Human Resources Director
IKEA
مجموع سنوات الخبرة :24 years, 6 أشهر
IKEA is about a vision and a business idea. The culture and values. The direction and strategies to create the IKEA offer and develop IKEA for the future. One brand, many companies.
Key responsibilities
Leading the people strategy in Kuwait, Jordan and Morocco; contributing to business performance in all dimensions through people plans. Realising the IKEA direction through people plans with a growth mindset focusing on organisational culture, learning and structure.
ROXANIA Management Group is a leading international project management company that provides integrated project, program, and portfolio management for construction projects.
Key responsibilities
• Leading the Global HR function and the HR projects delivery to clients, 5 HR managers reports and indirect teams of up to 100 across multiple geographies and revenues of up to $50 Mill.
• Strategic human capital planning.
• Organisational development, change management, business transformation, culture change management, restructuring.
• Learning and development programs.
• Employee motivation and morale-building: rewards and recognition programs, retention and loyalty programs.
• Recruitment & selection, succession planning, and onboarding
• Performance management programs.
• Remunerations and benefits frameworks, TAX Management.
• Human resources information systems management (HRIS)Occupational health and safety, employee wellbeing.
• Policies and procedures development, management.
• SOP-standard operation procedures, HR manuals, SLA.
• Industrial relations and employee relations.
• Equal opportunity management.
Boutique 1 is the ultimate fashion and lifestyle destination in the Middle East, housing some of the world’s most coveted designers from around the globe, with 19 stores in the Middle East and more than 300 fashion designers under one roof (3.1 Phillip Lim, Oscar De La Renta, Elie Saab, Alaia, Alexander Mcqueen, Alexander Wang, 120% Linen...etc).
Key responsibilities
• Developed and managed complex teams of 13 direct HR reports and indirect teams of up to 50, supported business environments of up to 1000 employees across multiple geographies and revenues of up to $130M.
• Strategic Business Management & Commercial Acumen.
• Developed HR strategies and aligned talent and organisational objectives.
• Generated key business imperatives in planning, team development and communication.
• Managed the business restructuring including cost saving through HR strategic planning resulting in $1M saving on headcount budget & recruitment fees, visa & legal expenses, staff reallocation & outsourcing, business services and processes re-engineering across the organisation.
• Increased staff turnover rates by 26% through performance management programs & improving employees’ engagement resulting in $600k savings on recruitment, L&D, legal fees and staff turnover costs.
• Reduced recruitment agency expenditure by $300k by utilising alternative recruitment strategies.
• Reduced legal expenses by $150k through enhancing the legal management of ER/IR issues, enhancing employee legal awareness, employee engagement rates, and L&D.
• Partnered operation teams to achieve commercial goals “sales targets and customers’ loyalty”.
• Introduced analysis, business reporting structure and dashboards.
• Managed organisational effectiveness, change management and culture.
• Identified areas of development to surpass on “Customer service” in a luxury environment.
• Managed executive coaching targeting leadership styles to embed organisational values.
• Lead rewards & recognition multi-tier programs targeted engagement, loyalty, retention.
• Learning & development: talent & leadership development, cross-training.
• Policies & procedures, HR manual & employee's handbook, SOP, SLA.
• Developed HRIS including PIMS, and integrated Adrenaline from Oracle.
• Performance management programs: succession planning, high potential leader identification.
• Remunerations & benefits frameworks.
• Recruitment & talent attraction strategies: local and international mass recruitment.
• ER & IR: Employee relations, legal & visa management.
Paris Group merits its position by representing a management profile of over 250 owned fashion boutiques. With a team of more than 4, 000 highly skilled multinational professionals, from around 35 nationalities, an extension of Paris Group Family.
Key responsibilities
• Developed and managed complex teams of 10 direct HR reports and indirect teams of up to 50, supported business environments of up to 2, 000 employees across multiple geographies and revenues of up to $16 Bill. The prime focus of the role was organisational development, management and employee development, employer branding, culture assessment and recommendation against strategic goals.
• Introduced cultural change program & interventions targeting organisational values, training & development, leadership styles, performance management, employee engagement, and employer branding.
• Managed HR costs saving project targeting recruitment strategies, employee retention rates, and L&D.
• Strategic Business Management & Commercial Acumen.
• Developed HR strategies and aligned talent and organisational objectives.
• Generated key business imperatives in planning, team development and communication.
• Introduced analysis, business reporting structure and dashboards.
• Managed organisational effectiveness, change management and culture.
• Identified areas of development to surpass on “Customer service” in a luxury environment.
• Managed executive coaching targeting leadership styles to embed organisational values.
• Lead rewards & recognition multi-tier programs targeted engagement, loyalty, retention.
