HR Director
SAHL Human Resources
Total years of experience :18 years, 10 Months
• Analyzing customer needs through HR audit.
• Preparing the technical offer for the project according to the client's needs.
• Choosing the work team and assigning roles to them according to the plan
• Choosing a project leader.
• General supervision of the design of the appropriate organizational structure for the institution.
• General supervision of the job analysis process and the formulation of the job description, a professional formulation that suits the industry and culture of the organization.
• Overlook of the design of performance indicators KPIs and functional objectives goals.
• Designing a competency system and defining and formulating their own definitions and levels.
• Conducting a job evaluation process to determine all job requirements such as wages and benefits and to determine appropriate payment methods.
• Grading system design.
• Overlook of the recruitment process on the basis of competence CBR starting from the job announcement until the initial interviews and making sure that work is done in a manner CBI and designing CBI sheet.
• Final interview procedures for selection.
• Overlook of the induction process for new employee’s engagement program.
• Design performance management system that ensures high and sustainable performance in the most professional manner in the world.
• Designing a performance appraisal system.
• Overlook of the training needs analysis process TNA.
• Overlook of the process of designing training objectives.
• Overlook of the process of designing training programs and plans.
• Designing a talent management program with the aim of discovering and developing talented people.
• Designing a succession program and providing permanent alternatives.
• Calculating return on investment ROI.
= Provide HR service and support to the employees. Cultivate and maintain a harmonious and trust culture between management and employees within the organization.
= Build up and maintain a close relationship with internal and external clients to ensure that business needs are taken into consideration in developing HR initiatives and HR standards; ensure procedures are fully understood and implemented in both outsourced and support areas.
= Provide coaching to employees and management; articulate and present HR concepts and tools to groups of employees, encouraging and supporting an employee-oriented high-performance culture.
= Take ownership for initiatives and projects as assigned based on organizational needs for area of responsibility.
= Recommend, implement and update guidelines and policies in order to ensure relevant HR services and consistent standards of employment.
= Challenge current processes (policies, structure, etc.) and status quo; think outside of the box in terms of solutions; proactively contact regional HR teams for advice and solutions that are aligned with the team across regions.
= Work closely with Management in structuring and developing their respective teams and support agreed action plans.
= Manage massive recruitment process of all positions or internal / external requests.
= Managing mobility of new international hires.
= Manage personnel planning, annual salary rounds and promotions/salary adjustments for defined areas in accordance with company processes.
= Drive the implementation of Personnel & Management Development tools and concepts.
= Work on improving the HR processes.
= Advising the management team on issues related to employee relations, labor relations, dispute resolution, labor policy and other areas of responsibility.
= Providing strategic direction for the employee relations component of the overall management of the company.
= Managing compensation and benefits through the direction of its process and methodology.
= Maintains responsibility for organization compliance with all government and local legislation pertaining to all personnel matters.
= Communicates changes in the organization's personnel policies and procedures and ensures that proper compliance is followed.
= Assists executive management in the annual review, preparation and administration of the organization's wage program.
• Leading the change process in the company.
• Identify, analyze and develop an organization culture and design all necessary policies and procedures.
• Redesign all organization departments and design work plan to implement an organization vision and Objectives.
• Design and manage the implementation of recruitment and selection program CBR to meet an organization needs.
• Conduct the selection process CBI with high professionalism.
• Designing competency Model and KPIs.
• Design of salary structure with points system.
• Design integrated performance appraizal and management system PMS to ensure high and sustainable performance and supervision the implementation and provide support.
• Ensuring that the performance of all departments is moving towards achieving the company's goals and objectives.
• Preparing training needs assessment TNA in effective ways
• Design training programs and plans to fill the gaps and develop them in different ways.
• Direct supervision of research and development R&D, OD.
• Implement the HR plans ensuring alignment with company strategies and priorities.
= Develop and implement HR strategies and initiatives aligned with the overall business strategy.
= Maintains the work structure by updating job requirements and job descriptions for all positions.
= Recruits, interviews, test employees to fill vacant positions
administers employees pay and benefits.
= Oversee and manage a performance appraisal system that drives high performance.
= Maintains management guidelines by preparing, updating, and recommending human resource policies and procedures.
= Manage the onboarding process- Plans and conducts new employee orientation to foster positive attitude toward Company goals.
= Manage the offboarding process and procedures.
= Manage employee relations and advises management in appropriate resolution of employee relations issues.
= Manage government relations and Identifies legal requirements and government regulations affecting human resources functions and ensures policies, procedures, and reporting are in compliance.
= Develops and maintains a human resources system that meets top management information needs.
= Assess training needs to apply and monitor training programs
Prepares budget of human resources operations.
= Developing organization strategies by identifying and researching human resources issues; contributing information, analysis, and recommendations to organization strategic thinking and direction; establishing human resources objectives in line with organizational objectives.
= Implementing human resources strategies by establishing department accountabilities, including talent acquisition, staffing, employment processing, compensation, training and development, succession planning, employee relations and retention.
= Managing human resources operations by recruiting, selecting, orienting, training, coaching, counseling, and disciplining staff; planning, monitoring, appraising, and reviewing staff job contributions; maintaining compensation; determining production, productivity, quality, and customer-service strategies; designing systems; accumulating resources; resolving problems; implementing change.
= Supporting management by providing human resources advice, counsel, and decisions; analyzing information and applications.
Guides management and employee actions by researching, developing, writing, and updating policies, procedures, methods, and guidelines; communicating and enforcing organization values.
= Designing and developing innovative and high affect talent management programs and processes to improve the depth and diverseness of talents.
= Providing proficient consultation on all phases of talent management such as succession management, assessment, talent pipelines, selection processes and so on.
= Collaborating with business leaders to develop and execute an incorporated approach to development, learning and talent management.
= Designing and implementing pioneering learning programs that develop and support the talent of the company.
= Working with managers to assess development needs, performing gap analysis, designing and leading programs that build people management and leadership skills and capabilities.
= Managing new hire orientation and onboarding experiences for new employees is an essential responsibility for talent development managers.
= Helps to identify high potential individuals, determine work abilities, and professional support needed to engage and retain new talent.
= Utilize leadership development strategies, tools, and processes to identify learning needs and employee competencies.
= Evaluating talent helps talent development managers identify employee readiness, talent gaps, and retention risks.
= Establishing ways to measure the total effectiveness of all learning and development.
= Keep a comprehensive and sustainable employee engagement strategy.
= Develop new and innovative ways to engage with employees including seeking and acting on their feedback to identify the most effective methods.
still study Executive MBA in HR management
Mini MBA in Human Resources Management Certified By HRCI
Mini MBA in General Managment
دراسات عليا لمدة سنتين في ادارة الاعمال
حاصل بفضل الله علي ليسانس في تفسير القرآن الكريم وقد انعكس ذلك بشكل قوي علي دراستي للموارد البشرية مما جعلني اصمم منهجا علميا رائعا يتحدث عن الموارد البشرية في الاسلام
