HR Director
PIC/MedCityPharma
Total des années d'expérience :10 years, 9 Mois
Oversee delivery of the following HR activities, using centrally set guidelines and best practices:
• Workforce planning - optimize the allocation of resources based on cluster requirements
• Recruitment - develop strategic recruitment plan to meet human capital needs
• Organizational development - lead organization effectiveness and change management initiatives
• Performance management - oversee the facilitation of performance appraisal and calibration
• Compensation and benefits - develop and implement plans that are competitive and cost-effective
• Learning and development - lead the design and implementation of capability building programs
Drive the use of analytics to solve workforce/organizational issues
Function as strategic business advisor to executive management regarding organizational or people issues
Lead execution of internal cluster-level HR services
Ensure the effective achievement of functional objectives through leadership of the cluster-level HR
department, setting objectives, managing performance, development and motivation staff, and providing feedback and appraisal in order to maximize subordinate and departmental performance.
Consults with OPU GM or OPU Business Unit management team to set short term local HR priorities
and operating plans based on defined guidelines/methods from ROPU HR.
Provides OPU GM or OPU Business Unit operating committees with timely information and
recommendations, works closely as operational business partner and works for managing
headcounts and manpower cost.
Has responsibility for establishing and enforcing policies and procedures relative to the HR function
in local OPU, including:
Protecting the corporation and representing the company at appropriate levels in local
business and social communities, as well as internally in BI. Assuring BI values and policies
are upheld and complied to, and that BI processes are implemented as appropriate.
Ensures compliance with BI Code of Conduct and sets an example of uncompromising
ethics.
Acting as the main contact person with the local government/labor bureau with direct
responsibility to ensure full implementation of local HR laws and principles within the
relevant business areas, operations and organizations and manages conflicts through
appropriate and effective communication.
Providing guidance and counsel on human resources development activities and developing
strategic plans to address the required critical skills to achieve company objectives.
Implementing corporate compensation and benefits strategy & policies in OPU.
Implementing the day-to-day operations of the human resources department, including the
administration of personnel records, payroll, time and attendance, fringe benefits, and
government reporting, and advising managers on employee related matters such as
grievances, disciplinary actions, and recruitment and selection
Ensuring compliance to relevant laws on basic working conditions, safety and health.
Providing internal controls for verifying compliance to BI policies and applicable laws
governing the collection, use, and disclosure of HR workforce data and exercising discretion
in matters of confidentiality
Determines best solutions to issues as relates to OPU. Consults with ROPU HRBP (or OPU HRBP) for
issues that require unique and complex solutions.
Applies knowledge of different techniques and practices to achieve desired results.
Sets HR team goals, sets timetables and assigns resources/tasks, and supervises his/her HR team
and supports career development of HR talent.
Responsible for overseeing compliance and adherence to corporate SOP’s, local regulations and
best practices as applicable.
Review, modify and update the Human Resources policies according to the best practices and local
and global policies
Assure the right implementation of all C&B and Personnel policies and procedures
Coaching & Developing the HR Assistants to achieve his goals effectively & efficiently
Managing Medical Insurance for the employees, Car Insurance for the employees, Governmental
Requirements for the employees and for the new comers, Employees Files, Exit & Clearance
Process, E-Leave System, Lilly Awards and Supporting Cycle Meeting from HR Side.
Managing Employee Services team to provide a top notch services to Lilly employees
Developing and liaising with the regional IT function the HR system
Handling the yearly market survey for C&B with the consultants team and managing the ongoing
assessment for it.
Developing and maintain the right implementation of Rewards policy
Reviewing, amending and developing the Job Descriptions for Saudi Arabia Affiliate
Supporting the affiliate in the orientation programs for new employees
Developing and maintain employees information and supervising HR master file
Assuring the right implementation of the payroll, keeping everything on track and supervising the
implementation of the employees and company contribution in GOSI and other bodies
Working directly with the Finance and other functions to assure the right calculation of Incentives
and Bonuses
Handling the ownership of C&B business planning and assuring the accuracy of it
Preparing and monitoring the job offers, contracts and all the correspondences for new joiners
Liaising with Finance and accounting and the regional office to assure the right booking of budget
accruals
Working as the secretary for performance and salary review committee and supervising the global
enterprise compensation management system for Saudi affiliate
Develops strong working relationships with other members of the affiliate, management and staff,
by providing advice and guidance.
