ردينة قزاز

HR Gap Analysis/Function development and Organization re-engineering. Running engagement survey and 360 assessment, developing Performance Management system, Reviewing P&P, Developing Technical & Behavioral competency framework, ect.

Levant, Turkey & Central Asia
Aligned HR strategy with the business strategy to achieve business goals. Re-established the position of HR in the region, transformed the HR into a true business partner and championed the HR vision while building a sustainable HR infrastructure and streamlining HR practices in coordination with the global HR team.
•Handled global projects in coordination with the global HR team & supported GCC region accordingly.
•Re-evaluated and enforced corporate & leadership values identified with the regional management team in alignment with the business & cultural context of each country, which boosted performance and increased revenues by double digits yearly.
•Decreased the attrition rate by an average of 15%.
•Provided strategic & technical support, to the Regional CEO and the Country Managers in all HR related affairs, and provided them with critical tools to enhance productivity.
•Provided senior management with statistical reports and cost analysis including attrition, absence, compensation, annual leave, overtime, accident, and headcount.
•Redesigned core business operations, including the Operations & Sales departments restructuring in each country; Closure of two stations and one expansion.
•Drove the HR transition into a fully integrated ERP - “SAP” in the Region. Advised & Developed related HR processes globally, then managed the testing & implementation phases regionally.
•Supervised the local HR staff, mentored and coached them to drive efficient performance.
•Designed a leader’s development program to maintain talent pipeline for succession planning purposes - yearly updated the Talent Map.
•Developed and launched learning & development programs to build a high-performing workforce in alignment with the business goals while wisely managing each country’s budget.
•Designed & implemented a performance management system for the core business & its support functions mainly focusing on business results. Reviewed assigned targets for line managers and recommended performance improvement action plans for low performing employees.
•Designed a merit increase and a salary review system taking into consideration the budget, station performance, individual performance, market job worth, and internal equity.
•Reviewed employees’ benefits, assessed their needs & expectations; highlighted exceptions and recommended benefit packages to management in compliance with the company global policies.
•Ensured HR strategic alignment with the business goals through the development and execution of the Manpower Plan in each country.
•Worked with line managers and local HRs to develop suitable and cost effective recruitment and retention strategies in compliance with the global HR strategy. Interviewed applicants for managerial positions.
•Conducted exit interviews to determine reasons behind separations.
•Ensured stations’ compliance with local legislations & tactfully advised managers on all employees’ legal issues.
•Acted as a local HR for two stations and managed general HR affairs.
•Developed HR Policies & Procedures in each country taking into consideration the local labor law.
•Conducted engagement surveys in coordination with the global team; analyzed regional and country findings; proceed with the corrective action plans as approved by the management.
•Provided proactive guidance and counseled employees and managers on employees’ relations issues.

Planning & Development
As an HR planning & developing involved in implementing & administering HR programs for the bank in order to achieve strategic business goals and operational objectives.
•Supervised all activities pertaining to the Talent Management program in coordination with “PwC” (assessing nominees’ credentials, defining “Cultributes, running leadership assessments & assessment centers, running feedback sessions & development initiatives).
•Played a pivotal role in designing and implementing an integrated HR system (Job Analysis, Job Descriptions, Job Families, Job Evaluation, Grading scale, Reward Management System, Performance Management System, Career Management system, Succession planning, Organizational development, Competencies Framework) in coordination with the “HAY Group”.
•Developed and maintained a human resource information system that meets the bank's personnel information needs.
•Managed different HR functions such as Job engineering, Performance Management, Staff Confirmation process, Internship program, HRIS updates, and New Recruits’ placements.
•Developed a technical competency framework for performance management purposes.
•Guided the recruitment team for effective application of the talent acquisition plans.
•Managed the career development program based on competency mapping.
•Coordinated the Retail Management Program and the Lab Branch activities with concerned parties - Management and Staff.
•Reviewed and analyzed wages survey; Ensured that employees’ compensation is internally & externally equitable & competitive, then recommended appropriate actions.
•Planned and coordinated training and development activities; evaluated training programs and monitored progress.
•Led on-boarding program for new recruits and conducted induction sessions and periodical performance reviews.