Independent Consultant
HR
مجموع سنوات الخبرة :19 years, 2 أشهر
Diverse Sector Experience: Worked with organizations like Procapita, American University of Kuwait, Kana Group, and Medx Clinic.
• Specialization in HR Management Solutions: Tailored solutions to meet unique client needs, based on industry best practices.
• Consulting Approach: Leverages industry best practices for transformative HR strategies in GCC and optimization of people-related operations.
• Service Portfolio:
o Expansion plans in GCC region
o Talent acquisition and retention
o Organizational development interventions
o Total Rewards strategy and analysis
o Employee relations
o Performance management/evaluation systems
o Leadership development programs
o Strategic advice on HR technology and systems
• Corporate Training:
o Developed and delivered training programs for academic institutions and corporate entities
o Engagements with Al Ghanim Industries and Ahli Bank of Kuwait
o Focus on crafting training modules for diverse audiences.
• Identifying and building human resource focused strategies that support the organization’s objectives and assist Department heads with their role in implementing change.
• Creating action plans based on strategy needs and in support of growth/crisis resolutions issues and accordingly monitor/synchronize the operational needs with all HR functions
• Developing group C&B strategy to ensure competitiveness, business relevant cy and tailoring across business units
• Designing organization development process that addresses issues such as succession planning, key employee retention, organization design, and change management
• Developing and Leading the implementation of the performance management system that includes performance development plans (PDPs) and Key Performance Indicators.
• Developing and overseeing processes related to employee recruitment, retention, and satisfaction.
• Conducting periodic employee engagement surveys and develop action plans based on the results.
• Developing policies and promoting programs that align with organizational objectives.
• Ensuring compliance with organizational policies and relevant laws.
• Providing direct support for recruitment of senior management positions, liaising with executive search firms if service is used.
• Developing technical & behavioral competency framework across the group.
• Conducting investigations when employee complaints or concerns are brought forth.
• Developed and maintained an effective partnership with the management to enable them to make effective decisions and successfully implement proposals and change initiative.
• Leading the implementation of Oracle HRIS and ensuring its functionality.
• Leading HR Department in achieving established goals by promoting working together as a team.
Talent Management
• Designed and developed Talent Management strategies catering all levels across Al Babtain Group.
• Developed policies and processes to identify high performer employees, developed succession planning and Talent review framework, reviewed the process and programs design to ensure meeting business objectives.
• Developed and maintained technical & behavioural competency framework across the group.
• Worked with various Managers and HRBPs to develop and document Individual Development plans based on identified gaps and future requirements to ensure that all identified managers have well documented and managed developmental plans.
• Identified opportunities for cross functional business acumen as well as developmental opportunities and executed based on Talent Management program guidelines.
• Managed the high potential process (identification and selection of talent, development, entry / exit criteria) for the business using approved global standardized approach, tools, and templates.
• Developed internal talent pipeline across functions and build career path across the group.
• Prepared, Job Descriptions, Key Performance Indicators and Competencies for the various positions.
• Developed PMS process, ensure that all performance objectives, KPIs and competencies for the various positions are set as per employee’s level, monitored the results and impact on business, developed and updated systems to match business inquires and process facilitations.
Total Rewards Management
• Developed group C&B strategy to ensure competitiveness, business relevant program content and delivery.
• Designed pay and benefit programs, policies and processes in line with strategy and ensure delivery in conjunction with HRBPs.
• Developed and maintain robust pay framework which leverages the grading structure and enables flexible working practices and intra-Group mobility and parity.
• Designed and developed incentive programs in a line with organization business stature and equivalent to competitive market.
• Carried out regular competitive analysis through formal and informal networks and round tables and any other appropriate means.
• Ensured that an appropriate job evaluation system is applied to determine the relative worth of jobs and assign a suitable job grade for every position to establish internal equity.
• Managed the annual and mid-year focal point reviews (merit / market-based salary & allowance reviews, promotions).
• Delivered C&B projects in line with budget and timescales
• Led the development and management of existing / new HRIS systems to enhance HR reporting / analytics capabilities.
Organization Development
• Updated organizations’ charts across all companies within clear & proper reporting line and positions business structure.
• Conducted Job analysis across the group to ensure efficiency and workforce optimization.
• Prepared Job Descriptions, Key Results Areas, Key Performance Indicators and Competencies for the various positions.
• Developed operating procedures, maintained and communicated up-to-date HR Policy and Procedures manuals and employee handbooks
HRBP
• Applied same duties mentioned below in Al Babtain Group Head Quarter.
• Advised the client senior management on all HR issues to ensure that all employees are managed within the company and coached line managers in the use of effective people management techniques and employee engagement practices.
• Managed complex and difficult HR Projects cross-functionally.
• Built a strong business relationship with the internal client.
• Actively identified gaps, proposed and implemented changes necessary to cover risks.
• Identified recruitment needs and oversee the recruitment process to ensure candidates of the best calibre are sourced and on-boarded.
• Facilitated the management team to bring best solutions for employees
• Designed and advised on the structure of the company to ensure that the structure and roles are aligned with organization objectives.
• Actively participated in designing succession plans for key talents and key job positions.
• Assessed L&D requirements and ensure these are translated into effective L&D programs so the client has people with the right skills and experience to meet its objectives.
• Executed the promotion and salary management processes to ensure fair and reasonable outcomes in line with budget and wider standards.
• Worked closely with management and employees to improve work relationships, build morale, and increase productivity and retention. Managed grievances and disciplinary actions to ensure appropriate outcomes in line with policy.
