HR Manager
AMERICANA – Kuwait Food Company
مجموع سنوات الخبرة :20 years, 0 أشهر
Provide required leadership and guidance to the field execution of all HR activities in their respective areas, and are primarily responsible for the timely and proper implementation of the organization's human resources strategy so that the organization attracts, manages, develops and retains the employees it needs to achieve current and future business objectives.
Job Responsibilities:
Strategic (results)
• Ensure knowledge sharing of best practices across BU’s and Support Functions
• Modify group HR initiatives within guidelines to meet Business needs
• Identify mission critical and scarce skill positions
• Designs succession plans for key talents and key job positions
Operational (process)
• Conducts regular meetings with respective business units.
• Work closely with the BU HR BPs, Support Function Cluster leads and Operational Managers when required
• Analyses trends, metrics, and report to the Brand HR BP to adapt/develop solutions, programs and policies.
• Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations.
• Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance.
• Provides guidance and input on business unit restructures, workforce planning and succession planning.
• Partners with the legal department as needed/required.
• Provides HR policy guidance and interpretation.
• Staffing responsibilities to manage work force needs.
• Manage the needed nationality mix as per the aligned HR KPIs. With the Brand HR director.
• Manage the needed gender mix as per the aligned HR KPIs. With the Brand HR director.
• Workforce (manpower) Planning.
• Manage Performance Management process.
• Manage Probation period evaluation.
• Employees Relations Activities. (Satisfaction Surveys, Exit Interviews, Roundtable meetings, . . . etc.)
• Manage the TNA analyses.
• Prepare and Manage the 3 years’ brand HRD strategic plan (People Capability Review process, including the formulation of:
Succession Plan
Manpower plan
Manage the brand Talent pool &brand current and future needs
• Participates in evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met.
• Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
Talent & Value (people)
• Implements desired workforce culture and core values within Cluster
• Learning planning and prioritising (along with Learning function)
• Identifies training needs for business units and individual executive coaching needs.
• Provide feedback to the Brand HR BP regarding effectiveness of employee value proposition to attract and retain the best talent
• Participates in evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met.
• Manages succession planning for Relevant Cluster to comply with Talent Acquisition process
Customer Satisfaction (internal and external)
• First point of contact to Brand Cluster Leadership
• Coaching, consulting and provision of advisory services to employee groups when required
• Supports management by providing human resources advice, counsel, and decisions; analysing information and applications.
• Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
Implement the organization's staffing plans so that the organization attracts, and retains the employees it needs to achieve its current and future business objectives.
• Prepare the annual labor needs and the labor budget together with the operation team and the other supporting departments.
• Prepare the annual manpower plan together with the recruiting calendar.
• Develops and maintains an excellent working relationship with recruitment agencies, labor office and other governmental organizations.
• Gathers information, documentation, and compiles statistics necessary to ensure that the recruitment process is up to the required standards
• Recruiting all manpower necessary to achieve or exceed the company goals, as evidenced by completing and timely submitting a written monthly report indicating monthly work activities, recruitment attempts and outcomes.
• Prepare and sign all the job offers for newly hired workforce within the organization.
• Offers all new hired deployment into appropriate assignments consistent with their permission, skills and interests.
• Keeps HRD manager well-informed of activities, results of efforts and problems identified/potential problems and recommends corrective actions to immediate supervisor.
• Updates and monitors the HRIS database to ensure all related transactions and services are in the system and current; teaches others how to utilize HRIS.
• Provide periodic Staffing Reports to the HRD manager and the brand operation manager.
• Monitors and analyzes turnover, exit interviews and consult with the brand operations manager and the branch HRD manager for corrective measures
• Ensure effective implementation of the Housing Policy by conducting periodic visits to staff accommodation.
• Monitor the efficiency of the Recruitment agencies in terms of new hires quality, speed of the process and provide periodic feedback and recommendations
Implement the organization's training plans so that the organization develops and retains the employees it needs to achieve its current and future business objectives
Job Responsibilities:
• Obtain, organize, or develop training procedure manuals, guides, or course materials, such as handouts or visual materials.
• Align with the HRD Manager and Operations Leaders on the Brand Training plans, priorities and objectives.
• Prepare the brand annual training objectives and communicate with his Team to gain alignment and commitment
• Undertake and direct Training and Development needs analysis within the Brand on an on-going basis.
• Responsible for the effective execution of Americana Performance Management system in his brand
• Ascertain competency gaps and endorse IDPs for existing management team & crew members.
• Responsible for the execution of the IDPS
• Determine the needs for MITs & RMTs and coordinate their recruitment with the Operation Manager and the Branch HRD Manager
• Determine low performers and consult with the concerned Operation Manager and the HRD to decide on lay off and replacement
• Ensure that the new hires get required training to handle their positions properly.
• Has an active role in the promotion process and ensure that promotions are done with accordance to the Company policy and processes and the candidates possess the required competencies
• Responsible of the Certification of the employees prior to the promotion approval
• Review brand training Plan with the Brand operation manager to make sure that it is focused on the Brand strategies, priorities and needs.
• Responsible for the effective execution of the training programs and ensure that all employees and Managers are trained and certified according to the Brand standards
• Responsible for the effective execution of the bench planning system
• Responsible for the effectiveness of the re-certification
• Responsible for the Brand annual HRD plans implementation against the business/ operations KPIs
• Coach and supervise the Brand HRD Coordinators and execute their development plans.
Conduct training and development programs to improve individual and organizational performance.
Job Responsibilities:
• Obtain, organize, or develop training procedure manuals, guides, or course materials, such as handouts or visual materials.
• Design, plan, organize, or direct orientation and training programs for employees.
• Conduct field visits to ensure efficiency of crew members and management team in terms of knowledge, skills and ability before promotion.
• Prepare and evaluate training restaurants readiness for training process.
• Offer specific training programs to help workers maintain or improve job skills.
• Facilitate technical & managerial training using a variety of instructional techniques or formats, such as role playing, simulations, team exercises, group discussions, videos, or lectures.
• Execute all planned training activities efficiently
• Conduct training programs i.e. sales forecast, labor scheduling, ordering system and RBP.
• Support in-store training system by visiting the restaurant in his area of responsibility and communicate results with the Ops leaders.
• Responsible for technical and managerial skills training of the newly hired management members to enhance their know-how, skills and performance.
• Responsible for conducting the DC/BMT orientation.
• Responsible for training restaurants and module trainers’ certification twice a year.
• Responsible for providing DC/BMT modules to all learners
• Counsel employees and store managers about the organization’s training programs and policies and arrange employees’ participation in internal and external training so that organization’s training resources are allocated effectively.
• Responsible for the effective distribution of Americana Performance Management forms in his restaurants.
• To ensure that training prerequisites are completed before staff promotion.
• Compile handbooks, manuals, guides, modules and other materials to ensure that training programs are delivered with high quality resource.
• To be updated and innovative to ensure that the organization’s training and development activities remain current and relative.
* Training Restaurant Manager - KFC January 2006 - Jan 2007 / Kuwait
* Assistant Restaurant Manager - KFC April 2005- Jan 2006 / Kuwait
* Shift Crew Supervisor - KFC June 2004 - April 2005 / Kuwait
