Human Resources Manager
WeBrand-Marketing & Distribution SAL–Lebanon
Total years of experience :26 years, 8 Months
Exercise direct oversight and head start-up HR functions and report to company chairman. Analyze company organisational design against best practices to unearth, understand, and address areas in need of improvement. Serve role of prime HR lead addressing matters pertaining to HR and OD. Occupy position of HR business partner to assist business department managers to tackle matters concerning HR and public relations services. Focus on duties such as developing effective talent pools succession planning. Draft manpower plan and budget in addition to tracking manpower plan and investment against budget. Foster learning and development culture among staff.
• Established all HR Management functions based on best practices.
• Conducted gap assessment, identified and informed Chairman about issues, and tabled changes leading to enhanced employee communication and operation effectiveness.
• Leveraged balanced scorecard methodology to design and incorporate HR Strategy to company’s overall strategy.
• Created organisational design with aspects such as departmental and job descriptions as well as analysis and evaluation of jobs.
• Conceptualized grading and salary structure, competency-based talent acquisition and manpower planning strategy, compensation and benefits package, as well as performance related pay scheme.
• Designed and instituted Balanced Scorecard (BSc) and competency-based performance appraisal and development system.
• Produced competencies framework and dictionaries.
• Assigned to role of member of the Management Committee to integrate HR with business strategy through value-added HR support to achieve strategic and operational goals.
Reported to company owner about company’s profitability and reputation. Managed daily and long-term operational and financial functions to ensure success. Created further awareness about business and improved reputation. Executed SWOT and SOAR analyses before devising business strategy and communicated and monitored implementation. Sent orders to vendors and wholesalers about wholesale offers, prices, stock control, and customer benefit. Updated insurances and facilitated adherence of health and safety regulations.
• Penned business strategy from 2012 to 2016.
• Compiled pricing and stock management policies.
• Increased sales volume from $195k in 2012 to $1, 2m in 2016, translating to 523% increase over four years.
• Secured World Food Program contract to partner with UNHCR official service center in Dbayeh, Lebanon, to avail food to Syrian refugees.
• Received shopping centre accreditation from “Hala” program to operate in Dbayeh, helping Lebanese families acquiring aid from Ministry of Social Affairs.
• Obtained Masri Moneygram contract to serve as business partner responsible for money transfers and insurance policies.
• Developed business line using company’s trademark for packaging of seeds and spices.
Report to the Managing Director and part of Executive Management Team, responsible for establishing, leading and directing a Strategic HR and Employer of Choice function across the group, and to act as a prime HR lead in all matters related to HR and OD. This role is responsible for supporting the offices in UAE, Qatar, Oman & KSA branches.
• Assigned to the role of a member of the Management Committee to integrate HR with business strategy through value-added HR support to achieve strategic and operational goals.
• Formulated HR corporate strategy in line with company strategy.
• Diagnosed company as is organisational design versus the best practices and informed Managing Director about issues, and tabled changes leading to enhanced employee communication and operation effectiveness.
• Managed the change of company acquisition with SPT - Specialized Pilling Technique Company, welcoming new joiners and maintaining their engagement, structural equation, work environment and impact them with company culture.
• Developed company grading and salary structure.
• Designed and rolled out company core values, code of conduct (culture), HR vision, mission, and SWOT analysis.
• Developed and implemented a model for planning and budgeting HR Investments. Forecasted and managed execution of AED72, 708, 456 Annual Human Capital Budget of 2009-2010.
• Developed and implemented retention policies that enhance the turnover rate from 41.2% in Dec. 2007 to 16.9% in Aug. 2011.
• Filled urgent 400 vacancies in 9 months in 2008 to meet newly company contracts.
• Developed and implemented a BSc performance appraisal system and KPIs booklet.
(A) Developing the HR management and organization strategy for Wealth Management Group & Private Banking (WMG&PB), communicating it and working on its implementation.
(B) Working closely with Arab Bank consultants:
I. Booz-Allen Hamilton (BAH) Consultants on:
a. Overall Arab Bank restructuring program. Representing my department of WMG&PB and participated in restructuring Information Technology & Central Operations Unit.
b. Team Leader of Private Banking "Organization Project" which includes developing the organizational structure, job descriptions and grading scale in addition to fullfilling vacancies.
c. Team Leader of Private Banking "People Project" which includes managing compensation benchmarking and salary survey, developing financial and non-financial incentives schemes, upgrading employees skills and developing career path opportunities.
II. HayGroup Consultant on analyzing Arab Bank accounting and financial jobs and evaluating them according to the Hay System and developing the Financial Control Job Family in coordination with the HayGroup Consultant and HR Division.
(C) Developing and managing the annual HR projects and plans for CPFC employees such as: Succession Planning/ Career Path, Training and Development, Employee’s SMART Objectives Card, Recruitement / Manpower Planning and Job Rotation.
(D) Developing and managing the implementation of a strategic HR project “Al Arabi Accountants Program” (ROWAD) which aimed to refresh the CPFC human resources and create leaders in financial and accounting positions by recruiting, training, mentoring and coaching outstanding fresh graduates.
(E) Designing / developing HR Budgeting forms to meet both managerial needs of HR Division and financial needs of Financial Planning Department. Successfully implemented at the H.O. and Arab Branches.
(F) Assisting in the implementation of the Business Processes Reengineering (BPR) concept to reengineer the processes of HR Division.
Business Diploma in Human Resources Management
“Very Good” 80.8%.
“Very Good” 81.6%
“Very Good” 81.8%
Student of the Month
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