مستشار - الموارد البشرية والتحول المؤسسي
DAM
Total years of experience :22 years, 11 Months
• Strategic Thinking / Strategic framework: mission statement, vision, guiding principles (values), strategic objectives.
- Design of Competency Frameworks
- SHRM-SCP Certification Preparation / Development of HR Team
- Self Development Coaching and Mentoring
- HR Renewal and Reinvention
- Design of Performance Management Systems
• Organizational structure design: Work segmentation, organization, levels, job titles, organization chart,
job descriptions for executive positions, and authority metrics for the key positions.
• Pay structure design: Grade structure, salary structure, benefits structure.
• HR capacity building: HR Department Structure, HR Department Staffing, HR Policies, HR Manual.
• Seniors Learning & Development Program (SLDP): Assessment, Feedback form close circle, Self-development workshop and development contract, coaching and mentoring.
• Employee Experience Survey: employee Net Promoter Score (eNPS) and voice of employees as data driven approach for better staff engagement and effective strategy execution.
• Strategy Execution: Implementation of the OKRs framework for better outcome-based planning, focus, alignment, cross functional collaboration, physiological safety, innovation, and effective strategy execution.
Responsible for managing the Human Resources for Faisal Islamic Bank which has approximately 1500 employees across the Sudan. My responsibility is to ensure all HR services and support such as on compensation, training and leadership development, talent development, recruitment, executive coaching, HRIS, payroll administration, benefits, industrial relations and employee relations are all at a high level to ensure success of FIB SUDAN.
• Improved (Focus, Alignment, Collaboration, and Employee Engagement) through the development of the OKR framework at Faisal Islamic Bank (FIB).
• Facilitated Workshops for Heads and branches managers on servant leadership/leadership agility as prerequisite to instilling the culture of empowerment and facilitation of team work and building the capability of aligned autonomy around business outcomes. (From top down / command and control to people empowerment and facilitation - a must mindset to deploy the OKR framework).
• Coached agile teams (Mobile App, Customer related processes) in the development of their OKRs.
• Improved the administrative efficacy of the HR department by introducing Odoo as Human Resource Management System (HRMS) in which all standardized HR processed has been automated HR functions (eg: compensation and benefits) integrated with core bank and attendance systems.
• Assessed more than 90 branch/operation managers using the ProfileXT psychometric tests followed with panel interviews for the purpose of identifying high potentials, self-development, and succession planning.
• Co-facilitated Self-Development workshops for more than 50 employees with master degrees enabling their continuous development as a non-traditional approach to staff development.
• Assessed more than 90 branch/operation managers using the ProfileXT psychometric tests followed with panel interviews for the purpose of identifying high potentials, self-development, and succession planning.
• Replaced the grading salary structure with a simple, flexible, and practical structure that based on the philosophy of “market-based pay” for the purpose of positioning the bank as an employer of choice and improving its ability to attract, recognize, and retain talents.
• Collaborated with department heads (eg: branches, Quality, IT, Treasury, and Financial Institutions) on the design of structures, internal posting of career advancement opportunities (ie: vacancies) and selection; as a result, 5 high potential employees promoted to branch managers and more than 40 employees promoted to intermediate and advance levels.
• Optimized taxation cost (income tax) by 12 million SDG per year to be paid by targeted managers instead of being paid by FIB.
-
.
Promoted to fulfill a broad range of HR functions, including HRIS, Personnel Management, Compensation & Benefits, Training & Development, Leadership Development and OD in general.
Key Results:
" Developed and implemented with my enlarged training team (also taking responsibility for Sales and Customer Care training teams) our strategic program named HR for All which is an integrated, aligned, innovative and business focused approach to redefining how HR work is done within the company so that it helps Zain Sudan deliver on promises made to customers, investors, and other stakeholders.
" Founder of the first unique service in Middle East and Africa called Employee Service Center which is available 24/7 and enables Zain employees to enquire about HR policies and standardized processes through their Mobiles by dialing (8181) using the technology of Interactive Voice Response (IVR).
" Based on Zain group philosophy to compensation & benefits, played a key role in contact with Hay group on the implementation and communication of the Market Based Pay approach that was introduced during mid 2009.
Responsible for developing training strategies and plans, administrating training budgets, performance management, succession planning & management, talent and leadership development, facilitation and mentoring.
Key Results:
" Contributed to the achievement of the 2006 targets of 1 million new active subs, $700 million in revenues, 58% EBITDA margin, and 51% profit margin by maximizing the return on investment of commercial training programs.
" Administered and monitored a training budget on in excess of $ 3, 0 million a year
" Developed and implemented a Business Ethics and Compliance workshop across all levels of staff;
" Fulfilled successfully the role of project leader in HR Portal to improve the effectiveness of HR processes via web-based technology.
" Defined and managed individual performance plans and KPIs for my direct reports, monitored their performance records, and provided ongoing mentoring and coaching.
" Selected by Zain group to participate with a big team from 23 Zain operators in Middle East and African countries employed over 13, 000 employees and served 72.5 million active customers; we developed a powerful performance management system called Zain Dialogue based on its three pillars of Leadership, Dialogue and Work planning;
" Based on Zain group strategy to leadership development, facilitated leadership and management workshops as a Certified and Licensed Facilitator of the Zenger/ Folkman programs called Extraordinary Leader and the Effective Manager for more than 30 managers and senior executives and these workshops were based on 360 degree survey done on participants;
Key Results:
Conducted Information Technology classes in the different disciplines like computer applications in business, mathematics and HRM for more than 500 students.
Used effective classroom management techniques
Motivated students through an active learning environment.
Encouraged students to conduct researches in the different topics of information technology and to share their findings with classmates as an interactive learning technique.
Prepared Final, Mid-Team exams and final scores in coordination with CMC examinations office.
Analyzed and developed customized software programs like Accounting and stock control systems for small and mid-size companies in Sudan using SQL Server and Visual Basic programming language.
SHRM Senior Certified Professional (SHRM-SCP)
4 Semesters (24 courses)
CGPA: 3.7/4.0
