Nidal Shomar

Head of HR & Administration: Reporting to COO & EXCOM - Heading a team of 8 personnel
As a Head of HR & Admin, I established and managed the overall provision of Human Resources, Administration, and PR services, policies, and programs for an aviation services industry dealing with Aviation engineering, Flight operations (FW&RW), Charter Sales and FBOs (VIPs Terminal Hosipotality). (workforce: 800+)

Major Areas of implementation:
 Recruitement and Selection (Structured recruitement strategy covering UAE, Kuwait. Kazakhestan, and KSA to cover all peratiornal areas for a workforce exceeding 200 new hires in a 1 year period)
 Organisational Restructuring and Development (Resturctiuring Majord core Divisions inline with a new organizational startegy)
 Restructuring the HR Department and adding strategical fincionality
 Estalishing Performance Management policy and approsail procedure
 Updating and creating Policies and Procedures
 Setting up Grading / Pay Staructure for support services
 Succesion Planning initiatives for techinical and flight operations departments

As a Sr.HR Manager, I established and managed the overall provision of Human Resources, Administration, and PR services, policies, and programs for the entire Manufacturing Subsidiaries (1200+ employees). The major areas managed are:



 HR Operations:
- Managing human resources day-today operations from (Recruitment, Employees Relations, Payroll, Performance Management, welfare programs, Grievances, and Government / security relations)
- Supports higher management by providing human resources advice, counsel, and decisions; analyzing information and applications.

 HR Strategies:
- Acting as HR business partner between the Corporate’s head quarter and the Subsidiaries.
- Developing HR & Administration policies, procedures and Manuals.
- Perform Job Analysis for all roles and write the Job description.
- Perform Job evaluation for various jobs on the basis of a consistent set of job and personal factors, such as qualifications and skills required to determine pay scale and grading structure position.
- Setting the Compensation and Benefits parameters and building the company’s grading and benefits structure (Reward Program) in line with similar industry and current market trends. Manage the annual salary increments, promotion, transfers in accordance with Tawazun policies and procedures.
- Setting up the recruitment strategy in line with the approved budget.
- Building up performance management system, setting operational strategies with KPIs to monitor performance and asses the overall operational functionality.
- Setting performance HR Metrics to assess operation, production, and R&D departments.
- Enhancing employees’ engagement by Building up communication matrixes between departments, setting an induction program, and post-recruiting surveys.
- Setting training and development programs in coordination with holding group.
- Setting CSR and welfare initiatives.

As a Group Human Resources Manager, I managed the overall provision of Human Resources, Administration, and PR services, policies, and programs for the entire Group. The major areas managed are:
 Organizational Re-structuring and Change Management:
- Developing change initiatives that meet business, schedule and budget objectives focusing on the people side of change - including changes to business processes, job roles and organization structures. The primary focus was to create plans that minimize employee resistance and maximize employee engagement. Worked to drive faster adoption, greater ultimate utilization and higher proficiency on the changes impacting employees in the organization such that business results are achieved.
- Implements human resources strategies by establishing department accountabilities, including talent acquisition, staffing, employment processing, compensation, health and welfare benefits, training and development, records management, succession planning, employee relations, retention, and labor relations.
 HR Operations:
- Developing Group’s HR & Administration policies, procedures and Manuals.
- Managing human resources day-today operations (Employees relations)
- Develops human resources operations financial strategies by conducting compensation and benefits studies.
- Supports higher management by providing human resources advice, counsel, and decisions; analyzing information and applications.
 Recruitment & Selection:
- Design & implement processes to support the recruitment & selection activity with the objective of ensuring that the right candidate is selected within the desired time lines.
- Responsible for recruiting staff covering the following fields:
1. Business Development for Military, Oil & Gas, Infrastructure, Civil, Mechanical, and energy projects.
2. Real Estate (Property and Facility Management)
3. Hospitality and travel
4. Fleet Services and Leasing
5. Medical
- Developing job descriptions and person specifications, preparing job adverts, checking application forms, shortlisting, interviewing and selecting candidates.
- Liaising with various recruitment agencies locally and aboard, assuring best placement fees rates are implemented in line with market rates for each specific field of business.
 Succession Planning:
- Form a structured succession planning a part of a strategic & integrated human resources approach that links career planning, job evaluation, and performance appraisal.
- Advice Management on criteria of developing potential high performing employees to cover critical leading positions.
- Implementing and monitoring various talent assessments tools such as performance indicator measurement, multi-dimensional assessment method and 360 Degree assessment, then link it to an online performance management system to monitor the outcome in line with involving line managers.
- Conduct training analysis needs in line with the outcome of talent assessment.
- Build the internal recruitment strategy and manning schedule over each coming year based on the outcome of the succession planning analysis.
- Report back to higher management on risk associate with each critical position through performing market analysis in line with country’s new policies and regulations.
 Performance Management:
- Implementing a performance management system to ensure measurable targets (KPIs) are set annually for objectives arising from the annual business plan and that systems/processes are in place for the performance management of these.
- Monitor the productivity of the group’s staff and conduct appraisal exercises on semi-annual basis. Reporting to the Board all relevant performance matters.
- Linking Performance appraisals outcomes to a Training and Development plan for out-house courses.

Group Level: Senior HR Business Partner Reporting to Group VP HR and responsible as indirect reporting for 38 personnel over many countries and 8 personnel as direct reporting.
(Reason of Leaving: Career progression)
 Recruitment & Selection:
- Design & implement processes to support the recruitment & selection activity with the objective of ensuring that the right candidate is selected within the desired time lines.
- Responsible for recruiting Design & Procurement Engineers plus supporting staff for EPC Oil & Gas L/S Projects (Green & Brown Fields) / Civil Projects / MEP and Infrastructure projects over 14 Countries.
- Developing job descriptions and person specifications, preparing job adverts, checking application forms, shortlisting, interviewing and selecting candidates.
 Updating up-to-date policies and procedure:
- Design & implement up-to-date HR Policies and Procedures for various location of CCIC all around the world by conducting a continues compensation and benefits studies, monitoring Labor Laws new regulations, and initiating a mobilization processes for developing projects in new countries.
 Performance Management: One of the main team members for the whole CCIC group responsible for creating an online performance management system and its implementation on all various departments, assist in implementing the user and administrator manuals plus conduct training sessions for section heads and line managers in order to train them on the different aspects of the system. Also devise and implement policies and strategies for the development of departmental performance matters with motivating staff associated with performance issues.
 Job Analysis and Evaluation (Hay Evaluation System): Undertakes analysis and research regarding job evaluation, applies consistent application of job evaluation tools, and identifies benchmark jobs for new projects.
 Compensation & Benefits: Design competitive compensation strategy within the Framework of the stipulated budget and implement the same across the organization. Also, collect information regarding the same to continuously align the organization’s compensation strategy with the market. Collected information are presented as periodically reports to top management. Perform job evaluation based on the outcome of C&B studies of each year.