Global Head of Business Partnering GCC & UK
Bateel International
Total years of experience :25 years, 10 Months
Key Duties:
Position the role of Business Partner together as an integral part of the client management team by developing effective working relationships, influencing, challenging the senior management team on their personal style and the development and delivery of their People plans in support of the achievement of the business and People strategies. Provide leadership, coaching and guidance to the Country Business Partners to lead them to HR Excellence.
Achievements:
Performance Management Toolkit (Disciplinary, Grievance & Performance Management).
Efficiencies: Business Travel, Wellness Initiatives, HR Budget, Manpower Planning, E-Filing and Folders naming convention.
Projects: UK operations to set up new concession, HRMS implementation, Job Descriptions, Organisation rightsizing, Accommodation.
Key Duties:
To act as a strategic regional partner to the MEATI based leadership team of the GTD and GTS businesses, driving positive business change. Influencing, advising and supporting the cultural and people aspects of organisational change, structures, people processes and business improvement initiatives within the business area in order to improve business and people efficiency across Middle East, Africa, Turkey and India.
Achievements:
Change management: designed and rolled-out HR policies / workshops to support efficiencies for the business, people and environment.
First HR (volunteered) to be present in KSA to conduct workshops around the People Deal EVP and change initiative for the Shared Services Centre as well as qualitative 1-2-1 sessions with the team.
People Deal Ambassador working with the business to implement performance management, career paths, PDPs, PIPs, and with the People to provide a listening ear and resolve pain points.
Regional Mobility solutions to support the growth of the business as well as the individual’s career path.
Nominated and attended the CDC (Corporate Development Centre) 2015 culminating in an ‘excelling’ performance rating
Key Duties:
To provide HR operational support to the business unit to include manpower planning and budgeting, recruitment and selection, performance management, grievances and disciplinaries, coaching and guidance of policies and procedures to the LM, transfer competencies and develop the team.
Achievements:
Revised functional induction programme to include ‘HR conditioning’ and a buddy system.
Designed and rolled-out several programmes: recognition, coaching, head-hunting.
Created and implemented the sales competency framework and development assessment.
Headcount planning and tracking across all Business Lines / Headcount type / MEA.
Leadership development programme (Mount Kilimanjaro): 3 levels for Team Leaders (PM and LM), Business Leaders and Strategic Leaders.
Graduate trainee programme: advise strategies to fit the requirements of the four subregions.
Lead HR Projects: Values, IDEAS, Reach Out, Business Ethical Training, Non MEA Countries.
Organization design, development, capabilities and effectiveness.
Adding value for businesses by translating specific business’ needs into the People / HR Strategy plans and driving their implementation.
Facilitate the implementation of talent management reviews and succession planning and talent development.
Contributing to the development of HR processes, products and services to improve support for business strategies implementation and proactively participating to company level development projects.
Implementing and sharing best practices within the HR community.
Expressing, driving and promoting company’s culture and values.
Key Duties:
To provide regional HR leadership with responsibility for support of Company operations, to include Human Capital strategy, system design and implementation, monitoring and evaluation, Labour Law interpretation and adherence, and the general provision of HR counselling to Management, in the areas of:
Recruitment and Selection; Training and Development; Analysis and Design of Work; Performance Management; Compensation and Benefits; Payroll Administration; Employee Relations; HRD Policies; Support for Strategy; People Management Responsibilities.
Achievements:
Transformation of the HR function within one month of joining with a view to formalising the role of HR and building credibility for HR as a key business partner.
Significant involvement in the due diligence process for launching presence in South Africa.
HR Diagnostic Review of India entity with a view to identify gaps and project manage implementation of best practices.
Design and implementation of region-wide Performance Management system.
Key Duties:
To provide a global HR strategy with respect to Compensation & Benefits and Human Resources policies based upon comparable practice both within and outside the airline industry, in order to ensure that Etihad Airways corporate values and local legislation are balanced so that the business is capable of attracting and retaining a high calibre workforce.
Advise line managers on staff related matters to ensure a uniform approach is maintained throughout the company in the interpretation and application of policy on such matters as recruitment / selection, remuneration, job evaluation, performance / development, disciplinary issues and grievance handling.
Manage the pro-active implementation of HR policies and procedures to ensure that staff and management are up to date with recent changes, and that these changes have been effectively understood and consistently implemented.
To support line departments in forecasting and organising resource requirements and in annual manpower budgets in order to contribute towards meeting their department’s business objectives and overall profitability of the company.
Providing effective and timely guidance to direct reporting staff to ensure positive motivation and development.
