Omer Ali Siddig Abuzaid

HR SPECIALIST
Function as key HR responsible on all HR transactions/queries and day-to- day tasks. In charge of HR strategy implementation and overall Human Resources functions- serving 1120 Staff Members with 7 HR Assistants reporting directly to me.

Function as a HR Generalist, Counselling, HR Operations, conflict resolution, Benefits/Compensation, Training & Development, Recruitment/Selection and Employee Relations, reporting to the HR Director.

• Forecast HR budget and manpower financial planning.
• Manage recruitment and selection of highly effective candidates with a competitive advantage strategy that engage and retain them.
• Develop job profiles and source candidates from major job boards; select, interview and hire employees in collaboration with department managers.
• Coach Managers on HR policies, strategy values and mission of the organization.
• Identify Staff learning needs, skill gaps and competency related issues.
• Develop Learning Curriculums that are customized to bridge staff skills shortage.
• Draw yearly ROI (Return on Investment) of interventions and value adding perspectives.
• Develop staff capabilities through exposure to customized trainings/workshops and be the sole responsible for Learning needs Analysis and performance gaps identification.
• Coach Managers on the process of evaluating employees, setting goals, conducting objective performance reviews, and recognizing and awarding performance to improve productivity.
• Advise on rape, abduction and in providing first aid physiological therapy.
• Handle harassment, occupational stress and critical incidents.
• Make psychological triage and identify signs of depressions, acute stress and mental fatigue across team members.
• Provide stress management trainings on how to handle stress before burnout.
• Handle employee terminations, grievance and other difficult situations in a sensitive, fair and respectful manner, working closely with legal counsel, supervisors and management.
• Identify talent and aspirations of individual employees and provide coaching aimed at motivating them to undertake the necessary training required to advance their careers within the organization.
• Plan and develop on-the-job training programs for line employees and career development programs for managers with a focus on retaining existing talent and reducing employee turnover.

•Learning Curriculum Design
Design &Develop appropriate learning curriculum to cover DED identified Competencies in order to close L& D gaps while working closely with key stakeholders including Consultants.

•Competency Management
Carry-out pre-course competency assessment to ensure that there is alignment between the Organisational competency gaps and the appropriate closure response being recommended.
Develop and Update Learning & Development competency and learning directory to meet Organisational, performance& individual development needs towards driving a high performance culture.

•Learning Solutions
Conduct Learning and Development needs and recommend fit-for-purposeblended learning solution to close gaps.
Identify Macro training needs in collaboration with HODs/GMs/MD and ensure delivery across the target audience.
Review outcomes of performance management process, draw up appropriate interventions and make recommendations on deployment plan to ensure that all performance and development gaps are effectively closed.
Source, review & recommend reputable learning solutions, vendors/service providers and ensure that learning sessions are delivered effectively with minimal disruptions to business operations.

•Employee On-boarding
Design &Coordinate effective staff on-boarding and “buddy” process to ensure seamless integration of new employees into their jobs and DAL environment.

•Learning Quality Management
Maintain high quality standards of learning interventions in order to ensure value for money, time and efforts.

•Reporting
Submit periodic capability development reports in order to facilitate management’s decision making.

•Change Management
Ensure changes to the business (i.e. system, cultural) environment are analysed and rolled out following appropriate change process through blended learning approach that delivers maximum impact.

•Systems & Processes
Adopt up-to-date systems, tools & processes to develop and deploy organisational learning in order to enhance quality, effecting learning communication and return on learning investment.

-Provide strategic HR Support with emphasis on Talent Development and succession planning.
- Orchestrate a Human Resource Structure that align the roles of peoples to the Organizational Objectives Achievement.
- Design Learning and Development Programs to bridge the gaps of skills for staffs
- Provide training and coaching for senior Management team with emphasis on Leadership Development and Best Management Practices.
- Benchmark Salaries and recommend a competitive Salary structure as per the market.
- Run Stress Management session for highly affected staffs to cope with Stress.
- Facilitate Traumatic Incidents Trainings for those who have undergone traumatic Incidents experiences and provide tools on how to help them using it to bounce back.

