HR Director
Mustasharak Medical Hospital
Total des années d'expérience :21 years, 0 Mois
Responsible for;
Talent acquisition and management
Organization Development
Employee relations
Training and Development
Compensation and benefit administration
HR Operations
Change Management
Managing the recruitment for the project
Managing the HR operations of project staff
Managing all HR administrative affairs of university
Recruitment and Selection
• Ensuring that proper Manpower planning process is undertaken around the group.
• Visiting various countries like Egypt, India and Philippines to arrange manpower
• Preparing positions’ profiles for each vacancy based on the job description.
• Standardizing all HR recruitment functions, procedures & practices group wise.
• Ensuring to undertake a Job analysis process once needed to justify the group vacancies.
• Monitoring Visas issuance and usage, branches visas allocation and issuance as per the set annual plan in this regard.
• Developing & improving the HR recruitment Audit function group wise.
• Ensuring that HRD uses the internal search tool as a method for attracting applicants to apply for vacancies within the group to be used as a method for promotion from within.
Employee Relation/Engagement
• Developing a relationship with all Managers as Business partner to respond to Change Management effectively and develop leadership skills.
• Coaching and mentoring various line managers to improve the performance in cohesion with organization goals and objectives.
• Ensuring that SGHG does have a competitive and market driven compensation and benefit scales for all categories and all levels to reach 85% of internal and external equality among staff.
• Ensuring to undertake 3 - 4 staff surveys per category, nationality, and gender annually to extract staff needs for the types of recreation and motivation schemes they are expecting and will add value for them at all group branches and subsidiaries.
• Ensuring that quarter staff satisfaction survey and grand staff meetings are held to gain staff satisfaction pulse with an announced action plan to overcome any barriers against gaining the 65% satisfaction level at any given time to run a random survey at all group branches and subsidiaries.
Performance management
• Ensuring that each staff performance is measured evaluated and enhanced based on IDP & ADP that is relevant to the departmental objectives and pre discussed between the staff and Department Head (contractual agreement for goals and outcomes) group wise.
• With solid coordination with the branch performance management specialists; Ensuring that a quarter staff dashboard and annual performance appraisals reports have been completely undertaken for all staff group wise.
• Standardizing all HR performance management functions, procedures & practices group wise through Communication & Performance Consultancy group wise.
Training & Development
• Ensuring the undertaking of the Training Needs Assessment exercise to extract the actual needs from staff and concerned Department Heads for developing the training plan at all group branches and subsidiaries.
• Ensuring to develop training and development budget and ensure allocation of financial resources through systemized and legitimate paths accordingly at all group branches and subsidiaries.
Job Analysis & Design
• Ensuring proper staffing standards at group level by suggesting certain criterion keeping
• in view the standards and JDs.
• Ensuring that the JDs are in line with MBOs and job requirements.
Staff motivation & retention
• Ensuring to plan and execute various exercises at group level for motivation / retention of employees
• Managing “Open House Sessions” with employees to address various concerns of the employees.
Compensation & Benefit Administration
• Managing payroll of almost 1000 staff
• Implementing and managing salary scale
• Implementing group bonus & incentive program
Succession planning
• Ensuing the availability of proper comprehensive succession plan against all key positions
• Developing and announcing a clear carrier path and succession planning charts for each position based on position profile, competencies, mapping and credentials.
• Coordinating and implementing policy regarding human resources activities, such as recruitment, compensation, benefits, training, employee relations, and performance management.
• Developing a relationship with all Managers as Business partner to respond to Change Management effectively and develop leadership skills.
• Coaching and mentoring various line managers to improve the performance in cohesion with organization goals and objectives.
• Administering compensation, benefits and performance management systems, and safety and recreation programs.
• Advising managers on organizational policy matters such as equal employment opportunity and recommend needed changes.
• Performing difficult staffing duties, including dealing with understaffing, refereeing disputes, firing employees, and administering disciplinary procedures.
• Providing current and prospective employees with information about policies, job duties, working conditions, wages, and opportunities for promotion and employee benefits.
• Serving as a link between management and employees by handling questions, interpreting and administering contracts and helping resolve work-related problems.
• Identifying staff vacancies and initiating recruiting, interviewing and selecting the applicants.
• Maintaining records and compiling statistical reports concerning personnel-related data such as hires, transfers, performance appraisals, and absenteeism rates.
• Overseeing the evaluation, classification and rating of occupations and job positions.
• Analyzing statistical data and reports to identify and determine causes of personnel problems and developing recommendations for improvement of organization's personnel policies and practices.
• Conducting exit interviews to identify reasons for employee termination.
• Planning, organizing, directing, controlling or coordinating the personnel, training, or labor relations activities of an organization.
• Allocating human resources, ensuring appropriate matches between personnel.
• Developing or administering special projects in areas such as pay equity and employee awards.
• Planning and conducting new employee orientation to foster positive attitude toward organizational objectives.
• Planning, directing, supervising, and coordinating work activities of subordinates and staff relating to employment, compensation, labor relations, and employee relations.
• Preparing personnel forecast to project employment needs.
• Representing organization at personnel-related hearings and investigations.
• Analyzing training needs to design employee development, language training and health and safety programs.
• Preparing and following budgets for personnel operations.
• Providing terminated employees with outplacement or relocation assistance.
• Studying legislation, arbitration decisions, and collective bargaining contracts to assess industry trends.
• Developing, administering and evaluating applicant tests.
• Investigating and reporting on industrial accidents for insurance carriers.
• Contracting with vendors to provide employee services, such as food service, transportation, or relocation service.
• Coordinating and arranging labor union referendum.
• Negotiating bargaining agreements and helping interpret labor contracts.
• Recruitment and Orientation
• Compensation & Benefit Administration
• Employee Welfare
• Industrial Relations
• Investigating and reporting on industrial accidents for insurance carriers.
• Contracting with vendors to provide employee services, such as food service, transportation, or relocation service.
• Coordinating and arranging labor union referendum.
• Handling legal cases regarding employees grievances in the court and Wafaqi Mohtasib
• Training & Development
• Managing payroll
• Handling investigations and managing disciplinary cases
• Updating the HR Data
• HR Administrative Activities
• Performance management
Human Resource Management (Hiring, training and development of personnel, Implementation of HR policies)
Salary & benefit administration
Liaison with Govt. Departments
Managing safety program as “Firefighting Officer”
Managing trainings in & outside factory premises
Managing IR / ER related matters
Managing general office administration
Managing labour contracts (agreement & performance evaluation)
Human Resource Management (Hiring, training and development of personnel, Implementation of HR policies)
Salary & benefit administration
Liaison with Govt. Departments
Managing safety program as “Firefighting Officer”
Managing trainings in & outside factory premises
Managing general office administration
Stood amongst top 10 students through out academic career.