Group HR Manager
Confidential (KSA, Oman & Egypt)
Total years of experience :18 years, 1 Months
As the leader overseeing the strategic and operational facets of the HR department for the entire group, I have been instrumental in driving key initiatives, including:
Total Rewards & Compensation: Developing competitive pay scales and salary structures to attract top talent while maintaining cost-efficiency.
Organizational Development: Cultivating a progressive culture and leading change management efforts to enhance overall effectiveness.
Performance Management: Spearheading performance evaluations and crafting initiatives for talent growth and succession planning.
- Guide business leaders in day-to-day performance management, providing coaching, counseling, career development, and people management support.
Talent Acquisition: Implementing robust strategies for talent acquisition and seamless succession planning.
- Oversee the entire recruitment process in collaboration with business leaders, ensuring seamless execution from sourcing to onboarding.
Learning & Development: Promoting continuous learning through tailored programs that align with organizational goals.
HR Business Partnership: Nurturing strategic relationships with business units to optimize workforce planning and harness HR analytics.
- Develop and maintain a high-level dashboard displaying key HR metrics and KPI tracking, providing transparency to the top management and board for informed decision-making.
People Strategy & Policies: Formulating and refining a people-centric strategy and HR policies that align seamlessly with the business.
- Regularly review and maintain HR and people policies, staying updated with the latest HR trends, technologies, and local regulations to ensure compliance.
Retention Strategies: Developing targeted retention plans to preserve top talent within the organization.
Employee Engagement: Enhancing employee engagement and motivation through innovative programs.
- Drive employee productivity and engagement initiatives, fostering a culture of continuous development and high performance within the organization.
Compliance & HR Audit: Ensuring strict HR compliance standards across various countries and business units.
- Handle various employee issues, including grievances, performance improvement plans, warning letters, and objective setting, ensuring fair and consistent resolution.
Resource Management:
Enhance HR practices and meet training programs requirements to integrate workforce development and establish a support corporate mandate.
Work closely with Staffing Consultant, Hiring Managers to develop & execute recruiting strategies and provide a qualified candidate pool that supports the engagements.
Make efficient utilization of networking opportunities such as local community groups or professional associations to identify appropriate resources for qualified candidates.
HR Consulting:
Develop and implement a clear people strategy for the organization, ensuring that services are delivered effectively through all core Human Resource components
Provide fruitful human capital advice with a focus to maximize the value of HR endeavors and help business as a whole.
Participate in Recruitment forecasting, Process Mapping, Reporting & Audits and Compliance Tracking while delivering end-to-end recruitment solutions.
Compensation, Benefits and Payroll:
Manage a spectrum of activities spanning compensation, payroll, salary negotiations and develop the compensation & benefits systems that fit the company’s HR responsibilities.
Oversee the salary negotiation and timely preparation of salary structure for new recruits.
Monitor rewards, compensation and benefits, performance, planning, salary structure and grading.
Capacity Planning & Forecasting:
Formulate and benchmark functional best practices to meet present and future goals organization while managing the entire gamut of key activities related to social insurance.
Anticipate major issues & high-impact needs of resource planning while directing the strategy of HR operations of a large/segmented sourcing team.
Strategic HR Leadership:
Evaluate business unit data and HR metrics to define solutions and streamline HR processes, and programs.
Mentor corporate HR and OD specialists on the best practices for organizational design and development by recommending and implementing CIPD guides to reduce the impact of the COVID-19 pandemic on organization and employees.
Implement the initiative using robust change management practices by focusing on communication, stakeholder involvement, and evaluation metrics.
Drive organizational business by undertaking strategic meetings with senior-level business leaders and stakeholders.
Work closely with top management on HR issues including HR planning, compensation, disciplinary actions and more.
Talent Management & OD:
Plan, manage and provide continuous improvement to all business aspects through HR initiatives.
Enable Leadership Team to establish a talent management agenda which underpins and supports the delivery of the business goals.
Identify the best-fit intervention to the gap identified including
Human process interventions (coaching, mentoring, training, group work),
Techno-structural interventions (business process re-engineering (BPR), outsourcing)
HR interventions (performance management, reward and motivation, employee surveys, psychometrics)
Strategic interventions (business planning, cultural change, transformation programmes).
HR Policy Management, Compliances & OD Analytics:
Contribute to the strategic and operational gaps analysis using diagnostic tools and organizational design frameworks to analyse the situation - ISO, Force Field Analysis, McKinsey 7s Model.
Ensure compliance with company policies and procedures providing solutions, and resolving issues as challenges arise.
Provide recommendations on current organization structure while driving strategic HR interventions and regulatory norms.
Conduct the organizational review and analysis to identify the development needs; strategy development, policies, operations and practices - future state analysis, SWOT, PESTLE and quantitative performance targets.
Advise workforce on career progression roadmap and successful PDPs towards personal career development and greater workplace achievements.
