HEAD OF ORGANIZATIONAL DEVELOPMENT
Toyota Qatar
Total years of experience :20 years, 8 Months
MISSION STATEMENTS:
- LEADS THE ORGANIZATIONAL DEVELOPMENT BY ACTING AS A HR CONSULTANT TO THE LEADERSHIP TEAM. PLANS, DEVELOPS, IMPLEMENTS AND ADMINISTERS ALL THE STRATEGIC HR INITIATIVES. HEAD OF ORGANIZATIONAL DEVELOPMENT
Responsible for the following HR verticals at group level:
- Organizational Development;
- Learning & Development.
- Performance Management.
- HR Special Projects.
- HRIS.
Main accomplishments:
- Re-designing the HR fundamentals: JD structure and content corrections for about 500 positions, organizational charts constant update (from the office to the business sector level), positions realignment and corrections.
- Creation and/or review of functional strategic HR Policies: Retirement, Orientation, Total Performance Management, Performance Improvement, L&D, Recruitment, C&B, Business Travel, Leave, Procurement, Code of Conduct, Employee Handbook, etc.
- Re-designing, calibrating, and implementing a new Competency Model for the group (including the creation of Departmental Technical Competencies Libraries).
- Re-designing, calibrating and implementing of Total Performance Management System for the group (including the creation of Departmental KPI's Libraries).
Auditing, creating and/or updating Compensation & Benefits specific tools: job analysis, job evaluation etc.
- Creation & deployment of annual Training Need Analyses (TNA) group wide, augmenting the training delivery to address the core needs of the organization.
- Standardizing the in-house training creation and delivery methodology, from the learning objectives to the training delivery and attempting the full integration of Kirkpatrick and 70/20/10 Approach.
- Managing the in-house creation of customized training products to address the soft-skills gaps identified with the annual performance review and after the calibration with the approved Competency Model.
- Running strategic HR projects: SAP HR calibration, SAP Success Factors integration for the HR functions, the automation and efficiency increase of the HR specific processes, etc.
- Creating and developing the HRIS specific reporting on Balance Scorecard (quarterly), BSC monthly updates, HR dashboard monthly creation, Workforce Analytics studies linked to efficiency increase, Manpower Rationalization analysis at group level, organizational depth analysis, etc.
for Mining & GEOLOGY- ASCOM).
Job Description:
•Setting Organizations Design.
•Update & Review Corporate Organization chart.
•Manage the process of developing and updating all organization charts and job descriptions in coordination with the functional managers.
•Formulating Job Descriptions (220 Jobs):
•Conduct appropriate job analysis and design job descriptions which define the responsibilities, authorities and the evaluation criteria KPI. For every job and proper job specifications.
•Job Evaluation:
•Study job weighting and design a job leveling system for all the jobs as per scientific methodology depending on certain criteria’s.
•Ensure that an appropriate job evaluation system is applied to determine the relative importance of jobs, and assign a suitable job grade for every position.
•Divided the jobs into 17 levels according to evaluation & description to every job.
•Performance Management:
•Setting the appropriate the performance appraisal system for (
Magdi Hashish and Partners).
Job Description:
•Provide preliminary presentation for potential clients and participate in preparing technical proposals and project planning.
•Interview employees and managers from all levels and functions to evaluate current situation at the organizational level as well as individual level
•Provide organization analysis for current situation and provide recommendations concerning suggested structure, departmental mandates, departmental KPIs and job descriptions with KPIs.
•Design HRM Systems (policies, procedures and forms) for beneficiaries in compliance with company strategic direction.
•Design training needs assessment plans and conduct assessment center sessions to detect developmental needs.
•Provide workshops for managers to improve ability in assessing training needs.
•Supervise master training plan design, to enforce policy compliance and ensure effective communication.
•Develop remuneration systems & structures based on market pricing (Salary survey) and job evaluations.
•Design and conduct job evaluation process utilizing pointing system.
•Design customized incentive scheme in accordance to the designed grading system.
•Review payroll with HR department personnel to ensure compliance with law and internal policies.
•Conduct selection activities for beneficiaries using behavioral interviews, psychometric testing and assessment centers.
•Design Performance management systems and conduct briefing workshops for beneficiary companies.
•Lead performance management process and provide individual analysis report and process evaluation report.
•Design and deliver HRM functions awareness and orientation workshops.
•Design implementation plans for new systems with milestones and evaluate implementation.
•Provide regular on site visits to implement new systems and support change management activities.
in progress
Cambridge International Diploma
B. Sc. Degree in Commerce - Business Administration
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