Omar Fakhira

INTERNAL HR
•Work with respective stakeholders in the Centres of Excellence division to analyse performance reviews and partners with the Management team to develop top performers.
•Work with respective stakeholders in the HR Department to identify trends in exit survey details, oversees retention activation plan, recommends policy & procedure changes for efficiency & effectiveness.

EMPLOYEE GRIEVANCE MANAGEMENT•
Oversee the proper investigation of disciplinary matters and employee complaints and ensure guidance and involvement when required.
•Provide forum for negotiations and dispute resolution through close liaison with HR Business Partners and relevant departments.
•Acts as a liaison between managers, employees and union representatives.
•Remain in sync with the Legal Department to ensure compliance with employee-related contractual agreements.

LABOR LAW COMPLIANCE •
Provide opinion on job descriptions to ensure they are as per HSE and labor law requirements.
•Provide content advice to all staff and act as contact person regarding personnel and labour law related topics (e.g. maternity leaves, retirement).
•Provide advice and counsel to managers and supervisors regarding personnel practices, policy and employment laws.

PAYROLL MANAGEMENT
•Manage the day to day payroll processes to ensure avoiding issues prior to end of the month and updated information is reflected.
•Ensure effective utilization of the Payroll system to calculate the amount of pay entitled to each employee, and mandatory deductibles.
•Manage and ensure effective calculation of approved incentive payments.

PERFORMANCE MANAGEMENT
•Act upon and deliver the set operational key performance indicators for the Business Partnership section and ensure understanding and ownership by all role holders within the section.
•Assist other departments in understanding how to set objectives for employees to ensure it is going hand in hand with UP’s approved Performance Management System.
•Assist in the recruitment and hiring of the departments’ employees by assessing calibre, providing job descriptions, providing competency requirements etc.
•Communicate consistently and effectively throughout the various departments on topics concerning employees.
•Resolve complex employee relations issues and address grievances.
•Manage all administration associated with HR processes for other departments in coordination with respective stakeholders from other HR divisions or sections. Guide managers in the optimum utilization and deployment of resources across UP based on approver manpower plans.

SUPERVISION
•Oversee proper implementation of integrated HR IT solutions to support all HR processes e.g. recruiting, leadership development, payroll etc.
•Manage recruitment procedures including: Manpower requisition;budget review, Job advertisement, Candidates selection, conducting interviews, interview evaluation and employment offer
•Oversee enrollment procedures including: completing all necessary documents and forms, prepare employee by assignment by establishing and conducting orientation and entry training programs
•Complete human resource operational requirements by scheduling and assigning employees; following up on work results
•Play an oversight role in visa processing & visa cancellation process
•Oversee the development of system training materials, provide training, and identify training opportunities.
•Ensure medical benefits of employees by liaisoning with Insurance Company
•Supervise and ensure all operations in the camp and monitor the maintenance & renovation of company and camp
•Maage and supervise Logistic / Transport department
•Verify and Issue Service Contracts to the employees

RECORD & DOCUMENT MAINTENANCE
•Oversee maintenance of company guidelines by preparing, updating and recommending human resource policies and procedures
•Oversee maintenance of historical human resource records by designing a filing and retrieval system;keeping past and current records