Supporting other HR functions to assure the right level of quality for HR services
Achieves staffing objectives by recruiting and evaluating job candidates; advising managers;
drafting, interviewing, and selection of prospective employees.
Ensure that the manpower planning and recruitment activities of Saudi Enaya re effectively
managed.
Maintain the Company’s manpower resources at the required levels (numbers, mix, knowledge,
skills and competencies) needed to achieve business objectives, including localisation, economically
and effectively.
Ensure high rate of Saudization within Saudi Enaya Manpower.
Ensure availability of Succession Planning for all Leadership team and Directors. On the other hand,
creating a Career Path Plan for all staff to ensure their career development according to Business
Needs and Personal interests as possible.
Identified organizational training and development needs through job analysis, appraisal schemes
and regular consultation with business managers.
Responsible for taking the broad and largely undefined goal of ‘people capability development’,
developing best practice, commercially appropriate interventions, and delivering measurable
business advantage through OD / L&D initiatives.
Support the delivery of SE’s strategic and operational goals through effective use of strong
partnerships, delivering commercially astute, proactive, and consistent culture change, talent
identification and acceleration, leadership development and leadership pipeline approach.
Support the HR Director in development of HR strategy and drive its implementation across SE
Provide expert level consulting support and delivery (and develop a team capable of delivering
similar levels of support) to the business on all areas of OD and L&D practice.
•Manage the recruitment and administration teams, including the development and operation of appropriate recruitment/selection methodologies to ensure that the organization is able to deploy resources in the most effective and efficient manner.
•Manage the relationship with preferred suppliers of agency staffing resources ensuring effective operation of the contract to maximize the effectiveness and value for money of the supply of agency staff.
•To deliver an effective and value-adding recruitment strategy and ensure its contribution towards the HR strategy.
•Work collaboratively as a member of the HR Leadership Group to ensure an integrated approach to the development and delivery of SE strategy.
•Lead by example and consistently, with other HR leaders/managers to drive a HR culture of: Teamwork, Support, Accountability and Delivery.
•Ensure the provision of a professional, stakeholder focused recruitment and selection service
•Liaison with external search and selection agencies on executive and senior recruitment
•Oversee the quality assurance of all recruitment and selection processes to facilitate the successful appointment of quality candidates and ensure legal compliance
•Ensure the delivery of recruitment and selection training that is relevant, timely and improves overall standards
•Establishes recruiting requirements by studying organization plans and objectives; meeting with managers to discuss needs.
•Evaluates applicants by discussing job requirements and applicant qualifications with managers; interviewing applicants on consistent set of qualifications.
•Improves organization attractiveness by recommending new policies and practices; monitoring job offers and compensation practices; emphasizing benefits and perks.
•Avoids legal challenges by understanding current legislation; enforcing regulations with managers; recommending new procedures; conducting training.
Managing the Recruitment Function in Saudi Arabia and act as an HR Advisor
Key Responsibilities as National Recruitment Manager:
• Provide technical advice and assistance to the HR Partners and Hiring Managers regarding the established recruitment process and the approved Annual Manpower Forecast.
• Be a constant champion of AXA as a “Preferred Employer” by identifying and hiring candidates who have the potential and ability to add value to the “2012 & Beyond” process.
• Implement a transparent, fair sourcing and selection process to attract the best talent to the organization.
• Implement a transparent and fair sourcing and selection process by identifying, utilizing and documenting behavioral competencies to establish indicators for future success.
• Continue mutually beneficial strategic alliances with recruitment providers and related professional bodies especially focusing on Localization initiatives to hire competent nationals.
• Maintain a Local/national talent pipeline to meet the prescribed statutory localization quotas of the regional AXA entities.
• Contribute to the Recruitment Engagement initiative by presenting updates to attending employees regarding the recruitment services related to internal candidates.
