Head HR & Administration
International Electromechanical Services Co., (L.L.C.) A Part of Kinden Corporation Japan
Total years of experience :27 years, 6 Months
•Operate as an important member of the corporate team in the development of Human Capital planning initiatives.
•Developing & updating standard operating procedures relevant to HR.
•Developing & monitoring overall performance against strategies & plans and take action as necessary to ensure achievement of goals and objectives.
•Support current and future business needs through proper development, motivation, engagement and preservation of Human Capital.
•Develop and review H.R. procedures from time to time based on UAE Labor Law and the amendments & guidelines issued from labour ministry.
•Plan and lead the recruitment and selections process as and when required by the company.
•Bridge management and employee relationship by addressing and/or attending demands, grievances or other issues.
•Building up and nurturing a positive working environment.
•Assist in identifying the training needs, apply & monitor training programs.
•Oversee and manage “performance appraisal system” that drives high performance.
•Assist in the development of Action Plan relevant to implementation of ERP and ensuring the functioning of ERP is accordingly taken care.
•Prepare monthly Manpower Reports such as joining/rejoining/ attendance/leave/sick leave allocation/transfers / resignations/terminations/ Payroll and other HR Reports and pursue approvals from relevant Directors/Seniors.
•Update the management regularly about the actual movement in workers presence.
•Ensures that all Personnel issues, but not limited to HSE, which have been highlighted and/or officially reported by HSE Department /Camp Managers /Project managers/Division managers /Directors are attended and solution is worked out.
•Complete responsibility to decide on day to day work that needs to be carried out by subordinates including: scheduling of activities, assigning task to groups or individuals, accuracy of work conducted, supplying resources and dealing with operational issues and problems.
•Monitoring & controlling camp activities including but not limited to the renewals of Dubai Municipality safety & security certificates, lease agreement, tenancy agreements, pest control, gas supply, generators, consumables, overall hygiene & safety maintenance. Maintaining records of workers on daily basis. Supervising the camp boss to ensure that all activities regarding camp administration are carried on properly.
•Following renewals of Trade Licenses, liaison with government authorities as and when required for application of new labour quotas, renewals of visas and other documents of statutory requirement.
•Attending all government offices/departments for all labor related matters, whether mentioned above specifically or not and representing the company in all hearings, enquiries, discussions in those matters.
•Monitoring adherence of WPS. Ensure timely preparation of accurate payroll for the purpose of disbursement of salaries by finance.
•Prepare periodic reports for management including status of manpower- division wise, department wise, cost wise, visa types, as per budgets, variance/change claims, schedules, disputes, up-coming activities
•Ensure timely renewal of all ongoing Insurance Policies like Group Life & Personal Accident Policy, Workmen Compensation Policy, Group Medical Insurance Policy for all Staff & Workers, Property All Risk Insurance Policy, Public Liability Policy, Money Policy, All CAR Insurance Policies for ongoing and new projects, Managing and maintaining record of all policies including damaged claims etc.
•Develop the organizational human resources strategy in compliance with corporate group strategy
•Design the group human resources department structure, positions and process system in compliance with its strategic mandate
•Formulate HR Plans, Policies & procedures according to organizational objectives.
•Implementation of Policies & Procedures
•Effective implementation of PMS and HRMS systems
•Employee Engagement Scores to be improved from the Current Level
•Maintain and optimize Material & Employee Cost % to Revenue as per the Budget
•Review and analyse the group subsidiaries: Jobs/roles Salaries, Ranking and benefits system.
•Formulate effective Performance Appraisal Policy, Procedures and ensure its compliance.
•Develop the recruitment and selection process to include: Appointment-Confirmation/Termination / Resignation /Procedures/Process
•To develop competency mapping and identify the GAP between the desired and actual level.
•Responsible to develop training modules based on PMS, GAP analysis, etc. in coordination with department heads.
•Develop and implement new Initiatives for employee engagement
• Define and execute the overall HR strategy to drive a culture of high employee engagement & performance in alignment with business strategy
• Recruitment of staff and manpower based on ongoing projects and new projects requirements by ensuring proper compliance with UAE Labour and Immigration Laws.
• Provide induction to new joiners and orientation by sharing information about the company's businesses, on-going projects, standards, policies, procedures and benefits programs.
• Ensure that Staff and Manpower are deployed on project sites based on manpower plan, budget, and operational need.
• Ensure all JDs in the organization are updated with key performance indicators for each role so as to ensure clarity of role and necessary set skills are always available to achieve organizational goals.
