نينا ديلون

Support the business by being fully dedicated to internal clients, their needs and transfers requests and solutions to/from the business unit. Assist to develop and implement better people management practices and share the responsibility for the goals and target delivery of the business.
Act as an integral part of the management team by developing effective working relationships, influencing and assisting the management team on their roles and responsibility, management style and the development and delivery of their associate’s plans in support of the achievement of the business area and HR strategies.

Responsibilities:

Business Partnering
• Act as a single point of the contact for the associates and managers in the business unit
• Build a strong business relationship with internal clients
• Actively identifies gaps, proposes and implement changes necessary to cover risks
• Challenge the organizational structure of the internal client and proposes changes
• Coach, mentor and feedback to management team and line managers to improve individual and organizational performance.
• Support organizational change ensuring the appropriate systems of performance and development, communications, equality impact assessment, monitoring and review are in place.
• Work as part of multi-disciplinary project teams to enable the breaking down of divisional and departmental barriers and to encourage the concept of both internal and external partnership working
• Promote a philosophy of putting customer needs first at every opportunity and to put in place management arrangements to action this.
• Ensure the delivery of specialist or generalist HR services and solutions so that service requirements are met; advise managers on HR implications of proposals and initiatives as they arise; and identify and advice managers of opportunities for service improvements arising out of HR & OD initiatives.
• Engage with and develop proactive relationships with the Shared Services Center, particularly in relation to the transactional HR & Payroll Team.
• Work with line managers to identify opportunities for productivity improvements, via review of organizational structures, streamlining of business processes, continuous improvement, and performance management.
• Proactively gain feedback from the business to aid the HR functions to improve service levels and alert HR areas where an issue/project may impact on other areas
• Equip business managers with appropriate tools and knowledge to effectively manage their people in line with their people plans e.g. performance management, absence management, career management etc
• Outside of the people plans, identify strategic people issues in partnership with business managers and support them with advice and expertise to resolve these matters. Contribute to the delivery of business area Key Performance Indicators.
• Provide personal support on the research, design and development of HR initiatives in support of the HR strategy. Facilitate the creation of an implementation and communication plan for the business area to achieve the agreed deliverable.

Contribute to the National bank’s team to build leadership bench-strength; strengthen total performance and learning management system process; succession planning and high potential program.
Responsibilities:

• Succession Management: Design and implement the program through identifying critical positions and role complexity while taking into account business impacts and risks, creating development plans and implementing talent assessments.
• High Potential Program: Work with business managers in order to improve and develop an effective development process for high potential individuals. Create process to identify high potential and tagging it to associates’ performance.
• Competency Model and Talent Assessment: Create leadership core competencies to assist in career mapping of identified successors as well as implemented various assessments to assess talent for selection and development.
• Learning development: Confer with management and conduct surveys to identify learning needs based on projected production processes, changes, and other factors. Develop learning and development strategies and solutions to meet long and short-term business needs. Provide career coaching to high potential staff. Conduct pre and post leaning analysis to gauge learning effectiveness.
• Leadership Development: Coordinate development programs such as: coaching, mentoring, job rotation, regional assignments and align it to Total Performance.
• Liaise with internal and external trainers to create learning modules for identified successors. Responsible for managing resources and information of learning curriculum planning and execution, aligned with the Group’s leadership levels that supports the strategies of TM. Responsible for managing all Group training needs that will be developed and implemented through Group shared services.
• Graduate Program: Contribute to develop a consistent graduate program in order to bring new talent within the Group and design career paths to groom future leaders for the organization.
• Recruitment/Sourcing: Conceptualize recruitment plans to create seamless and professional sourcing. Create and implement sourcing activities such as attraction campaigns, establishing local and international recruitment channels and participating in career fairs. Created induction pack and orientation process for all new recruits.
• Job Design: Design and implement Role descriptions, job evaluations, job coding and job family mapping. Also mapping person to job. The right fit.
• Organization design: organization chart evaluation, workforce planning, organizational review (functional mapping), manning levels (activity mapping), competency design and mapping functional competencies to job.
• Performance: Design and implement performance appraisal structure, update/review KPI guidelines and 360 evaluations. Monitor performance process and induct team members into appraisal process.
• Employee engagement: facilitate implementation of improvement culture programs. Implement employee engagement surveys and provide recommendation on results.
• Prepare TM presentations, manage TM information and reporting, participle in talent council meetings and participate in the talent management review process.

Work closely with senior management to establish human resources policies and strategies; plan, implement and coordinate with line managers and business partners in the design and implementation of HR Systems and procedures including recruitment, retention, succession and career planning, 360 degree performance appraisal, and learning & development.
Provide corporate human resources advisory and consultation for line managers and team members on human resources practices; manage and lead HR team members to execute operational human resources activities and services; monitor and maintain an organized personnel information system, and payroll records; and organize activities to promote morale, integration, culture and sense of belonging.
Create and manage recruitment and selection procedures. Conduct manpower analysis, planning and budgeting in accordance with business needs; set up and manage systems and processes to identify technical and managerial talent; work closely with line managers and external recruiters; develop, implement and facilitate orientation and induction programs for all new team members.
Define organization development needs, management development needs, draw up succession and career development plans for potential management; identify top performers and top potential individual: design appropriate organizational career development programs and counseling; conduct periodic staff development needs analysis & employee surveys; advise the management for necessary improvement and or organizational change; organize and coordinate training courses to be held locally and or overseas.
Set up and successfully manage national graduate & fresh graduate program from conceptualization to implementation as part of our Emiratization nationalization initiative

Develop the infrastructure of the human resource management & recruitment department from A - Z with full policies and procedures for organizations in the region and globally across a wide spectrum of industries including real estate, advertising, retail and IT. In line with that, analyzed organization vision and future plans, moving to identifying best practices that can meet organizational long terms needs, implement current HR practices, development of new hire orientation program, create and manage HR policies and implement these accurately and efficiently across the organization. Identify weak procedures and implement new policies and structures, administration and management of selection, interview & recruitment of candidates at all levels, identify staff development opportunities, facilitate employee annual and probationary appraisals, identifying training needs, resolving all disciplinary & grievance matters, create timely visa applications and documentation process. Providing a comprehensive HR service to line departments which includes internal and external consultancy service on company policies, staff development, and pay / remuneration and performance matters thereby enabling line units to focus on achievements of business objectives
Contributing to the successful award of ISO 9001:2000 and implementation of Oracle HRMS.
Industries consulted: FMCG, Real estate developers. Marine Management, Oil & gas, Banking, Retail, Manufacturing & Distribution, IT, Telecommunications and Logistics management.