• Ensure a full understanding of the recruitment business needs of each Branch and region by liaising with the Country Managers and various Hiring Managers
• Maintain cost effective measures to monitor and trim recruitment expenses by identifying creative recruitment strategies.
Inducted as Coop Trainee and crafted a phenomenal growth curve to merit promotion to the position of Recruitment Manager.
Designation Chronology:
• January 2010 - December 2012: Talent Acquisition Manager
• May 2009 - December 2009: Senior HR Analyst/Acting Talent Acquisition Manager
• March 2009 - May 2009: HR Analyst - Recruitment & Manpower Planning
• March 2008 - February 2009: HR Analyst - OD
• February 2007 - September 2007: Coop Trainee
Key Responsibilities as Talent Acquisition Manager (January 2010 - December 2012):
• Identifying organizational training and development needs through job analysis, appraisal schemes and regular consultation with business managers.
• Spearheading the search and selection process through various conventional and innovative methods, including liaising with recruitment agencies/executive search firms externally as well as with line managers of various departments.
• Maintaining accurate records of employee’s requirements, screening/short listing candidates and organizing interviews.
• Working on strategy recruitment plan closely with management to ensure effective appropriate recruitment activities, sustain manpower to cope with business growth at the same time adhering to company goals/targets.
• Coordinating/evaluating continuous improvement of department/team to create a positive work atmosphere. Carrying out supervisory responsibilities in accordance with organizational principles, policies and applicable laws.
• Planning advertisements through overseas recruitment agencies for applicant’s selection, training and visa processing.
• Organizing training sessions for the recruitment team and trainees from sister companies to enhance their recruitment skills.
• Monitoring personality appraisal program by using DISC Technique (Dominance, Influence, Steadiness, Conscientiousness)
Key Responsibilities as Senior HR Analyst/HR Analyst - Recruitment & Manpower Planning (March 2009 - December 2009):
• Handled full spectrum of recruitment activities such as screening resumes, conducting interviews, proposing salary offers, negotiating and coordinating with appointed candidates for induction training.
• Administered documentation process and reported weekly/monthly activities to all division/managers covering recruitment section activities, as per the procedures required by management.
• Implemented HR strategies, processes and procedures across sister companies to ensure effective/appropriate recruitment activities, sustained manpower to cope with business growth in line with company goals and targets.
• Negotiated offers, arranged candidate interviews and pre-employment screening to ensure right fit between the candidate, position and the organization.
• Ensured that new recruit after training and follow up understands the organizational policies/procedures, ethical practices, and guidelines of accrediting organizations.
• Participated in career fares, introduced senior recruits to management as well as inducted new recruits by explaining the service condition and benefits.
Key Responsibilities as HR Analyst - OD (March 2008 - February 2009):
• Steered the entire gamut of activities pertaining to HR including compiling reports and data related pertaining to compensation, employee performance, workforce development and attendance tracking.
• Devised effective performance management systems by reviewing employee KPI’s and performance appraisals.
• Analyzed learning gap of personnel and recommended training/development programs to enhance the performance level of the employees.
• Evaluated 360 degree appraisal program to ensure effective/appropriate recruitment activities, maintained manpower to cope with business growth in line with company goals and targets.
• Undertook SWOT analysis in concern of balance scorecard (BSC) to assist one of the sister companies in the development of future business strategic plan.
• Oversaw all elements critical to the success of HR function within the organization namely in selection, compensation and benefits management and best practices.
Key Responsibilities as Coop Trainee (February 2007 - August 2007):
• Identified the appropriate resources to effectively drive the requirements of management pertaining to the implementation of ERP system facilitating in accurate and accessible shared data.
• Assisted the manager in the recruitment process by scheduling interviews, arranging for tests and contacting the appointed trainees to complete requisite formalities.
• Coordinated with other departments to improve the work flow, managed administrative support activities in compliance with the company’s policies.
• Assisted in the design/implementation of an online portal system for sister companies aiming at possessing an automated paper-less system and ensured that appropriate quality is maintained.