• To lead, inspire and motivate the HR department across NAFFCO to deliver an effective and efficient functions and develop a strong employer brand whilst ensuring compliance to relevant laws, corporate policies and alignment to international and regional best practices
HR Management:
• Develop and implement an HR strategy that is in line with NAFFCO’s long term strategic objectives.
• Conceptualizing HR structures, systems and policies in the light of changing market trends, current/ proposed business activities/ plans and local labor laws.
• Review the organization structure and make recommendations to optimize the structure to support NAFFCO’s long term objectives.
• Lead recruitment strategies based on organizational requirements and budgeted manpower plan.
• Develop and implement a cost effective training and development strategy that supports the development of NAFFCO’s employees (technical and behavioral skills)
• Support department managers to develop detailed manpower and training plans in line with the annual business planning and budgeting process
• Serving across a variety of complex and routine HR operations; leveraging functional expertise for enhancing business processes while prioritizing multiple deadlines to execute assigned tasks.
• Selecting training suppliers against business requirements
• Ensure the cost effective and timely execution of employee services function to provide high levels of service to all employees
• Conduct external benchmarking to ensure NAFFCO is competitive in the market and able to attract, hire and retain talent with coordination of external consultants
• Provide support and advice to the Senior Management team on all HR related issues including interpretation and application of all HR policies to ensure consistent application across the organization.
• Formulating compensation and benefits plan to offer competitive remunerations those are directly variable to employee skills/ talent, personnel budget and capable to attract and retain a quality workforce.
• To supervise and ensure all the visa procedures of all staff are promptly attended to, so that issues can be avoided
• Enhances department and organization reputation by accepting ownership for accomplishing new and different requests; exploring opportunities to add value to job accomplishments.
Administration:
• Presenting organization, coordination and direction to all administrative and legal operations while ensuring strict compliance to all organizational policies/ methodologies including labor/ Government laws.
• Communicating effectively with key officials at Government Organizations; facilitating documents/ information on time to smoothly secure employment/ residence visas for employees.
• Fostering a legally complaint environment by ensuring all approvals/ licenses are valid/ renewed on time. Administering insurance for medical/ equipment/ project including updating ownership details for vehicle and equipment.
• Prioritizing assigned tasks to meet multiple deadlines; routinely updating seniors on various office/ HR issues along with recommendations on process enhancements.
• Administrates and controls the labor camp accommodation.
• Performs regular tours and spot check on laborers dormitories and other related facilities and follows up on remedial action in case of any finding.

Key Responsibilities:
HR Management:
• Conceptualizing HR structures, systems and policies in the light of changing market trends, current/ proposed business activities/ plans and local labor laws in close coordination with HR Director.
• Serving across a variety of complex and routine HR operations; leveraging functional expertise for enhancing business processes while prioritizing multiple deadlines to execute assigned tasks.
• Managing all facets of recruitment process - identifying recruiting needs, cataloging job descriptions as well as participating in interviews for acquiring quality talent.
• Formulating compensation and benefits plan to offer competitive remunerations those are directly variable to employee skills/ talent, personnel budget and capable to attract and retain a quality workforce.
• Administering performance appraisals to identify areas of improvement/ appreciation; outlining skill and service gaps and facilitating training programs to brace up business performance for employees at all levels.
Administration:
• Presenting organization, coordination and direction to all administrative and legal operations while ensuring strict compliance to all organizational policies/ methodologies including labor/ Government laws.
• Communicating effectively with key officials at Government Organizations; facilitating documents/ information on time to smoothly secure employment/ residence visas for employees.
• Fostering a legally complaint environment by ensuring all approvals/ licenses are valid/ renewed on time. Administering insurance for medical/ equipment/ project including updating ownership details for vehicle and equipment.
• Prioritizing assigned tasks to meet multiple deadlines; routinely updating seniors on various office/ HR issues along with recommendations on process enhancements.

Key Responsibilities:
Business Development:
• Provided leadership and vision to sales team by defining targets, shaping strategies, allocating resources, evaluating impact as well as directing modifications to ensure business performance heads in a positive direction.
• Spearheaded business planning and forecasting process, conceptualized strategies for improving the current and future performance of the organization with respect to sales volume, value, market share and profit.
• Capitalized to fullest acquired industry knowledge pertaining to market dynamics, competitor’s offerings, current trends and maximized business development by customizing sales operational plans.
• Assessed the profitability and revenue impact of prospective business opportunities. Proposed new business ideas to the management in order to tap market potential and consistently chart a rising business curve.
Operations Management:
• Contributed significantly in development and implementation of organizational strategies, policies and practices with an underlying objective of improving business performance, productivity, efficiency and profitability.
• Customized operational plans in alignment with organization’s goals, revitalized policies/ procedures by providing technical leadership and guidance to team members and other departments.
• Prioritized and allocated resources reviewed and evaluated programs/ service delivery; identified and recommended improvements to ensure quality of operations and performance excellence.
• Served as an escalation point for complex issues and devised solutions in line with organizational policies to achieve and maintain operational superiority.
• Demonstrated effective stakeholder management, resulting in the ability to provide deliverables that meet functional requirements with strict conformance to assigned budget and stiff deadlines.

