CHIEF HUMAN CAPITAL OFFICER
ONE GLOBAL
Total des années d'expérience :25 years, 9 Mois
• Understand all necessary aspects and needs of HC development and ensure that employees are fully informed of HC objectives, purposes and achievements
• Develop strategies for the effective deployment of human capital and assess and monitor workload. Assign work activities, projects and programs to the HC staff and review the outcomes
• Understand OG’s resources requirements and develop appropriate manpower planning process to ensure timely availability of high-quality resources; ensure adherence to approved manpower plan
• Identify, attract and retain employees with high caliber by using the appropriate recruitment and selection methods
• Establish and monitor the induction program for all new employees so that they become familiar with the culture, business orientation and policies of OG
• Ensure implementation of the HC policies & procedures across the organization with appropriate local adaptation in each geography
• Develop standards and policies for performance management and employee reward schemes (e.g. base pay, incentives, commission schemes, and benefits)
• Ensure that transparency and accuracy of the performance appraisals process and the timely conduction as per policies and procedures
• Establish appropriate systems and metrics to measure the performance of the HC department and monitor performance on an ongoing basis
• Ensure that effective training and development programs are developed and delivered to OG employees for effective execution of their duties to meet the organization's business needs
• Develop and implement career management process which aims to enrich the career paths of high performing employees through providing opportunities for employee transfers and promotions
• Ensure that an effective succession planning system is in place for key management positions
• Ensure good work environment, high moral and effective communication at workplace so as to promote fair practice at workplace and employee productivity
• Conduct annual review of the compensation and benefits practices and ensure that OG position itself in the market as per OG strategy and compensation philosophy
• Plan and implement incentive schemes. Advise and approve computation and payout of variable pay along with ensuring timely closure of monthly payroll activities
• Ensure that the company implements an effective grievance policy to adequately address and resolve employee grievances; ensure that all grievance and discipline procedures comply with Kuwait Private sector
Acting as Portfolio Management Office (PMO) Leader for the project related to the strategic transformation of FRG as a part of consultation with Earnest and Young (EY's)
Contributing towards:
o The development of the organization`s vision, mission and strategic plan, interpreting the organization internal data and external sources from surrounding environment
o The formulation of the annual business plans and budgets
o The development of relevant policies and procedures pertaining to the HR & Admin. Department in compliance with the Local Labor law
o The achievement of the organization`s strategic goals and objectives, establishing and achieving "HR Metric monitored objectives"
o Meeting of the organization's business objectives
Creating:
o HR & Admin. annual business plan and budget accordingly aligning it with FRG’s vision, mission and strategy
o The organizational compensation philosophy, policy and practices aligned with the organization's strategy
o A competitive salary structure aligned with the market and the organization's strategic goals
o Direct & indirect compensation and benefits programs based on the internal equity and external salary market
Developing and communicating the organisation’s core values and ethical behavior
Facilitating strategic decision making for creating and re-engineering the organization’s structure
Ensuring:
o Compliance from all departments in relation to different policies and procedures
o Employee retention and achievement of the organization's objectives by developing plans to retain staff and increase employees' satisfaction and loyalty
o Peak employee performance against the organization's business needs through timely delivery of performance and cost effective training and development programs
o Maintenance of employee files
o The validation & renewal of all FRG premises and employee's official documents
Formulating:
o Strategies for effective deployment of human capital, assets, and monitoring workload
o Policies for the total reward management system
o Workplace policies & procedures
Identifying FRG’s human capital requirement and developing ideal workforce planning processes to ensure timely availability of high-quality resources
Practicing professional recruitment and selection methods to identify, attract and retain employees with high calibre including the organization's human resource branding
Making sure that employment activities are performed complying with the workforce plan, after identifying requirements to achieve the organization’s short and long-term goals
Designing authorities and responsibilities matrix as per the policies and procedures of the organisation
Establishing and monitoring the induction/orientation/on-boarding program for familiarization of all new employees with the culture, business orientation and policies of FRG
Regulating and generating promotion and increment plans by establishing career path, career development & succession plan for staff
Evaluating individuals' performance and developing it accordingly by defining competency framework
Implementing new trends in building the performance management systems
Initiating ideal job grading system by evaluating and weighing jobs
Maintaining work-life balance to increase employee satisfaction and employee turnover
Driving & controlling reward & recognition and learning & development programs
Planning, communicating and implementing critical organizational changes through organizational climate assessment from surveys, and employees’ feedback from multiple communication channels
Resolving employee complaints and managing conflicts & grievances
Managing administration function / department in line with FRG’s goals and objectives and ensuring superior service for NSC employees
Evaluating various providers of medical and health insurance against service and contractual benefits
1- Strategic management :
Assist with development of Policies & Procedures guiding the HR operations function in coordination with GM.