• Identified HR issues within the client and ensure these are communicated to HR colleagues.
• Worked in partnership with Group HR functions to develop solutions, programs and policies and delivered value added service to the client to achieve the business objectives.
• Proactively supported the delivery of HR Processes at the client’s side.
• Advised and counselled members of staff to ensure issues are clarified and resolved.
• Prepared and implemented the Annual HR Plan to support the overall strategic aims and objectives of the company mission, vision, core value and culture.
• Created action plans based on strategy needs and in support of growth/ crisis resolutions issues and accordingly monitor/synchronize the operational needs with all HR functions
• Set the annual country HR budget to be revised with the top management and corporate office.
• Managed the resourcing and set recruitment plan to provide support to managers in the recruitment of all staff levels in current operation and future strategically expansion activities.
• Worked closely with executives and line managers, providing them with expert guidance, coaching and support on the full range of HR activities (including policies and procedures, terms and conditions of employment, absence management, restructuring of services, performance management, redundancy planning etc.).
• Monitored all HR functions ensuring they are running based on the local labour law and according to set standards/KPI
• Developed, implemented and maintained HR policies and procedures to ensure effective, fair and consistent management of staff throughout the organization.
• Monitored and reviewed the system of performance appraisal and continually developed as necessary, ensuring that annual appraisals are carried out in a timely manner and followed up by the team.
• Developed and maintained an effective partnership with the management to enable them to make effective decisions and successfully implement proposals.
• Developed training and development programs across different functions aligned with the business objectives.
• Responsible for annual salary review process, benefits and incentive packages in order to build competitive salary scale in the market.
• Ensured that all staff seniors & line managers are informed and updated on key business and organizational issues.
• Report to the HR Group General Manager and the Recruitment Head and managed the full lifecycle of selection process of executive candidates for various senior positions.
• Conferred with the senior leadership of the bank to define personnel needs, develop workforce planning strategies and design search assignments.
• Developed comprehensive search assignments reflecting job profiles and business requirements assuring hiring of the right candidates for each position.
• Built a partnership with bank leaders and recruitment agencies delivering consistent results and building credibility.
• Used a mix of resources like the bank’s database, advertising, headhunting and referrals to identify suitable candidates and follow up with short listing, telephone screening and face to face interviews to recommend selections to the management.
• Developed and maintained a resourceful & reliable network of contacts to source qualified leaders.
• Achievements
• closed key vacancies from mid-level management up to C level in a timely manner
• Developed and maintained a strong relationship with recruitment agencies.
• Developed an extensive database of senior bankers in the Middle East.
• Revamped and enhanced the Application Tracking System.
• Created an effective in-house recruiting strategy.
• Made efficient use of Web 2.0 resources for sourcing senior candidates.
Reported to the Organization Development Head and contributed to the various projects undertaken by the department.
•Coordinated with all the departments of the bank to update their organization charts.
•Assisted in the development of job descriptions for new positions.
•Designed forms for all HR activities.
•Achievements
•Completely revised and updated the bank’s HR policies and procedures to meet global practices and comply with Kuwait labour laws.
•Developed and updated the organizational structure of the entire bank using MS Visio.
•Completed a major project to benchmark salaries and benefits in the banking sector.
Reported to the Talent Management Head and participated in various projects rolled out to enhance the talent pool of the bank.
•Designed and developed several innovative talent management programs & processes.
•Contributed during all phases of talent management including succession management, assessment, talent pipelines and selection processes.
•Advised business leaders in developing training programs aligning company strategies with candidate competencies.
•Assisted internal clients in assessing development needs, performing gap analysis and designing & leading programs that build people management and leadership skills and capabilities.
•Contributed to the development of technical & behavioural competencies matrix for all critical jobs.
•Designed various forms required for all aspects of talent management.
•Achievements
•Developed the technical & behavioural competency framework of the bank.
•Developed, implemented and evaluated leadership programs for the bank’s executive levels.
•Selected need based courses for enhancing managerial, communication & other competencies of the bank’s talent pool.
• Provided research & analytics support to senior officers - HR General Manager and Heads of Talent Management, Recruitment and Organizational Development - in executing various projects.
• Generated inputs for effective decision making by researching, analysing data and studying reports.
• Developed databases on economic, social & demographic variables which impact HR in the banking sector.
• Researched and analysed the salary structure and benefits offered by the industry to benchmark NBK policies.
• Reviewed and updated the organization structure.
• Conducted internet research and liaised with search firms for recruiting senior professionals under the guidance of the Group Head.
• Contributed to the implementation of HR systems like Applicant Tracking System & Talent Management System.
• Designed various forms related to all aspects of HR.
• Achievements
• Conducted a study of housing allowance for women workers leading to the extension of the benefit to eligible staff.
• Completed a project involving cost analysis & market analysis that led to major changes in the bank’s compensation schemes including the salary structure and HR practices.
• Coordinated with INSEAD and organized the entire training program for bank executives.
Prepared various documents for submission to government agencies like PISS, staff residency transfer and social allowance.
•Implemented the payroll process including uploading of monthly payments data and generating various records and verifying & assuring accuracy of cost centre codes for staff costs.
•Calculated and established loans and credit cards for staff members complying with NBK policies.
•Audited and validated the HR Management System (HRMS) data.
•Processed staff dues and final settlements of employees separating from the company.
•Maintained files of new recruits including management of probation and staff formalities.