Sr. Human Resources & Administration Manager
Boodai Trading Company
مجموع سنوات الخبرة :20 years, 0 أشهر
• Bridging management and employee relations by addressing demands, grievances, or other issues.
• Develop and monitor overall HR strategies, systems, tactics, and procedures across the organization.
• Oversee and manage a performance appraisal system that drives high performance
• Analyzes trends in compensation and benefits; researches and proposes competitive base and incentive pay programs to ensure the organization attracts and retains top talent.
• Conduct salary survey whenever needed and suggest improvements on current salary structure to keep the company competitive and attractive to top talent.
• Report to management and provide decision support through HR metrics
• Ensure legal compliance throughout human resource management.
• Maintains compliance with government and local employment laws and regulations and recommended best practices; reviews policies and practices to maintain compliance.
• Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.
• Maintaining and revising the company’s handbook on policies and procedures
• Perform job analysis whenever needed and suggest improvement and/or changes.
• Track manpower requirements through constant interaction with Department Heads
• Responsible for end-to-end recruitment and talent acquisition.
• Manage end to end payroll activities such as on-boarding, off-boarding, overtime, end of service payment, commission payment, bonus scheme and social security.
• Ensure Payroll accurate and timely monthly, quarterly, and year-end close.
• Manage the ERP system/ Oracle and ensure that the system is fully functional.
• Manage government services and government relations including residency, work permit, visa issuing, absconding, residency cancelation, license renewal, follow up with various ministries.
•Acts as a strategic partner, by designing efficient HR practices in line with the overall company’s strategy
•Supports current and future business needs through the development of the HR function, in line with modern market trends
•Revisits the existing HR Policies & Procedures, HR forms, Employee Handbook, Orientation Programs, JDs, workflows and redesigns processes
•Conducts Job analysis program for all defined roles in the organization
•Reviews current automated HR functional processes to improve workflow and recommend new ideas based on expertise and knowledge
•Assists in reviewing, designing, implementing and managing salary scale
•Develops compensation and benefits strategies, policies and procedures, salary scales and pool of financial and non-financial benefit programs and monitors their effectiveness
•Compiles data collection tools/job evaluations to participate in salary surveys and reviews alignment of the compensation and benefits scheme with the desired market positioning
•Conducts analysis of compensation and benefits within the company
•Develops and monitors bonus, commission and incentive schemes
•Develops and manages the manpower plans & budgets in line with the organizational priorities and business plans
•Ensures that the recruitment team is using the best method to source candidates, and keeps records of potential CVs, and maintains a recruitment tracker
•Oversees the learning and development function
•Ensures that the learning and development team is up to the expected level in delivering soft skills training, and utilizing the training time efficiently
•Ensures that the future training needs of the company is considered with the yearly training plan
•Undertakes Employee engagement programs and contributes in employee retention
•Oversees the payroll function and ensures that payroll run is accurate and in timely manner
•Ensures that all information related to payroll and employee data is updated and communicated in a timely and accurate manner.
• Manage complex employee relations casework including dispute resolutions, disciplinarians, grievances, absence, retirement and redundancy.
• Apply HR and business knowledge evidencing appropriate decision making skills.
• Advise managers on the terms and conditions of employment and knowledge share best practice with them.
• Implement learning and development policy.
• Provide first line advice on current and existing benefits for employees and managers.
• Support talent and succession planning strategy.
• Drive alignment between HR strategy and business goals.
• Participate in the implementation of specific projects, procedures and guidelines to help align the workforce with the strategic goals of the organization.
• Support change management processes.
• Advise business leaders with Kuwaitization agenda by aligning ministry law with recruitment strategy.
Run stay interview with employees to understand their needs and communicate result to business leaders with proper action plans.
• Run career coaching sessions for fresh graduate to better understand the business and their career development.
•Product Development.
•Responsible of procuration and manage IPM certification in Kuwait with association of Missouri State University.
•Responsible of procuration and manage IBDL certification in Kuwait with association with International Business Driving Licenses Foundation.
•Evaluate new partnership and affiliation with international training body's
•Recruiting Trainers and consultants.
•Supervise and evaluate trainer's performance.
•Keeping training materials up to date.
•Working in a team to produce programs that are satisfactory to all relevant parties.
•Ensuring that statutory training requirements are met.
•Make training plan monthly, quarterly.
•Amending and revising programs as necessary, in order to adapt to the changes that occur in the market.
•Organize and manage approved training plan.
•Evaluating training and development programs.
•Design “development way” for each position.
•Communicate career development to all employees.
Check competency of each employee as •requirements
•Develop testing, evaluation & assessments procedures.
•Considering the costs of planned programs.
•Pricing and budgeting large contractual programs (KPC, National guards. etc.)
•Assist centralized HR department in center legal paper renewal.
•Make sure Center is following PAAET rules
•Assist sales department is presentation regarding training products.
•Assist legal department in reviewing legal contracts related to new partnership.
•Assist Accounting department in invoices and costing.
•Assist center manager in yearly budgeting.
•Main designer and responsible for Pitman Training CRM system.
•Key contact person in all center purchasing.
•Manage all Social Media channels.
Courses Conducted and Delivery:
Supervisory Skills
Human Resource Management
Manual Payroll
Stress management
Interviewing Techniques
Training Need Analysis
Business Ethics
Communication Skills
Time Management,
Presentation Skills
Principles of Management
Office Procedures
Professional Receptionist and Telephone Etiquette
Business Writing Skills
Report Writing Skills
Arranging Meetings and Minute Taking
Teaching Microsoft Office (2000, 2003).
Teaching Management courses.
Preparing Trainer schedule.
Preparing Exams.
Lesson Planning.
Supervision of management team
Banking and Financial Management degree.