Training Curriculum based on 3 levels of leadership complexity with total of 60 managers engaging.
• Upgrading the Saudisation engagement level within the units by creating short & long term plan for localization, limiting specific role to Saudis and creating development plans for career progressions at the unit level (starting with a batch of 8 Saudis)
• Activating the HR ERP system automation concept with a short / long terms deployment plan until 2020.
• Successfully managed the exit plan and HC reduction for a total of 150 staff in 2016 with full compliance to company directions, policies and labor law terms.
• Upgrading / Fixing the overall HR services and practices to match SEDCO internal audit standards.
• Building collaboration with “Outsource” partners with clear SLAs and annual timetable plans.
▪ Creating a promotional system in place to ensure qualified candidates with methodology and proper assessment in place.
▪ Improving the HRD service level provided to employees Improving the HRD service level provided to employees with clear accountabilities, SLAs and KPIs. (HR Service level survey was conducted in Q.4, 2016 with overall results of Excellent & Very Good based on number of responses)
▪ Successfully leading a team of operational experts in designing methodical forms of assessment for critical roles with the units (GM/FOHM/BOHM/FOHS/BOHS), with assessment being conducted for total of 128 employees.
▪ Leading the new Competency designing model for company (Leadership and Behaviors Competencies) resulting on 11 new competencies for the company.
▪ Successfully leading the task to conduct competency evaluation for all company employees for training and development objectives.
▪ Leading a Talent Development Plan (IDP) designing and deployment for Steering Committee members and Senior Managers.
▪ Designing a new bonus scheme and compensation strategy for Tarfeeh to support retention, long-term expansion plans and HR strategy.
▪ Partnering in a new Reward & Recognition Program for company employees to boost motivation and drive sales within the units. (Part of the Reward Strategy for Tarfeeh)
Supporting the Executive team fulfilling their business plans by leading the HR operations team for the FMCG section (Sales, Distribution and Merchandising Companies) via a number of HR Regional Managers / HR Business Partners, covering KSA five major regions to ensure quality HR support and facilitation to the Divisions in order to deliver their annual financial plans.
Support the FMCG in terms of Recruitment & Saudisaton, Employee relations, learning & Development and General Business Support.
Supporting the CHRO in major HR tasks in terms of Revision of HR Polices & Procedures, Designing & Implementation of HR Business Partner Model, Overseas & local Recruitment, Saudisation planning, Training & Development and OD Projects.
Attending Leadership team meetings that involved the divisional GMs, Senior Team and the Principles for HR alignment and support.
Attending annual management meetings as part of the Executive band for the FMCG Service Sector.
Attending monthly HR Management meeting for HR strategy alignment and updates on the KPIs.
Responsibilities:
• Eensure the organization & employees are being developed in line with L & D strategy in order for the organization & employee to deliver their short & long term objectives
• Facilitate with business units in term of effective implementation of the L & D corporate development initiatives, processes, procedures and best practices
• Lead and analyse the corporate and common training calendar for the Management and Executive levels.
• Building in-house training concept through certifying internal trainers and In-house training modules.
• Managing external consultants in the implementation of best tools in terms of assessment, development and training.
• Building continues learning concept through Building Savola e-learning & development portals.
• Leading the effective implantation and quality evaluation & delivery of corporate development Corporate level Employee Surveys from design to delivery.
• Facilitating and planning corporate OD initiatives such as talent Development, Engagement Surveys, Competency reviews & mapping, Corporate & local curriculum, Learning academies, and HRIS..
Achievements:
• Leading the implementation and delivery of MT program for Savola Group (SFC, Panda and SPC) with a total of 60 MTs and blended developmental approach
• Successful implantation of MT program and Middle Management training curriculums for IRAN business Unit.
• Designing a TNA approach for Management level and successfully utilized in Arabia, Egypt, Sudan, Algeria and Morocco.
• Leading the design and delivery of a corporate developmental program for Executive & Senior Manager levels.
