HR Business Partner (Industrial Sector)
Alwatania Poultry
Total years of experience :10 years, 0 Months
1 - Participate with the company leadership team to plan the company projects. 2 - Participate with Industrial Sector directors to set the design the departments objective and its review plan.
3 - Consult with line management and provide daily HR guidance.
4 - Resolve complex employee relations issues and address grievances.
5 - Work closely with management and employees to improve work relationships, build morale and increase productivity and retention.
6 - Provide strategic and day-to-day leadership to drive the delivery of the business HR plans.
7 - build strong talent pipelines by creating Employer branding Campaign .
8 - Utilize strategic workforce planning to forecast and plan pipelines of talents. 9 - Managing all Performance management Process for Industrial sector with developing the KPIs metrics.
10 - Set a new KPIs metrics for HR team in Industrial Sector.
11 - Monitor training programs to ensure that training objectives are met. 12 - Analyze and modify compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements.
13 - Preparing the external and internal training plans for the industrial Sector based on the output of TNA Process.
14 - Plan and conduct the onboarding Program across Industrial Sector to foster positive attitude toward organizational objectives.
15 - Attend various external audits (ISO audits for certification or renewal / customer reviews...).
NOTE : I was hired by JobMaster to join the HR team who leading a transformation
and change management inside Rich bake Group Project .
1 - Diagnose potential organizational problem areas and select appropriate
intervention .
2 - lead all OD initiatives by Analyzing trends and metrics in partnership with other
HR teams in order to develop and enhance solutions, processes, and programs that
address current problems and also to avoid future ones.
3- Create competency model with the establishment of a new performance
appraisal system through the adoption of a 70/30 scoring system.
4 - Create Talent acquisition strategy, succession planning and employer branding
campaigns
5 - create TNA then recommend training and development systems and evaluate
the outcomes .
6 - Participate to install new HRIS .
7 - Redesign the Salary structure by linking salaries to the performance
management system.
8 - Deliver outstanding relationship management to employee and managers.
9 - coach and enable managers in the business to deal effectively with complex
people issues having taken a risk based approach within the commercial context.
10 - Provide guidance and direction to employees with emphasis on maintaining a
high performing work environment.
11 - Ensures HR practices are aligned with business needs and makes
recommendations to Top Management when changes are appropriate.
12 - Recruit manager-level positions across all Factories and HQ.
1 - Developed yearly strategic human resources plan for with the leadership team for
the MORI CO . Aligned plan with the overall company’s goals and mission.
2 - Conducted job description revisions and updates on nearly 200 positions over 4
departments in headquarters.
3 - Contributed to the increase in annual sales of 15% by developing performance
appraisal program and conducting performance evaluations and feedback sessions.
Awarded Annual Outstanding Employee for contributions to the project.
4 - Enhanced sales team moral and controlled labor cost by analyzing monthly and
yearly salary data, implementing and creating seasonal bonus plan and benefit plan
with sales managers.
5 - Recruited manager-level and above positions. Monitored turnover rate and
performance across the whole branch to plan succession of key positions, which
resulted in 100% position fulfillment rate during the year.
6 - Delivered training and team building activities to help disseminate new cultural
values embodied in the company’s new strategic plan.
1. Create Job Description .
2. Lead the creation of a recruiting and interviewing plan for each open position .
3. Efficiently and effectively fill open positions.
4. Conduct regular follow-up with managers to determine the effectiveness of recruiting plans and implementation.
5. Develop a pool of qualified candidates in advance of need.
6. Research and recommend new sources for active and passive candidate recruiting.
7. Build networks to find qualified passive candidates.
8. Post openings in newspaper advertisements, with professional organizations, and in other position appropriate venues.
9. Improve the company website recruiting page to assist in recruiting positions to appropriate Internet sources.
10. Research new ways of using the Internet for recruitment.
11. Use social and professional networking sites to identify and source candidates.
12. Key member in the workforce planning & budgeting
1 - Facilitating human resources processes
2 - Administering employee health and welfare plans
3 - Acting as a liaison between employees and insurance providers
4 - Resolving benefits-related problems
5 - Ensuring the effective utilization of plans related to HR programs and services
6 - Answering employee requests and questions
7 - Assisting with new employee hiring processes
8 - Reconciling benefits statements
9 - Conducting audits of payroll, benefits, and other HR programs, and recommending corrective actions
10 - Assisting with the performance review and termination processes
11 - Assisting with the recruitment and interview processes