• Lead and administer the performance management process across the organization. Ensure that measurable objectives with completion dates have been set for all staff in the department, do have a follow-up procedure in place and ensure timely completion of Staff Personal Performance Appraisals.
• Act as an HR Business Partner by providing professional guidance to the company owners on HR issues UAE employment and labor law regulations.
• Maintain the staff grading system with salary ranges for each position and alert management with market salary ranges in competitor companies through online salary surveys and salary guidelines reported by top recruiting consultants worldwide.
• Manage, along with General Manager-Operations and Projects Director strategies for the company’s manpower requirement in accordance with running projects and new projects awarded.
• Devise succession and career plan for the critical key positions in the organization and identify the successors through Departmental/Divisional HOD's and plan their development programs.
• Review HR processes periodically and make changes to meet business demands as necessary to sustain in the market.
• Arrange Staff accommodation as per company policy on case to case basis. Maintaining the list of staff provided with company accommodation, negotiate rental directly from owners and real estate companies and renew all tenancy contracts on competitive rates.
• Ensure the well-being of staff and manpower through regular visits and internal audits with regards to the company provided accommodation, food, transportation, etc.
• Ensure labour camp facilities are appropriate and as per standards prescribed by law and ensure timely renewal of all camp agreements on competitive rates.
• Study employees’ medical insurances to make sure they are suitable, negotiate terms with insurance companies and ensure timely renewal as per company budget.
• Support employee engagement activities and closely work with line management to develop and implement a positive work environment in the workplace and facilitate line managers in dealing with employee's grievances, work related issues and demobilization due to project release.
• Implement communication and engagement initiatives including Company's Newsletters, Employee Opinion Surveys, etc.
Achievements in Large Construction & Contracting Company LLC.,
• Rewrote HR policies & procedures including revising outdated policies and introduced best market practices to improve employee motivation.
• Updated Recruitment procedure with updated Interview Assessment Form, provided training to Line Managers to conduct interviews for an open position by using technical and behavioral questions from interview questions bank library.
• Updated Role Descriptions for 73 positions across the organization and roll out the same to individual staff for role clarity expectations of the management from the role.
• Introduced Performance Appraisal System aligned with a higher level company's objectives and achieved ratings and assessment for around 225 staff in the company.
Headed Centralized Recruitment Section of Corporate HR with the support of six Recruiters.
•Independently headhunted and closed (52 Nos.) Managers and above positions in ETA Group in 2015, while following strict recruitment procedures and standards and saved placement fee close to AED (1.30) Million.
•Slashed hiring administration cost 30% by negotiating pricing and fees while ensuring the continuity and enhancement of services.
•Sourced/Shortlisted 3000 potential CV’s to ETA Group BU’s for below 17 grade (Below Manager Positions) for hiring as per manpower plan for the year 2015.
•Supported / Facilitated Corporate HR in revising Group HR Policy. Rewrite complete Recruitment Policy with strong processes supported by Service Level Agreement sign off by BUHs’ and respective BU-HR's.
•Closely worked with Group HR & Admin Head on special /critical projects listed for divestments and achieved results to the satisfaction of shareholders.
•Supported new management in the transformation of ETA Group from a family business to professionally managed organization.
•Implemented AT Kearney initiatives on spans of control and reduced headcount cost close to AED 500, 000/-(Half a Million Dirhams) only at Corporate HR, by adjusting spans of control.
•Achieved customer satisfaction 4 rating on the quality of New Hires by respective HOD’s/BUH’s.
•Recommended by Hay’s Consultant supported and implemented PMS system across ETA Group; Interacted with various Business Unit Heads, explained management’s intent. Received BUH’s Business Plan based on measurable KPI’s and milestones. And was able to drive 5000 staff across the group to set their measurable objectives. Reviewed and calibrated MBO’s set by staff. Supported Line Managers in Annual Review of performance and achieved a rating of 4000 Staff for the year 2014 & 2015.
•Trained and delivered PMS Training to around 20 HR Executives and 50 Line Managers/Business Heads across ETA Group Companies
Achievements in Telematics Networking & Communications LLC.,
•Independently handled and implemented Wage Protection Systems introduced by Ministry of Labour - UAE in the year 2010 and disbursed timely error-free salaries to all Staff.
•Rewrote Job Description for over 40 job-positions, and ensured clarity of role and deliverables as expected by Management and Share-holders.
•Formulated and implemented employee-friendly HR Policies, wrote down strong HR processes, SOP's Staff HR handbook for better understanding, and clarity among new joiners in the company.