• Evolved in the HAY Job Analysis project for a total of 60 positions.
• Facilitating a Talent Development model for Arabia business unit for the Management bands
.Responsibilities:
• Planning OD & Training strategy in alignment with business directions.
• Leading all OD & Training initiatives for the company that covers KSA, GCC, and Levant region(total of 1200 employees)
• Managing the TNA practices for the company, and “annual training calendar” plan execution.
• Liaison with Executive team and business directors for various development initiatives
• Managing the Performance Management process and ensure quality check and matrix analysis.
• Managing / facilitating the “Talent Management Model” and ” Individual Development Plan” concepts with the concerned Business Leaders for high potential based on the annual talent matrix and succession plans reviews.
• Managing the Graduate Development Programs (MTP), including design structure, assessments, monitoring and development solution implementations.
• Leading corporate OD initiatives such as PMS Automation, Employee Surveys, teambuilding, curriculum design and Special Development assignments.
• Managing the vendor relation, negations and selection processes...
• Partnership with SFC HR Executive team for management curriculum development and design.
• Over viewing all training statistical reports to HR Director & Executive team on periodical bases.
• Planning and managing OD & T budgets per annum.
• Managing the technical OJT program for Supply Chain factory workers.
• Leading all special development events for the entire management bands.
• Support Savola Food Company executive HR teams in any corporate developmental initiatives as required.
Achievements:
• Promoted to Regional Learning & Development Director, and joined the corporate HR team in Jan 2013.
• Promoted from Department Head level to Director level in Jan 2012 for SF Arabia
• Ranked among the top 25% company talents in 201 & 2012
• Honored with “Best Performance” in 2009 & 2010
• Re-launching the role of the OD&T department in the company and plays an effective business partner role, which managed to change the overall perception and understanding of OD&T role in the organization
• Critical contribution to the selection of SFC Arabia as number 9 in the Best Saudi Company 2012 rating. Based on Training & Development initiatives audit by the survey facilitator.
• Successful design, vendor selection, and facilitation of three corporate development programs for junior, middle level and Senior Managers in association with SFC HR executive team
• Introducing a revised Performance Appraisal form for staff level (900+) based on three field activities and used end of 2011.
• Improving OD&T processes and activities that met the ISO 9001 standards.
• Revamping the “Induction Program” for newly hired employees that includes comprehensive familiarization day with total of 100 new joiners have attended the induction.
• Initiating the JD reviews & update for the whole management bands (sorting & updating 76 positions)
• Initiating to build a “Knowledge Sharing & Learning culture” in the company with activities such as Learning hour, Learning Newsletter, Cross Functional Communications and sharing of key learning post attending technical Training.
• Introducing new training policies, process, and forms for Development practices.
• Conducted numerous informative presentations to the Management bands to educate on OD&T methodology and approach as a business partner
• Conducting a diagnostic TNA practice based on competences that resulted in effective identification of development gaps via developmental solutions.
Responsibilities:
•Aligning L&D initiative with bank & business groups' strategy per annum.
•Managing all operations, plans, policies, processes and initiatives within the L & D Department for the whole bank.
•Monitoring the financial performance of the L&D activities versus budget to control training investment.
•Managing the annual training calendar for all in-house training programs.
•Managing all vendor relations and selections locally and internationally.
•Managing process & relations with HR Relationship Managers per business groups.
•Maintaining clients' relations with all business groups with regards to alignments with business strategy and training needs.
•Program Manager for Bank's Management curriculum.
•Over viewing learning statistical reports for HR Heads/GMs on periodical bases.
•Constantly review staff appraisal reports to draw specific individual training needs in order to incorporate these into training needs analysis process.
•Implement & maintain TNA to identify Gaps and training needs.
•Representing L&D along with concerned business in the "competency workshop" practice for job families.
•Managing the "Managing People Concept" training program evolving trainer's assessments, sessions planning & administration, participant's evaluation analysis.