Provide high quality effective and efficient HR Operations function which delivers proactive and business focused HR advice and services.
Manage the implementation, development and maintenance of the HRMS database.
2- Human Resource Information System:
Assist in the review, testing and implementation of HRIS system upgrades or patches; Collaborate with functional and technical staff to coordinate application of upgrade or fix. Document process and results.
Confirm accuracy and integrity of all data entered, maintain data in HRIS systems and databases and assure information is available on a timely basis.
Perform data updates, exports, imports, clean-ups, and researches/reports on any data discrepancies.
Deliver routine daily/weekly/monthly reporting and respond to basic to intermediate ad hoc data requests.
Respond verbally or in writing to inquiries, complaints or problems providing information requiring comprehensive knowledge of policies and procedures.
Write, maintain and support a variety of reports or queries utilizing appropriate reporting tools. Assist in development of standard reports for ongoing customer needs. Help maintain data integrity in systems by running queries and analyzing data.
Maintain awareness of current trends in HRIS with a focus on product and service development, delivery and support, and applying key technologies. Examine trends in information systems training, materials and techniques. Through classes, reading, CBTs or other mechanisms, continuously increase both HR knowledge and HRIS application/tools knowledge.
3- HR Effectiveness and process improvement
Create a consistent, seamless user experience for HR services across the organization by driving efficiency and integration of systems.
Capture the complexity of customer groups, individual preferences, and interactions with HR and provides robust and personalized flexibility in the HR service delivery model that exceeds customer expectations.
Oversee the HR process improvement initiatives and streamline delivery of high volume transactions to maximize productivity.
Create leave settlements for employees who are going on leave; Monitor the return of employees from vacation as scheduled and report to the department head if there are any delays.
Create final settlements when employees leave the company permanently.
Design, evaluate and modify benefits policies to ensure that programs are current, competitive and in compliance with legal requirements.
Monitor overtime to facilitate payment and ensure that line managers comply to the overtime policy of NSC.
Perform other duties as requested by Management.
4- Total compensations and benefits :
Monitor compliance and accuracy in the provision of employee rewards across the organization based on employee grade (e.g. base pay, salary schemes, pay incentives, reward schemes, and employee benefits); report incidents of non-compliance.
Conduct monetization/ quantification of non-monetary employment benefits (e.g. insurance, annual leave, air tickets) in association with Finance Department in order to define employment benefits and reward packages.
Conduct periodic studies to benchmark NSC reward schemes with competitors in the market to ensure that NSC remains competitive in attracting and retaining personnel; coordinate with external consultants for the same as necessary.
- Human Resource Manager
Period: January 2002 - November 2004
- Job Title: Assistant Human Resource Manager
Period: January 2001- December 2001
- Job Title: Human Resource Specialist
Period: July 1998 - December 2000
Job Responsibilities:
To create and implement full HR functions and strategy over the Group’s business worldwide and to lead the Group to implement the concept of corporate HR through creating, developing and providing full HR Strategy, Functions, and activities including Recruitment & Manpower Planning, Budgeting, Performance Management, Compensation & Benefits Management, Staff Training & Development, Organizational Development, developing Group’s HR Policies & Procedures, Personnel & Employees’ Relations functions & activities and lead the process of change and transition through developing a transformation strategy. Co-ordinates with line management to ensure that all matters regarding human resources are addressed within company policy.
University of Liverpool Major: M. Sc. Global Human Resources Management - Subject: Performance Management Systems
B. Sc. in Accounting Faculty of Commerce