Core Competencies: HR Operations | Change Management | HR Policies | Training Needs Analysis | HR Service Delivery | Talent Management Programs | HR Database Management | Compensation & Benefits | Grading Structures | Payroll | Recruitment
HR Operations
Managed HR operations by implementing strategic business insights aligned with HR policies and employment laws & regulations.
Managed the change and advised the top management on the key initiatives and processes to handle any change successfully.
Reviewed and developed existing workflow, performance appraisal, Organization Chart, JDs, File system and audit HR operations.
Maintained the annual turnover rates among the acceptable ranges and developed processes and plans to enhance and increase the levels of employees' retention and engagement.
Efficiently cooperated with business and corporate leaders to establish communication, training and change plans to support performance management and talent programs; follow all the legal and data protection policies.
Formulated administrative circulars, management decisions and Board of Directors internal communications in Arabic and English.
Assessed needs to evaluate gaps in GPPC talent and talent processes/ systems; managed the health issues and medical referrals.
Strategic Planning
Applied strategic workforce planning strategies using CIPD interactive tools, data analytics and techniques to create a framework and build models and planning scenarios.
Analysed HC trends and formulated reporting methods (Dashboard, Visualization) for leadership for the decision-making process.
Led
o Strategic workforce planning process for data sources, HR Analytics, key human capital metrics and HC trends.
o Workforce scenario-planning process, framework implementation and manage the Succession Planning process.
o Talent management programs based on input from needs assessment in partnership with business leaders.
Compensation & Benefits
Reviewed the existing reward structure (Grading, bonuses, benefits, incentives and other allowances) and proposed/ performed updates and significant changes after conducting the regular market research and job evaluation.
Prepared the annual Reward proposals using the HR internal metrics and analytics.
Supported salary bench-marking and research on labour market trends to ensure the competitive advantage among the market.
Controlled the employees' leaves and their compensatory off days; Established continuous process improvement to increase customer service excellence.
Core Competencies: Administration Management | Employee Relationship Management | Talent Management | Salary Structures & Rewards | Recruitment Strategy | Training Management
Played a key role as a Business Development Advisor; supported management in detecting development requirements and initiatives to reach the strategic objectives and increase productivity.
Prearranged and executed recruitment programs, preserved records of annual expenditures and created pre-screening questions for all hiring managers and obtained all the approvals.
Partner with stakeholders and senior managers to evaluate recruitment goals and create appropriate short, medium & long-term sourcing strategies
Generated the professional recruitment plans according to business needs, identified suitable candidates, selected all applicants and recommended hiring to departments.
Supervised the Admin Department about the internal procurement, materials transfer, payment requests, incoming/ outgoing communications, workers' safety materials, reservations, and subcontractors’ Compensation Insurance Policy.
Directed the Administrative & HR team and PROs team; organized all the immigration flow activities about the visas issuance, renewals, cancellations, ministries dealings, and the E-Gov Hukoomi tasks online.
Handled end to end communication for the payroll issues with employees and corresponded with management to assess all the staff performance; executed regular audit on data and resolved all the human resource issues.
*Activities: E-Waste Management, Hazardous Waste Shipping, Manufacturing Degradable Plastic Bags, Petroleum Waste Oil Recycling, Waste Bins Supplier, Waste Management solutions.
Achieved various staffing goals across all levels within multiple business units; liaised and coordinated with the respective hiring managers and the candidates to ensure the appropriateness and timeliness of the recruitment processes, as well as followed and reported all the key metrics planned to measure and anticipate all the staffing activities.
• Effectively performed all HR & Administrative tasks regarding manpower recruitment and talent acquisition; support in employees welfare, recruitment cost reduction, internal admin control, and productivity enhancement.
• Adroitly managed all the stages of recruitment, such as defining hiring management requirements and posting available positions till the preparation of job offers and employment decisions; evaluated the employment-related data.
• Directed the reference and background checks on all job applicants; established strategic initiatives to recruit various talent in a multi-site organization and generated Employment Marketing Strategies to appeal passive job hunters.
Job Responsibilities Summary :
- Handled & Managed all the HR & ADMIN tasks with regards to manpower recruitment, talent acquisition, assisted in workforce planning, employees welfare and compensation and benefits, recruitment cost reduction, internal admin control, and productivity enhancement.
- Handled all the Admin & HR tasks and controlled all the immigration flow activities regarding the visas issuance, renewals, cancellations, ministries dealings, & E-Gov tasks online.
Handled recruitment and training of staff, established and monitored goals, conducted performance reviews and administered salaries for staff.
Managed payroll data and processing for employees to comply with predetermined company guidelines.
Scouted relevant profiles for filing postings through active utilization of job portals, tracking system, LinkedIn, and social media.
Spearheaded phone screening, scheduling, offer negotiations, on-boarding and management of hiring for several locations.
Job Responsibilities Summary :
Effectively implemented the HR policies, systems & procedures for the HR operations and development.
Maintained the Entire Employee Life cycle from Hiring to Termination and established a conducive work culture in an organization.
Handled the end to end payroll process, leave management, confirmations, transfers and HR policy design.
English Accounting