Achievements:
Establishing HR credibility within the Flight Operations division, recruiting an efficient team and successfully handing the role and responsibilities over to my successor within the first six months of my employment.
Significant involvement in setting up thirty Outstations.
Feb 03 - Aug 04 Human Resources Superintendent (Remuneration)
Key Duties:
Organising and conducting remuneration reviews for existing outstations and production of remuneration and benefits packages for new outstations.
Timely updates of the pay and benefits information in the Pay & Allowances Manuals, employment contracts and on the APDC website for EK Outstations.
Dealing promptly and accurately with verbal and written adhoc queries normally from Outstations, other sections of HR, airlines and other external colleagues.
May 02 - Feb 03 Human Resources Superintendent (Planning)
Key Duties:
Researching policy in order to create / amend / develop comprehensive HR policies / procedures that are realistic and support the Company's objectives and provide a comprehensive advice service on the interpretation of HR policy.
Managing the production of draft amendments of the relevant Employment Regulations, Pay & Allowances, Staff Travel Manual, amending the Intranet; managing the process of updating contract letters.
Providing ad-hoc support to the HR Outstation team through conducting recruitment interviews and other related HR support.
Achievements:
Managing recruitment campaigns for Kenya and Mauritius with positive feedback in month one.
Creating presentations for the HR policy clinic.
Providing valuable data and feedback in various aspects of policy design e.g. Intranet Security Policies.
Project management of five key manuals for SriLankan Airlines under the Emirates ten year management contract.
Establishing and negotiating the medical insurance renewal process for all outstations.
Key Duties:
Resourcing candidates, facilitating the generation of offers of employment, provision of guidance, advice, and direct support, where required, for the facilitation of resolution to collective and individual queries, problems, disputes, and grievances.
Supporting the implementation of Carillion Services compensation and benefits strategy, including annual pay review, promotion and bonuses.
Ensuring payroll issues are handled in an accurate and timely manner through liaison with departmental managers, payroll and finance functions.
Supporting the training plan, setting up seminars, including identification of venues, and issue of joining instructions, identification of internal and external providers of training.
Implementation of Cyborg ST V4.5 (HRIS), creating reports via Web Intelligence V2.5.
TUPE administration, redundancy calculations and interpretation of various terms and conditions of employment (both public and private sectors) for multi-sited operations.
Achievements:
Studying Human Resources Management at Masters level whilst working full-time.
Raising the HR profile and its credibility within the organisation at all levels.
Managing the call centre helpdesk recruitment campaign.
Key Duties:
Auditing and updating company procedures in accordance with ISO9002 requirements.
Undertaking personnel duties as appropriate, including security screening.
Administer and advise on Health & Safety issues.
Advising managers on employment issues.
Induction training, training needs analysis for all staff, organise product & skills training courses, organising client training in use of current systems, arranging training apprenticeships, accreditation from Investors in People.
Achievements:
Designing & implementing the appraisal system.
Implementing the training function and achieving Investors in People UK.
Designing & executing the HR Intranet.
Key Duties:
Design/delivery/evaluation of courses.
Training internal staff on soft skills and external clients on new products.
Implementing/updating training databases.
Identifying, analysing & producing statistical data on labour turnover.
Achievements:
Implementing the Working Time Directive within Business Post (62 locations).
Designing/implementing exit policy and questionnaire.
Key Duties:
Recruitment & Selection, Induction Training, Banking, Buying / Ordering Goods.
Achievements:
Studying Personnel Management at Certificate and Diploma levels whilst working full-time.
Subjects Studied At: University of Westminster - MA Human Resources Management Training & Development Management Development Assessment Centres & Selection Methods Dissertation – ‘Exploring Managers Attitudes to Soft Skills’
Subjects Studied At: University of Hertfordshire - BA (Hon’s) Human Resources with Information Systems Year 1 French Principles & Practice of Computer Programming Computers & Information Processing Computer Literacy Business Perspectives Economics Quantitative Methods Personal Skills Year 2 Organisational Psychology Organisational Sociology Introduction to Law Commercial Law IPD Practice Human Resources Management Business Marketing Production & Operations Management Management Information Systems Systems Development Year 3 Industrial Placement (Training Officer) Dissertation - ‘Implications of the Impact of the Working Time Directive on Business Post’ Year 4 Industrial Relations Training & Development Labour Law (Individual) Labour Law (Collective) Contemporary Personnel Perspectives Decision Support & Expert Systems
GCSE’s: Mathematics, English Language, English Literature, French, Biology, Commerce, and Computer Studies