Senior Manager - Human Capital Operations & Emiratization
Dubai Holding Group
Total des années d'expérience :16 years, 7 Mois
• Lead all Human Capital operational activities including talent acquisition, performance management, employee relations (onboarding, off-boarding, residency permits) and Emiratization programs, and provide support to all employees by maintaining cordial Human Capital relations.
• Formulate and develop strategies, policies, processes and procedures related to Human Capital operations including talent acquisition, talent management and employee relations. Ensure the provision of quality and timely services to the employees and business units.
• Develop the recruitment plan, and oversee all hiring and selection activities to attract the best talents for the company.
• Manage Emiratization programs and ensure that the company remains competitive and attractive to talented UAE Nationals.
• Work with all business units and develop an annual recruitment plan and initiatives in alignment to the overall national development strategy and corporate objectives of the company.
• Assess and select recruitment agencies (local and international), manage agencies’ performance and ensure the good quality of service from agencies.
• Appoint and coordinate with third parties such as advertising agencies, consultancies and negotiate terms and conditions as well as fees for recruitment and labour supply and search for new labour markets in accordance with business needs.
• Implement cost effective recruitment plans that maximize efficiency and provide consultation throughout the recruitment selection process to ensure cost effective manpower sourcing and maximize fit and retention.
• Manage the complete recruitment cycle, from specification of requirements to the process completion.
• Manage and administer the assessment centers, tests and processes as and when required to ensure right selection of candidates based on skill requirement that fits the position.
• Develop and post clear job advertisements in line with job description and according to the company’s policy.
• Manage employees’ activities related to processing of leaves, change of
status, termination, financial and non-financial entitlement as per the company’s policy and report to section heads.
• Oversee employee grievances and disciplinary cases, and ensure are closed on timely manner.
• Lead all formalities related to onboarding process including visa services, completeness of the candidate’s file, issuance of access controls and ID cards, notifications of concerned parties, inputting data in the system and all other procedures related to the issuance of residency permit.
• Handle the execution of employee relations processes through effective customer service and various measures, as appropriate to the situation and the concern resolution procedure.
• Lead the whole cycle of performance management including the process and system as per the Human Capital policies and procedures.
• Oversee the preparation of Performance Improvement Plans (PIP) with the relevant department, liaison with legal and relevant authorities if required and documentation.
• Manage the off-boarding activities and all exit formalities including exit feedback interviews, cancellation of residency permits and repatriation tickets. Review the end of service benefit (EOSB) and ensure compliance with the labour laws and company’s policies.
• Provide guidance to subordinates and conduct regular performance review to enhance their performance and produce quality work.
• Supervise the employee files management and the filing system.
• Provide freelancing consultation services in the fields of Strategic Planning and Human Resources. I work with clients to facilitate solving their people challenges by designing optimal solutions on five core areas including, Organization Strategy, Assessment & Succession, Talent Acquisition, Leadership & Development and Total Rewards.
• Set-up and manage the human resources department by developing and Revising and implementing all HR policies, strategies and procedures.
• Develop human resources strategies and objectives in line with the office Strategy.
• Implement human resources strategies by establishing department accountabilities, including talent acquisition, staffing, employment processing, compensation, health and welfare benefits, training and development, records management, safety and health, succession planning, employee relations and retention.
• Manage human resources daily operations by recruiting, selecting, orienting, training, coaching, counseling, appraising and disciplining staff.
• Develop human resources operations financial strategies by estimating, forecasting, anticipating requirements and developing action plans.
• Develop, analyze and update the Office’s organization structure, including revising job descriptions and salary budget.
• Maintain and revise the Office’s handbook on policies and procedures.
• Oversee all recruiting needs including developing and updating job descriptions/requirements, preparing job posts, shortlisting, interviewing and selecting candidates.
• Manage the development and implementation of the annual training plan for all new and current employees.
• Direct and review the monthly cycle of payroll and pension activities with the finance department and maintain employee records.
• Ensure that the overall administration, coordination, and evaluation of human resources plans and programs are realized, and maintain department records and reports.
• Support management by providing human resources advice, counsel, and decisions; analyzing information and processes.
• Monitor the wellbeing of all employees, provide counseling and solve conflicts, encourage and promote a positive working environment.
• Deal with grievances and violations invoking disciplinary action when required.
• Interpret and advise on the updates of UAE Labour law and all governmental local and federal human resources laws.
• Design, build and implement a learning and development strategy and policies to strengthen the organization’s learning capabilities and enabling the implementation of the business strategy.
• Contribute to the development of the Human Capital annual plan by ensuring that the Training and Development section’s activities and plans are aligned with the needs and plans of the department.
• Monitor performance of the Training and Development section in coordination with the Strategy and Planning department, and prepare periodic reports on the section’s performance.