• Learning & development: talent & leadership development, cross-training.
• Policies & procedures, HR manual & employee's handbook, SOP, SLA.
• Developed HRIS including PIMS, and integrated Adrenaline from Oracle.
• Performance management programs: succession planning, high potential leader identification.
• Remunerations & benefits frameworks.
• Recruitment & talent attraction strategies: local and international mass recruitment.
• ER & IR: Employee relations, legal & visa management.
AKTOR S.A is the largest construction company in Greece, member of ELLAKTOR Group with presence in 12 countries and 60 years of wide expertise in Buildings, Infrastructure, Industrial, Waste Water Treatment, Mining / Quarrying, Facility Management & Project Management - Joint Venture: AKTOR S.A Greece and Al Ahmadiah L.L.C “Sheikh Hasher Al Maktoom” Circa 9, 000 employees in Greece.
Key responsibilities
• Developed and managed complex teams of 12 direct HR reports and indirect teams of up to 50, supporting business environments of up to 3, 000 employees across multiple geographies and revenues of up to $590M. Significant coordination with the headquarters in Greece, reporting to the GM focusing on business relations development, change management, redesigning key industrial instruments.
• Business strategy and HR strategic blue printing and execution.
• Developed HR strategies that resulted in improving the retention rates by 60% and cost savings of $170K.
• Transformed the HR function quality standard to achieve EN ISO 9001: 2000 certification as part of the organisation’s initiative.
• Managed cultural, technological, structural change management projects.
• Managed HRIS development & integration with Oracle.
• Propel business strategies through HR & operational strategies.
• Enhanced efficiencies in talent planning, engagement, and HR service delivery.
• Culture development and change management.
• Analysed opportunities and threats from a HR perspective.
• Lead business strategy and change.
• Executive management counselling and advice.
• Stakeholder management and influence on all levels of the organisation.
• Organisational development and performance management.
• Provided practical solutions to complex HR and leadership issues.
• HRIS critique integration and implementation.
• Recruitment strategy (local and international), manpower planning.
• Performance management, rewards & recognition programs.
• Learning & development.
• ER & IR management, counsel, advocacy and training.
• Employee wellbeing & insurance management.
• Legal and visa management.
• Remunerations & benefits frameworks, payroll management & leave management.
• Succession planning and career mapping.
• Developed and executed Policies & Procedures.
• Carried out a corporate HRIS project to incorporate legal requirements.
• HR administration - EN ISO 9001: 2000.
One of the largest developers in Dubai with real estate ventures span across major growth corridors and prime locations. EN ISO 9001:2000 Certified Company, Circa 5000 employees.
Key responsibilities
• Developed and managed complex teams of 10 direct HR reports and indirect teams of up to 50, supported business environments of up to 1, 000 employees across multiple geographies and revenues of up to $200M. The main objective of this role was to implement the merger of Omega Engineering and Al Deyaar Development and upgrade the existing HR department with its existing processes, policies, procedures & practices within a very short period.
• Introduced international HR measures leading the company through to ISO Certification.
• Successfully executed the merger of the HR Department of Omega Engineering under Al Deyaar Development through integrating the two HR departments.
• Organisational development and performance management.
• Provided practical solutions to complex HR and leadership issues.
• HRIS critique integration and implementation.
• Recruitment strategy (local and international), manpower planning.
• Performance management, rewards & recognition programs.
• Learning & development.
• ER & IR management, counsel, advocacy and training.
• Employee wellbeing & insurance management.
• Legal and visa management.
• Remunerations & benefits frameworks, payroll management & leave management.
• Developed and executed policies & procedures.
• Carried out a corporate HRIS project to incorporate legal requirements.
MTN is Africa’s leading telecommunication provider; a footprint spans 21 countries, connecting over 120 million people across Africa and the Middle East. EN ISO 9001: 2000, circa 34, 500 employees.
Key responsibilities
• Developed and managed complex teams of 20 direct HR reports and indirect teams of up to 100, supporting business environments of up to 5, 000 employees across multiple geographies and revenues of up to $40 Bill.
• Influenced HR outcomes in a dynamic and rewarding environment.
• Established a performance management and employee recognition programs that resulted in 90% retention rate and the award of MTN as the employer of choice for the year 2002.
• Maximised efficiency and uniformity across existing HR systems.
• Managed and administered policies and procedures.
• Established modern recruitment methods to attract top quality talent.
• KPI’s and Performance management.
• Managed rewards & recognition programs.
• Managed remuneration framework and payroll.
• Managed ER & IR.
• Introduced HR SLAs (Service Level Agreement).
• Provided HRIS Oracle project support.
