Nizamuddin Bahauddin

Manpower Planning and Organizational Development
 Procurement, development and allocation of Organizations Manpower requirement.
 Analyzing the current manpower portfolio, make future manpower forecasts.
 Developing / Modifying Organization Charts on quarterly basis.
 Linking manpower planning to succession planning.
Talent Acquisition / Recruitment
 Responsible for overseeing Recruitment including Planning, monitoring and supervising all stages of the recruitment cycle.
 In charge for the monitoring and improvement of the recruitment process.
 Optimization of the recruitment budget.
Talent Management
 Planning for both foreseen and unexpected resignations of Management positions.
 Development of employees for future vacancies and promotions
 Succession Planning (SP), Personal Development Plans (PDP), Career Development Plans (CDP), High Potential Detection (HIPD), Professional Ladder (PL), Competency Development Framework (DFW), Leadership Development, Knowledge Management (KM).
 Identifying HIPD (High Potential) candidates.
 Evaluation and Assessment of Professional Ladder employees.
 Integrating ExxonMobil Talent Management with ZADCO Projects.
Job Analysis and Job Evaluation
Facilitating Line Managers in writing Job descriptions in various positions. Designing Job Ladder for various Job levels, Involved in Job Evaluation using Hay method.


Other Responsibilities
 Supervising a team of five officers and three administrators.
 Working closely with dept. heads of UZ750 on all Manpower strategic plans,
 Responsible for human resources budget (CAPEX & OPEX).
 Preparation and Reporting different KPI`s.
 Carrying out analytical studies and surveys on Manpower related issues.

UZ750 project is a 10 Billion USD project, my role was of an HR Generalist and Talent Management Senior Supervisor.
HR Policy Formulation & Implementation
• Reviewed existing policies and formulated new policies & procedures for Projects.
• Created a whole new recruitment Process for UZ750 Projects.
• Created Job Descriptions for positions on the project.
Compensation & Benefits
• Maintained the Project`s salary and job grading structure.
• Job evaluations based grading and create salary structure.
• Formulation & implementation of increment, incentive & other remuneration policies.
• Participating in Compensation Benchmarking Survey from time to time (need based).
Recruitment & Selection
• Was responsible for Preparing the Annual Recruitment Plan,
• Developed and implemented effective recruiting strategies.
• Recruited Senior to Middle level professionals on the project.
• Conducted interviews, attended and arranged all level interviews, Managed the full lifecycle of recruitment.
Talent Management
• Was responsible for the development of All UAE Nationals on the Project.
• Advising Fresh Graduates on their future Plans.
• Attending Assessments of CAMS, CDP, PDP, Professional Ladder etc.

• The first point of contact in company for all HR-related queries in a fast-paced HR team.
• Revised and updated company policies regularly to align and comply with ADNOC group policies.
• Recruited on mid and sr. level positions through various channels from head hunting to final onboarding.
• Studying and suggesting trends in compensation and rewards, advised management on the key factors.
• Maintaining HR records, Policies, Government documentations, updates etc.
• Collection of HR metrics & KPIs from different HR functions on weekly, monthly and quarterly basis to collaborate the data for Sr. Management.
• Complete knowledge of UAE Labor Laws and keeping up date on new Laws in the country.
• Training new employees and conducting assessments of Performance Appraisals for Current employees.
• Was an integral part of Oracle HRMS implementation team.
• User of a variety of softwares such as Microsoft Office, Oracle HRMS, Maximo, HRAccess on the job.

, educate and train new employees, acquaint them with their specific responsibilities, communicate in clear terms what is expected from them, and introduce them to the organization’s vision and mission.
Establishing, organizing and supervising the maintenance of department records, ensuring complete accuracy and confidentiality.

Developing new accounts within a protected territory in a business-to-business and business to customer sales environment.
Responsible for professional presentations and maintaining data base management, phone prospecting, and cold calling.
Served as a customer contact to help place orders for customers and develop new business.
Providing face-to-face service if the customer cannot be dealt with over the phone.
Reporting to the Director and line managers. Providing all client management accounting services for a large portfolio of clients.

Was part of a team which Planned and developed a strategy for HR, including recruitment policies, quality procedures, discipline, pay and conditions, contracts and training.
Evaluated and audited all the policies established after four months.