Key Responsibilities:
HR Operations:
• Planned and implemented HR structures, systems and policies as per changing market trends, current/ proposed business activities/ plans and local labor laws jointly with senior management.
• Embedded high quality recruitment function by sourcing resumes, conducting back ground checks, facilitating interviews and providing active support to ensure selection of right candidate.
• Served strong HR support to employees by processing and facilitating visa/ work-permits including visa/ passport renewals, medical and accommodation among others.
• Established professional and positive relationship with employees; mediated disputes and addressed concerns/issues in the most professional manner while striven to implement best practices across critical HR processes.
Administrative Management:
• Provided administrative support to a variety of business operations to ensure all processes, policies, work performance and interests are in sync with strategic priorities of the organization.
• Developed and updated HR database, labor records, contracts of employment and medical insurance among others to ensure timely processing of payroll and other benefits with total accuracy and attention to detail.
• Represented key point of contact for all hotel reservations, travel arrangements, generating office memos/ correspondences, moderating asset insurance while prioritizing tasks to effectively meet assigned deadlines.

Key Responsibilities:
HR Operations:
• Offered integral support to HR Manager for streamlining HR structures, systems and policies entailing an efficient and effective Human Resource Management function in the organization.
• Led the development and maintenance of a highly dynamic workforce by serving across various HR verticals like recruitment, payroll, performance management/ training, employee management and retention among others.
• Constructed an effective organizational structure with well defined roles/ responsibility and regularly updated the same in the organizations chart/ automated databases.
• Presented support, motivation and guidance to employees at all levels deviating from organizational goals to integrate employee performance with strategic priorities of the organization.
Administrative Management:
• Offered organization and direction to all office operations by devising plans/ budgets, allocating resources/ supplies, measured results and made mid-course corrections to ensure effectiveness and efficiency.
• Monitored staff, work procedures/ processes for compliance to all organizational policies/ methodologies. Served across various staff management disciplines to implement a professional and performance driven work culture.
• Managed and administered databases, developed and maintained files/ folders, e-files and records in line with standard operating procedures while maintained extreme confidentiality and job integrity.

Key Responsibilities:
• Directed critical operations of HR department, thereby monitoring compliance with organizational policies, procedures, ethical practices and guidelines for International employees.
• Devised a standardized organizational chart to clarify authority and responsibility in liaison with department managers while recruited qualified candidates to plug vacancies in a timely and cost-effective manner.
• Identified performance/ skills short falls via performance appraisals; established several training programs that increase employee engagement, morale as well as facilitate ongoing, long-term improvement of skills and performance.
• Assimilated factors like head count, manpower statistics, staff movement/ turnover into analytical reports and routinely presented the same to senior management with full recommendations for improvisation.

Key Responsibilities:
• Led the establishment of an effective and efficient HR management function by systematizing critical elements of HR like recruitment, payroll, performance management, training and retention among others.
• Served integral administrative support to officials/ employees across various departments; governed an environment of discipline and compliance to rules and set methods in this field
• Embedded a well-defined framework with precise business objectives for critical HR elements thereby improving the effectiveness and efficiency of the organization with respect to HR management
• Defined KPI’s with benchmarks of minimum acceptable performance; administered performance management systems/ operations and periodically conducted training programs to brace up business performance.
• Minimized employee turnover by conducting exit interviews; identified employee concerns/ issues and mediated disputes by adopting an employee friendly approach with strict compliance to organizational policies/ methodologies.
• Established professional and proactive relations with officials at other Government departments; resolved any query/ issues by researching and interpreting applicable rules/ policies and standard procedures.

Key Responsibilities:
• Developed a functional manpower management and planning strategy for optimum utilization of existing human capital while ensuring availability of required personnel to meet current and future human resource needs.
• Served across various HR management functions such as recruitment, payroll, staff performance evaluations and appraisal so that employee performance and interests are in sync with strategic priorities of the organization.
• Established professional and proactive relationships with employees at all levels, focused on implementing best practices in sync with organization’s strategic objectives and HR vision.