•Certified trainer in MPC following modules: Role of the Manager, Communications, Motivation, Leadership, Delegation, Coaching, and Goal setting.
•Advise top management and communicate HR development issues to staff & LMs
Responsibilities:
-Developing and managing Recruitment & Selection process, and ensure that recruitment is compliant with bank's policies & procedures.
-Identify vacancies in accordance to the Recruitment Plan, and advise LM / AGMs regarding vacancy updates and job descriptions.
-Manage Interviews & select candidates by using current best practices, continuously review, design, and implement recruitment processes, take new initiatives to improve various areas in recruitment.
-Managing recruitment campaigns for the bank to carry out a proper presentation of the bank by participating in major recruitment events, conduct recruitment presentations, Sponsorship of events, introduce promotional & gift items, and maintain strong related with key universities in the region.
-Manager & Improve recruitment administrations such as recruitment database, candidate filling, interview arrangements, job offer tracks, recruitment communications & candidate status.
-Prepare monthly & quarterly manpower reports that covers key areas including Saudization, joiners, attrition / turnover, and recruitment plan update.
-Manager Internship training program in coordination with respected Business Groups
-Conducting "Exit Interviews" for voluntary leavers.
Acheivment:
-Developing the Recruitment Database System & placing on-line application which is considered a step toward e- recruitment process.
-Setting a standard job announcement newspaper format and creating anonymous internet site that includes all recruitment positions posted in newspaper, and it’s the only source for all job applicants.
-Designing & providing summer training program for University & High Schools students (Male & Female) and enrolling a total of 160 students during this summer.
-Introduce revised recruitment process, which includes Internal Job posting, and stages for recruitment activities.
- Majorly involved in the hiring of staff in various positions in the bank.
Responsibilities:
Recruitment :Supervising all Recruitment activities which includes attracting matching candidates, following with Head-Hunters, , Recruitment Adverts, Recruitment Policies & Procedures, arranging interviews, conducting selection interviews, preparing recruitment offers, initiating candidates database & filling system, coordination with local & external universities, participating in major "Career Fairs" in major universities.
Training: Coordinating all training sessions with local & external providers which includes registrations, payment settlements, preparation of Quaterly, semi-annually, and annual training reports.
Acheivments:
-Involved in designing new recruitment stand, employment application form, and promotion items as part of bank's recruitment campaign.
- Recruiting a total of 90 grads for MTP program for branches in 4 months + hiring of large number of staff for various role in the bank (up to Sr. Manager)
-Introduce a strucutred recruitment process & training plan & administrations for internship students for 3 & 7 months periods. A total of 8 Co-op students from KFUPM & CBA were embarked for 3 & 7 months training.
-Presenting and implementing new recruitment & training HR forms.
- Introducing "New Joiner" pack which includes electronic version of joiners documents & bank's major products & services in order to build a professional image of the bank.
- Conducting recruitment presentations at KFUPM & American University of Sharjah to stundets & faculty.
- Creating training database which includes history of training for staff for the pervious two years.
Resonsibilities: coordination of recruitment activities from the stage of attracting all applicants (GCC universities, USA universities, Headhunters, Direct entires..etc) until their joining
Achivements:
- Developing induction packs for new hires.
- Developing Recruitment MIS reports.
- Developing new Empolyment Application Forms
- Improving joining admin for new hires.
- Developing recruitment admin & filling system.
- Designing process mapping for all recruitment in compliance with recruitment policy.
- Establishing strong network in local & GCC universities and leading a team of campus coordiantiors.
- Representing the company in major career events in local & GCC universities.
- Recruiting a total of 29 Management Trainees, 3 Expats, and 5 females during my entitlment.
Responsibilities:
-Attracting government & private sectors to sponsor major events for the institute (e.g. sport events)
-Publicize events in various universities & institutes in the city in order to attract large number of participants
-Assisting the Fund Development Manager in planning & organizing events
Executive Management program for 12 months by Thuniderbird curriclum in partnership with Xenal Group in Jeddah