• Manage the learning needs analysis and budgeting, and ensure that learning and development plans and interventions cater to the behavioral and technical competency needs at an individual and organizational level.
• Oversee the end-to-end training and development processes by selecting high qualified training providers, evaluating the training providers and content, and monitoring the effectiveness of trainings courses.
• Develop and manage the competency framework in coordination with Sectors’ Heads and define the skills, behaviors, and attitudes that are required by all the company’s positions in line with the strategy, values and objectives.
• Lead the project of designing and implementing all functions related to (SAP) Learning Management System solutions.
• Manage the design and implementation of (SAP) E-learning platform.
• Implement and Manage a development center to assess the development needs of employees both in technical and behavioral competencies.
• Manage, develop, implement and monitor the talent programs such as leadership programs, scholarship, internship and any other required strategic programs to ensure development of capability across the company.
• Manage, develop and execute the succession planning policy, framework, tools, and process, and identify critical positions in the company and create effective succession plans for potential successors.
• Provide advice to the management on the succession planning of critical positions and recommend suitable candidates aligned to the company’s high potential criteria, strategy and culture.
• Update the management on the career and succession planning operations, escalate any issues, and provide periodic reports as required.
• Collect and analyze data on leadership development needs and ensure its integration with leadership development interventions that support succession planning initiatives.
• Support the Emiratization strategy by developing Talent Management programs for UAE Nationals, and design CDP/IDPs for eligible employees in liaise with their line managers.
• Monitor and evaluate the effectiveness of all Talent Management activities periodically to ensure achievement of return on investment (ROI) and report on them to the management.
• Develop performance management, frameworks, KPAs and data collection processes, policies, programs and procedures in line with business objectives and goals.
• Advise and guide line managers in setting up and reviewing the SMART objectives in order to maintain the consistency and quality of the objectives.
• Manage all performance management activities and support in identifying, retaining, and rewarding high performance staffs.
• Oversee and manage the implementation of all functions related to (SAP) Performance Management System solutions.
• Develop the Learning and Development sectional strategy in line with the functional strategy and ensure vertical alignment and horizontal integration with other interfacing sectional strategies across the organization.
• Manage the implementation of procedures and controls covering all areas of the Learning and Development function.
• Drive the implementation of talent development initiatives and programs such as career development, leadership, succession planning, rotation, internship, graduate program, and monitor effectiveness to ensure that all designed programs meet the expected outcomes in relation to individual growth, capability building, and career progression.
• Ensure the organization’s competency framework is deployed and integrated with all learning and development activities.
• Design and manage the implementation of Learning and Development annual plan by coordinating with departments to conduct training needs analysis and chart out programs to meet development objectives of departments and individual development plans.
• Identify and select competent training providers to deliver programs as per the needs and expectations of departments and participants.
• Manage the process of drawing up Learning and Development section budget and monitor financial performance versus the budget.
• Oversee participation and nominations to the programs as per Learning and development calendar.
• Manage the evaluation and monitoring the effectiveness of all learning and development activities to ensure achievement of return on investment (ROI) from the programs.
• Plan and manage the implementation of leadership development programs to fuel the leadership talent pipeline for the organization’s long term growth plans.
• Manage and ensure the delivery of career development programs across all departments in line with the set and agreed standards stipulated at the organization.
• Track and monitor progress of employees on the career development to meet the organizational and departmental objectives of placing employees in the target position as per plans.
• Deploy and Implement individual career path for high achiever candidates based on future needs and requirements, and establish the link with the learning and development activities.
• Conduct and manage awareness sessions to line managers and employees on succession planning policies, procedures and processes.
• Develop and manage a proper document management system (Archiving) by ensuring by maintaining an active and organized records of relevant reports, certifications, and general correspondence.
• Develop and manage direct reports within the Learning and Development section by setting individual objectives, managing performance, developing and motivating staff to increase employee engagement.
• Travel to target markets and partner with key stakeholders to drive business development through learning programs.
• Maximize the use of technology to deliver training and development programs across the organization, by developing a Training model on Oracle software to facilitate analyzing the training needs, preparing the annual training plan and generating all other related training reports.
• Responsible for development and execution of organizational training and development strategies.
• Responsible for assessing training needs, designing and delivering training solutions that produce measurable results to employees and organization.
• Identify individual and organizational training needs through staff appraisals and meetings with line managers.
• Work in a team to design and develop training programs that are satisfactory to all relevant parties in the organization.
• Consider the costs of planned training programs and keep within the budget.
• Manage the delivery of training and development programs.
• Develop and conduct effective induction programs.
• Evaluate training activities success and report on ROI to senior management.
• Coordinate with universities for the internship and summer training programs.
• Maintain and archive all trainings related documentation.