HR&OD Manager
Imseeh Group
Total years of experience :18 years, 7 Months
Strategic business partner and senior operations team member collaborating with senior management (Board Members) on long term workforce planning, compensation and benefits and performance management and employee well-being thereby steering the organization towards development and growth.
Key areas
1. Develop and implement HR strategies and initiatives aligned with the overall business strategy.
2. Bridge management and employee relations by addressing demands, grievances or other issues.
3. Manage the recruitment and selection process.
4. Support current and future business needs through the development, engagement, motivation and
preservation of human capital.
5. Develop and monitor overall HR strategies, system, tactics and procedures across the organization.
6. Nurture a positive work environment.
7. Maintain pay plan and benefits program.
8. Assess training needs to apply and monitor training programs.
9. Report to management and provide decision support through HR metrics.
10. Ensure legal compliance through human resource management.
11. Responsible for overseeing the administrative functions of the organization.
12. Recruit new employees according to specifications set out in a strategic plan.
13. Onboarding, handling procedures concerning the hiring and training of new employees.
Strategic business partner and senior operations team member collaborating with senior management (C-class) on long term workforce planning, compensation and benefits and performance management and employee well-being thereby steering the organization towards development and growth.
Key areas
1. Head HR team in implementing, managing, reviewing and updating the policies, systems and practices \{workforce planning, resourcing (including job evaluation and workload allocation) and talent acquisition (all stages including contracts), employee relations including capability, disciplinary, grievance, and sickness absence policy and procedures, and keeping abreast of changes in employment law and decisions made by Qatar government\} are fit for purpose, fully compliant with laws and regulations and are aligned with the People and Culture Strategy and organisational goals.
2. Extricate current and future business needs through talent acquisition, development, empowerment and retention of human capital.
3. Manage and review performance management/appraisal system and provide training to line-managers on the same to ensure high performance and shaping up the culture of the organization so that it supports the attainment of the business goals of IAT Group and promotes employee satisfaction.
4. Implement compensation and benefits program and conduct periodic analysis of the same to ensure its effectiveness in delivering the desired result.
5. Optimize development and delivery of Learning and Development (L&D) initiatives - including assessing L&D needs, applying L&D and induction programs that are aligned with succession planning and career development initiatives.
6. Integrate Senior Operational Management team in the development of robust approaches towards the employee empowerment and engagement at all levels.
7. Brainstorm constructively decisions which are not in the organization’s interest
8. Ensure that the senior HR professional has a strong understanding of the context of change; oversee and
coach them as and when required.
9. Provide leadership to all members of the HR team to reinforce their commitment in achieving HR Vision by
delivering HR Team’s objectives.
10. Decipher internal HR audits to ensure employee files, policies and procedures are up to date.
Senior HR position assigned with the task of orchestrating efficient and effective human resource management by addressing recruitment and selection, payroll and employee relations.
Key areas
1- Responsible for entire HR function of the company.
2- Manage entire recruitment and selection of candidates including sourcing strategy and interviewing.
3- Act as bridge between management and staffs of the organization by being employee champion.
4- Perform analysis of various HR reports including attrition, absence, compensation, overtime costs, headcount
and recruitment costs.
5- Responsible for development and delivery of HR policies and procedures, employee manual and employee
induction program.
6- Interpreting and advising on employment legislation.
7- Design and implementation of a company-wide performance management system.
8- Mentor, motivate and train HR staffs on HR related issues and necessary documentation.
HR operational position delegated with the task of dealing with all of recruitment, maintaining employee records, drafting job descriptions, coordinate training activities, provide labour law and company policy guidelines to line managers and staffs.
Key areas
1. Maintain up to date record of start scheduling in various units in order to facilitate staff movement.
2. Provide policy guidelines and assistance on personnel matters relating to recruitment and dismissal of staff.
3. Maintain a standard system for all appointment letters, contracts, tiling, bookkeeping and inventory.
4. Conduct wage and salary surveys to assess the market situation and advise the units on appropriate changes.
5. Keep all job descriptions, salary grades and employee appraisals up to date.
6. Maintain the requisite procedures for contracting with expatriate stall, work permits, residence permits. And
entry & exit visas, salaries as well as dealing with governmental authorities.
7. Maintain good working relationships and liaison with the labor department.
8. Follow up on labor laws and legalization and at the same tune keep all units informed of any changes.
9. Advice various units concerning the operating licenses to be maintained and keep a record of them assist in
establishing procedures when needed.
10. Advise and assist in case of disciplinary action to be taken.
11. Suggest staff welfare and incentive schemes to increase productivity and enhance staff motivation there by
achieving good employee / employer relationship.
12. Coordinate with department heads on staff development matters: suggest training programs.
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