HR Head of Sub Region
Nokia Siemens Networks (NSN)
Total years of experience :24 years, 9 Months
With more than 72, 000 people in over 150 countries, Nokia Siemens Networks is one of the largest telecommunications hardware, software and services companies in the world.
Reporting to the MENA Head of HR, responsible for sub regional management to include; United Arab Emirates, Saudi Arabia, Kuwait, Qatar, Oman, Bahrain, Yemen, Egypt, Libya, Ethiopia, Sudan, Somalia, Djibouti, Lebanon, Syria, Jordan, Afghanistan, Pakistan, Iran and Iraq. Management of over 20 HR Consultants/Managers. MENA headcount of 5, 000+. MENA revenue generation of approximately 700 MEuros per annum.
Responsibilities include:
•Act as the face of HR, ensuring proactive engagement with all stakeholders
•Senior level decision making and both day to day management and strategic direction of the organisation
•Develop and implement bi-annual agenda for HR strategy in line with the business plan. Ensure HR plans support the needs of the business and are flexible enough to cope with organizational change, as and when they occur
•Provide information/reporting on data such as headcount, staff turnover, references, employee costs, cost center forecasts against budget, etc.
•Co-ordinate recruitment throughout the business through management of the HR team
•Ensure all relevant documentation such as Country Policies and Company Registrations are updated/renewed as and in line with local legislation
•Deal with any performance or grievance issues in a legally compliant and professional way
•Provide day to day advice to line managers on all human resource issues: management of staff, remuneration, appraisals, promotions, terminations, etc.
•Manage a succession plan and focus on the development of key talent
•Ensure payroll is completed accurately and to deadline considering taxable elements where required in line with local legislation
•Acquisition into NSN with over 400 employees successfully transferred
•Development of Line Managers and Key Talent
SHOWTIME provides the best entertainment of Pay for View Satellite TV across the Middle East and North Africa. Headcount of 750+, mainly comprising of Sales, Marketing, Call Centre, Production, Broadcast and Transmission and Support functions.
Reporting directly into the Vice President of HR, responsibilities include:
•Management of team of 10 across MENA.
•Responsible for employee costs budget and analysis in excess of 33M USD pa.
•Development of the HR annual budget.
•Responsible for management and selection of employee benefits.
•Ongoing workforce analysis and facilitation of manpower restructure(s), in order to reduce unnecessary headcount expenditure and create opportunities for growth and development within the business.
•Third party relationship management, including recruitment agencies, medical insurance provider and local employment lawyer.
•Training needs analysis and delivery of training initiatives, including management development program and coaching.
•Development and delivery of performance management process, including appropriate training.
•Alignment of Company Policies in line with local employment law requirements.
Project focus includes:
•Management of the regional restructure project with impact across 7 countries.
•Review of employee policies and procedures.
•Implementation of a regional recognition programme.
•Resourcing and integration of 50+ heads in order to deliver the launch of the Premier League and additional sports channels.
•Development of the HR systems and integration into the finance reporting systems.
•Development of benefits program to provide a leveling/banding system to provide flexible benefits to employees across the region.
Glotel Plc provides IT and Telecommunications specialists on a contract and permanent basis to international clients.
Responsibility for the EMEA employees, including the Netherlands, Belgium, Germany and multiple sites across the UK. Headcount of approximately 100 with a very strong Sales team with specialised knowledge in the IT and Telecommunications sectors.
Projects included:
•Aligning HR Strategy with the business strategy.
•Sourcing of A-player candidates within a difficult market sector
•Risk analysis of right to protect and enforcement of rights
•Development and introduction of Company handbook and employment contract
•Development and integration of company values and statement
•Restructure of sales and management team
SHOWTIME provides the best entertainment of Pay for View Satellite TV across the Middle East and North Africa. Headcount of 120+, mainly comprising of Sales, Call Centre, Technical Installations and support functions.
Initial focus was to establish the HR function within Saudi Arabia and Bahrain and develop strong work relationships with the management team in order to raise the function profile within the business.
Responsibilities include:
•Management of team of 5 employees.
•Local headcount and recruitment management ensuring legal requirements of Saudisation and female work arrangements.
•Succession planning.
•Identification of High Performers and High Risk roles.
•Development of HR budget and cost management.
•Management of local commission schemes and medical / life insurance provider.
•Local delivery and management of appraisal process, including manager and employee workshop training.
•Training needs analysis and delivery of training initiatives.
•Workforce analysis recommendations and management of manpower restructure(s).
•Development and management of local Employee and Manager Handbook.
•Review and standardisation of employee and manager remuneration.
•Relationship management of Mutawa (moral police), ministries, police and employment lawyer.
•Developed understanding of local employment law.
Special project management which include Middle East and UK coverage:
•Development of Assessment Centers & Middle-East Internship Program.
•Researched and developed company-wide Redundancy Procedure / Policy.
•Created Showtime standard Recruitment Branding.
•Developed and implemented the sales review process based on KPI criteria.
•Local implementation of HRIS Great Plains.
•Development of company-wide Induction Program.
•Review of commission schemes in order to maximize their effectiveness.
•Removal of KSA employee allowances and reduction in manager bonus entitlements as part of standardisation.
The Inspire HR team represents professionals who have solid experience within the core competencies of Human Resources i.e. Resourcing, Relations, Development and Reward. The business allowed flexibility in order to allow people to work to their preferred styles.
As per client requirements, I would work as either an external HR consultant, manage projects either within or outside of the client premises or provide interim HR Manager cover.
HR Consultant:
While working with Chambers Travel Management I would provide advice and guidance on a range of topics. These included redundancy and unfair dismissal claims, performance management issues, restructures and salary cuts, standardisation of benefits, closure and relocation of employees, training and development requirements.
Special projects included:
•Design of Director level performance management tool for First Data Corporation.
•The development of an International Payroll (24 countries) and HRIS Implementation for Universal Pictures International & Televisions and Network Group.
•Employee review survey and training requirements for Grosvenor Estates.
•Development of international policies for Viacom (Paramount) and Universal Pictures.
Interim HR Manager Cover:
•Temporary HR Manager for The Carphone Warehouse, Gameplay.com, Mediabright (Canal+) and Glotel.
This is the dynamic, recently formed UK arm of the hugely successful US based Amazon.com - the worlds largest internet retailer of books, music and video. Amazon is rapidly increasing its’ market share by diversifying into other markets including Europe.
My duties is the dynamic hugely successful internet retailer included:
•Interview and selection of candidates.
•Close liaison with recruitment agents.
•Development of advertisement campaigns.
•Assessment Center participation.
•Management of new starter process including induction.
•Implementation and maintenance of PeopleSoft HR database.
•Administration of Purchase Orders using Oracle.