Head of People & Organization Development
Solid Construction
Total des années d'expérience :11 years, 5 Mois
Leading the L&OD function for Corporate, Supply Chain and Field Leadership, Concentrated on competency development, performance management, needs assessment, benchmarking, career pathing, new hire orientation/ integration, coaching, facilitating and succession planning, Designed and facilitated OD interventions and/or training programs to improve performance through organization-wide initiatives and intact team sessions, Measured impact of the on-the-job performance and organizational/business impact of the interventions. Compiled and reported findings and make adjustments based on findings.
Design the company training plan for all employees in accordance with the company
strategy.
• Schedule the annual trainings’ plan with providers as per the identified training needs.
• Launch and manage the execution of Staff and Management Learning agenda.
• Manage day-to day learning vendor relationships, including sharing required data, resolving
service issues and monitoring performance.
• Partner with key stakeholders (Line Managers, HR Teams, all Staff) regarding all technical
and functional training requirements.
• Revise the training policies and procedures and ensure proper implementation.
• Track trainings registrations, attendance, evaluations and manage invitations including
rescheduling of sessions.
• Lead on managing the training budget.
• Launch and manage the performance management system for Staff and Management.
• Assist in developing the succession planning program targeted to identify the top future
potential successors for the most critical positions.
• Partner with different Charities and Foundations to provide societal impact and
contributions to the society.
• Execute Edita foundation strategies to address the different fields of the work scope of the
foundation in education, development, child and mother care.
Structured and implemented programs and policies in the areas of Talent Management, compensation structures, performance management system, Projects, Promotions, HR Audit, Personnel and all other HR Policies
Worked with senior management in the Development, implementation and support of organization design structure and processes, where establishment of organization charts for all departments and creating position hierarchy and reporting lines.
Initiated and implemented the fast track programs, Development Programs and succession planning for developing field/Project employees with two major development programs to retain high performers and create a future pipeline of leaders in key positions.
Introduced company’s first formal performance review program, creating a flexible and well-received tool that was later adopted company-wide.
Act as a change agent providing the support and mechanism to implement major changes to the operations of the business in coordination with other functions and OC management as required.
Provide coaching to leaders and executives on organizational growth and deliver presentations and orientation sessions if required.
Participate in the identification and development of a competency model to be used throughout various organizational programs.
Revised job descriptions across all levels and 50+ categories. “Shadowed” and interviewed employees to construct an accurate picture of the duties and skills required for each position.
• Recruit qualified calibers within the required time frame to fill vacancies with competent employees
• Administer Aptitude and Personality Assessments.
• Defines and implements recruitment programs to meet needs.
• Coordinates the placing of internal and/or external Ads to find candidates.
• Conduct screening Interviews.
• Administers appropriate standardized tests to recruits.
• Update Recruitment sheets and emails to ensure having accurate records/databases.
• Conduct Performance Appraisals Office training and supervise the process to ensure employees understand how their performance is evaluated.
• Administer Field Performance Appraisals
• Manage Annual Engagement Survey Program to guarantee engaging employees with the company.
• Recommend changes based on Exit Interviews and Turnover Analysis to retain talents.
• Enhancing and developing fast track programs to retain high performers and offer future leaders.
• Design Job Descriptions with Key performance Indicators to ensure employees know their duties and what is expected from them.
• Design and Updated Functional titles for all Office employees to support grading system.
• Monitor Monthly updates on the Organization Charts to meet organizational changes and deliver accurate headcount results.
To continuously provide high quality processing service to achieve maximum customer satisfaction within the specified Service Level Agreements.
Responsible for relationship building and resolving customer queries and issues in a professional manner (where applicable).
Responsible for relationship building and account management while resolving customer inquiries in a professional manner.
Take ownership and initiative to complete necessary research and customer follow-up or direct the customer to the appropriate department for resolution.
Might be required to achieve individual sales goals.
Courses Taken: - Strategic Management - Leadership - Sales - Marketing - Operations - Information Technology - Accounting - Finance - Entrepreneurship - Graduation Project (A)