•Introduced the culture of the monthly reporting system, by advising the team from Sales; Projects; IT; Supply-Chain; Finance and HR, to update their progress and monthly targets achieved.
•Initiated and implemented SEA-GOVERNANCE Policy empowering Sales and Supply Chain staff to take decisions in their respective areas based on authorization.
Independently recruited around 42 critical positions for various projects in ETA Ascon and saved Recruitment Agency placement fee close to AED 1 Million.
•Supported Corporate HR in the implementation of Performance Management System and HR Development Plans across Group Divisions.
•Conducted HR Audits for Group Divisions of ETA Group and created an action plan for improvement.
•Conducted Camp Audits and updated management with areas of concern and resolve issues concerning the residents.
As a team leader recruited 4000 + Employees (White & Blue Colar) in a record time of (06) months for 5 New Sugar Manufacturing Plants in Utraula, Kundarki, Rudauli, Maqsoodapur, Khamberkhera Units in Central & Eastern (U.P.) in India.
•Introduced new employee orientation and individualized training, resulting in >85% satisfaction record.
•Established employee recognition methods and policy, which increased employee morale.
•Implemented Quality Circle Programs across Bajaj Hindusthan Ltd., Sugar Manufacturing plants in Eastern UP.
•Implemented SAP-HR Module in Budhana Sugar Manufacturing Plant in Budhana District Muzaffarnagar-U.P-India
•Initiated and established Officer's club inside the factory campus equipped with fitness equipment and indoor and outdoor sports items, so as to diffuse stress level among officers and keep them fit and healthy. Organized quarterly Officers Get-Togethers, Events on National Festivals and many recreational programs for officers and family members.
•Effectively handled Government Liaison and Administration matters of Plant and Residential colony including Rest Rooms, Medical Dispensary, Guest House, Staff/Workers Canteen, and House-keeping.
•Represented company and maintained top class relationship/rapport with Government Officials in District Administration, Labour Department, Dy. Director of Factories which reduced long awaiting and facilitated easy approval of Company's work.
Initiated the rebuilding of the company’s HR functions and brought recruitment in-house, resulted in significant cost saving
•Effectively implemented a VRS scheme in Sugar & Distillery Plant, at all levels of employees without affecting the Industrial Relations and downsized 350 headcounts within a span of 18 months.
•Introduced and Implemented Staff Performance Measurement Systems based on measurable KPI’s and milestones.
•Implemented a 5S system at Distillery Unit and introduced safety measures for the safety of workers, which reduced down accident rate by 15-20% in distillery plant itself.
•Effectively managed Contract Labor System and provided uninterrupted labor supply of 250 Nos., of contractual labours on daily basis to run all six automatic bottling lines and achieved maximum productivity.
•Maintained top class relations with Government Officials in District Administration, Labour Department, Dy Director of Factories, Pollution Control Board.
Appointed as a member of National Safety Council U.P., Chapter, constituted by Labour Commissioner Office Lucknow-India
•Reduction of residential colony electrical consumption in Dalmia Sugar Industries by formulating and implementing electricity policy for domestic use generated savings close to INR 50, 000/PM, six lac per year.
•Cancellation of Registered Trade Union in Dalmia Sugar Industries for three consecutive times backed by Political Big wigs and mafias of the region.
•Implemented Employees Provident Fund Scheme in Dalmia Sugar Industries Ltd., and independently handled monthly and yearly compliances.
•Introduced and implemented Welfare Scheme for Workers and their family members.
•Initiated and supported unit management in setting primary level school within colony campus. Design Course Syllabus and personality development activities for primary level.
Rewrote
45 years old conglomerate with over 50, 000 employees worldwide; expertise ranging from Civil Construction to Electro-Mechanical, Power Projects, Elevator Engineering, Bulk Commodities Trading, Automobile Trading, Real Estate and
Rewards & Recognition
•Job Evaluation & Grading
•Employee Relations Program
•Employee engagement initiatives
•HR Audits
•Camp Administration
•HR Policy design & Implementation
•UAE Labour Law
Projects
•Implemented Project Castle HR initiatives in a Large Construction Contracting Company, in Abu Dhabi, including Grading and Wage Structure /Incentives, Role Descriptions and Accountabilities, Recruitment / Interview and Assessment, Setting of Objectives and Appraisals, Development and Succession Planning, Employee Communication and Engagement, Manpower Grading based on Construction Industry Productivity Benchmarks.
•Rewards & Performance Management System
Specialization-Labour Laws
