Human Resources - Lead
SNC Lavalin
مجموع سنوات الخبرة :16 years, 10 أشهر
Developing and administering human resources plans and procedures that relate to company personnel.
Planning, organizing, and controlling the activities and actions of the HR department.
Contributing to the development of HR department goals, objectives, and systems.
Developing, analyzing, and updating the company’s salary budget.
Overseeing recruitment efforts for all personnel, including writing and placing job ads.
Recommending new policies, approaches, and procedures.
Conducting annual salary surveys.
Conducting new employee orientations and employee relations counselling.
Overseeing exit interviews.
Maintaining department records and reports.
Creating and revising job descriptions
Conducting annual salary surveys
Developing, analyzing and updating the company’s evaluation program.
Developing, revising, and recommending personnel policies and procedures.
Initiate and Identify Talent Acquisition programs.
Develop, implement and administer human resources’ plans, policies, and procedures.
Facilitate company-wide strategic planning and participate in developing departmental goals and objectives.
Take full Responsibility and Coordination of recruitment efforts for exempt and nonexempt personnel, temporary workers, and interns
Manage challenging employee situations, including dealing with understaffing, refereeing disputes, firing employees, and administering disciplinary procedures.
Develop, implement and monitor performance evaluation program and train managers on appropriate process
Design, direct and manage a process of organizational development that addresses items such as succession planning, workforce development, employee retention, organizational design, and change management.
Maintain and develop the work structure by updating job requirements and job descriptions for all positions
Selected Achievements in HR.
My core role is to lead, design and monitor all HR Development initiatives including Performance Management, Training, Succession Planning, Compensation, HR Policies and Employee Engagement. I provide functional guidance and support to the Recruitment and Personnel Administration teams in the overall provision of HR services. Including Recruitment, Personnel and Organization Development; providing services to the employees. I am constantly innovating and introducing best practices, pioneering in-house HR systems development and reengineering HR processes.
Selected Achievements in Procurement.
• Devise and use fruitful sourcing strategies
• Discover profitable suppliers and initiate business and organization partnerships
• Negotiate with external vendors to secure advantageous terms
• Approve the ordering of necessary goods and services
• Finalize purchase details of orders and deliveries
• Examine and test existing contracts
• Track and report key functional metrics to reduce expenses and improve effectiveness
• Collaborate with key persons to ensure clarity of the specifications and expectations of the company
• Foresee alterations in the comparative negotiating ability of suppliers and clients
• Control spend and build a culture of long-term saving on procurement costs
My core role is to lead, design and monitor all HR Development initiatives including Performance Management, Training, Succession Planning, Compensation, HR Policies and Employee Engagement. I provide functional guidance and support to the Recruitment and Personnel Administration teams in the overall provision of HR services. Including Recruitment, Personnel and Organization Development; providing services to over 1750 employees. I am constantly innovating and introducing best practices, pioneering in-house HR systems development and reengineering HR processes
• Develop and implement HR strategies and initiatives aligned with the overall business strategy
• Support current and future business needs through the development, engagement, motivation and preservation of human capital
• Develop and monitor overall HR strategies, systems, tactics and procedures across the organization
• Bridge management and employee relations by addressing demands, grievances or other issues
• Manage the recruitment and selection process
• Oversee and manage a performance appraisal system that drives high performance
• Assess training needs to apply and monitor training programs
• Report to management and provide decision support through HR metrics
• Ensure legal compliance
• Recruitment: Identify recruitment needs and oversee the recruitment process to ensure candidates of the best caliber are sourced and on-boarded
• Conduct hiring and orientation programs and Represent HR department in certain environments
• Provide guidance to various levels of employees regarding company policies and procedures for assigned HR functions
• Review applications and interviews applicants to obtain work history, education, training, job skills and salary requirements
• Oversee the application of established HR policies and procedures in areas of employee relations, wage and salary requirements, administration, employment benefits, training, labor relations, safety, and special projects
• Provide leadership, coaching, and mentoring to subordinate staff, estimating personnel needs, assigning work, and meeting completion dates
• Supervise required report preparation and research in development of HR policies and procedures
• May serve as liaison with the community or outside agencies regarding HR activities and programs
• Compensation & Benefits Redesign - Developed job worth hierarchy based on thorough analysis of current market data, aligning with intrinsic job worth and compensation strategy. Redesigned the salary structures and benefits matrix.
• Development of Succession Management Program - Created and implemented a framework for systematic succession planning and development of high potential employees to create a talent pool for key positions.
• Realized Substantial Cost Savings - Reviewed HR Policies and processes, identifying errors in calculation of employee, benefits, correcting misinterpretations of labor law, and strengthening process controls.
• Employee Relations: Manage grievances, exits and disciplinary actions to ensure appropriate outcomes in line with policy
• Employee Engagement programs and Initiatives - Recommended and launched Open House meetings, Birthday
• Celebrations, Employee of the Month, Leadership Honors, Long Service Awards and Employee Suggestion program among other initiatives.
• Prepare recommendations to upper management concerning HR issues and concerns
• Training and Development - Conduct training needs analysis and developing annual training plan. Recommend and control the annual training budget. Solicit and evaluate training proposals from external training vendors to conduct required in-house training programs. Develop and monitor to evaluate training effectiveness and ensure maximum return on investment.
• Policies and procedures: Advise on and interpret HR policy and procedures to ensure these are understood and complied with by all levels of employee - (HR Policies and Employee Handbook)
• Counseling: Advice and counsel members of staff on a confidential basis to ensure issues are clarifying and resolving
• Employee Engagement - Conduct Employee Satisfaction Survey. Management of two-way communication channels, team building events, open house sessions with top management, employee recognition programs and rewards
• Organizational design: Advise on the structure of the Group/Function to ensure that the structure and roles are fit for purpose and improve performance
• Assist in administration of department activities, providing technical direction in functional areas of expertise.
Master's degree , HR & Hospital Administration (MBA)