- Advise companies on best human capital management practices.
- Helps clients strategically integrate effective HR processes, programs and practices into their daily operations
- Perform internal reviews and audit of current systems and policies.
- Perform quality assurance checks.
- Deliver surveys to employees.
- Conduct investigations and research into reclassification and classification.
-Match job seekers to employers.
- Ensure business practices are in accordance with human resource policies and labor laws.
- Help train managers and HR employees.
- Provide company with updated salary and job description information.
- Help implement applicant tracking systems.
- Provide consultation and guidance to senior management and organizational partners in the interpretation of human resource management policies, procedures, programs and application of related government laws and regulations.
- Lead HR-related projects.
- Provide advice on discipline process, conduct disciplinary review conferences and advise on appropriate outcomes.
- Develop employee restructuring plans.
- Devise severance packages.
- Participate in the design, development and implementation of innovative workforce retention programs.
- Provide review and approval of requests for reduction-in-force, reorganizations/realignments.

Provide strategic direction and leadership on the development of appropriate HR Policies across the Company
• Assess current and future policy requirements to support strategic aims in conjunction with the Company’s senior management
• Research best practice to enable best design of the Company policies
• Project manage the implementation and review of HR policies
• Impact assess the equality and diversity impact of all HR policies
• Provide strategic oversight and direction to Company Remuneration policy and practices
• Provide direction to Labor Unions relationships to foster effective working relationships and enable appropriate change
• Develop appropriate employment conditions and support to Company staff deployed on National assignments
• Monitor employment legislation developments, assess the impact on the Company and develop policies to maintain legal compliance
• Provide direction on staff engagement so that the Company regularly measures and responds to staff feedback to improve the Company as a place to work

Leadership on specific themes and issues

• Play a central role, in conjunction with the CEO in forward planning and strategy development for the Division as a whole.
• Provide oversight of the Company’s approach to job evaluation to maintain consistency and fairness and assess appropriate methodologies for implementation
• Provide guidance on the interpretation and application of HR policies and procedures within HR and across the Company
• Critically assess and develop policies in line with internal and external influences, particularly taking account of the international perspective
• Develop a co-ordinated and consistent approach to the way in which the Company engages with all staff directly and indirectly
• Lead development of policies which promote equality & diversity across the Company
• Benchmark and modernise terms and conditions, remuneration and benefits

• Working closely with departments, increasingly in a consultancy role,
• Assisting line managers to understand and implement policies and procedures
• Promoting equality and diversity as part of the culture of the organization;
• liaising with a wide range of people involved in policy areas such as staff performance and health and safety
• Recruiting staff - this includes developing job descriptions and person specifications, preparing job adverts, checking application forms, short listing, interviewing and selecting candidates.
• Developing and implementing policies on issues such as working conditions, performance management, equal opportunities, disciplinary procedures and absence management and preparing staff handbooks
• Advising on pay and other remuneration issues, including promotion and benefits Undertaking regular salary
• Reviews, negotiating with staff and their representatives (for example, trade union officials) on issues relating to pay and conditions; administering payroll and maintaining employee records
• Interpreting and advising on employment law; dealing with grievances and implementing disciplinary procedures
• Developing with line managers HR planning strategies which consider immediate and long-term staff requirements
• Planning, and sometimes delivering, training, including inductions for new staff;
Analyzing training needs in conjunction with departmental managers

• Monitor daily attendance.
• Investigate and understand causes for staff absences.
• Recommend solutions to resolve chronic attendance difficulties.
• Provide basic counseling to staff who have performance related obstacles.
• Provide advice and recommendations on disciplinary actions.
• Monitor scheduled absences such as holidays or travel and coordinate actions to ensure the staff absence has been adequately covered off to ensure continuity of services.
• Inform affected staff or residents of unexpected absences from work and coordinate actions ensuring the continuity of services such as cancellation of events and locating keys.
• Coordinate staff recruitment and selection process in order to ensure a timely organized and comprehensive procedure is used to hire staff.
• Provide advice and assistance to supervisors on staff recruitment
• Prepare notices and advertisements for vacant staff positions.
• Schedule and organize interviews
• Participate in applicant interviews
• Conduct reference checks on possible candidates
• Prepare, develop and implement procedures and policies on staff recruitment
• Inform unsuccessful applicants
• Conduct exit interviews
• Provide information and assistance to staff, supervisors and Council on human resource and work related issues.
• Develop and implement a human resources plan and personnel management policies and procedures
• Promote workplace safety.
• Provide advice and assistance to staff and management on pay and benefits systems
• Research and monitor human resource systems in other organizations within the community.
• Explain and provisions of the personnel policy.
• Explain employment standards and legislation such as workers compensation, labour standards and Fair Practice Act.
• Organize the transitional provisions of employee compensation, pay and benefits when positions are transferred or new positions are funded through contribution agreements and other special funding arrangements.
• Arrange for the repairs of computers and other office equipment and assist with organizing staff to carry out work due periods of equipment shutdowns.