Professional HR Consultant (Freelance)
Self employed
Total des années d'expérience :18 years, 4 Mois
Human Resources Division
1. Acico Group Portrait strategic advice regarding the development of Human Resources. Advise on the development of effective manpower and succession plans for all positions in Company to create a reliable basis for recruitment and development planning. Support towards identification of sustainable solutions and corrective actions on various identified development challenges and other risks through further enhancement of Companys Competency Framework by supporting implementation of efficient competency assessment methodologies to evaluate, identify and eliminate competency gaps for the workforce. Fully HR integrated system and develop new strategies. New KPIs & peoples objectives linked into Performance Management System. Develop New HR Policy & Procedures. Design & implement a new HR Structure. Revamp new incentive scheme linked directly to organization, divisions & peoples performance. Improve all the existing HR processes and current workflows. 2. Kuwait Financial Centre- (Markaz) Rendering strategic advice towards the development of the Human Resources. Support in all divisional initiatives related to Talent Development & Management. Advise on the planning & forecasting of learning and development provisions, budgets preparation and cost analysis. Design and implement new tools and techniques to improve the quality and efficiency of learning and development programs. Review feedback from the learning and development deliverables and recommend improvements. Advise on the development of effective manpower and succession plans for all positions in Company to create a reliable basis for recruitment and development planning. Facilitate the development of 5-year plans for Talent Management in alignment with Companys business plans, and the Talent management vision and goals. Review and ensure the presentation of authenticated high-level manpower related data and reports as required (example: KPIs related) for management review and actions.
Support towards identification of sustainable solutions and corrective actions on various identified development challenges and other risks through further enhancement of Companys Competency Framework by supporting implementation of efficient competency assessment methodologies to evaluate, identify and eliminate competency gaps for the workforce. Advise on the development and support the implementation of the Competency Framework System Training requirements. Provide input for preparation of the functional budgets and assist in the implementation of the approved Budget and work plans to deliver objectives. Investigate and highlight any significant variances to support effective performance and cost control.
The entity is a key player in the financial sector in Kuwait, engaged in asset management, investment banking, wealth management, advisory and custodianship.
Achievements:
• Defined and designed an optimum organization structure for the function in coordination with the organization effectiveness and manpower planning departments leading to better communication and optimal resource utilization.
• Managed & handled the assigned tasks of the full HR transformation program across all departments in the bank.
• Coach and advice leaders on all matters pertaining to HR, devised interventions and reduced all escalations with a view towards developing employees and retaining talent.
• Oversaw the design of the reward structure including the benefits provided across all levels of the organization to ensure alignment with the market and pay philosophy.
• Spearheaded the management and administration of the company-wide stock options program to ensure that the incentive plan was yielding the desired output.
• Worked on a Group level to ensure that all the new automated HR initiatives as well as the best practices are implemented across our subsidiaries.
• Building and maintaining cordial relations with respective business units to ensure that their requirements with regards to human resources and staff are acted upon in a timely manner in addition to ensuring the continuous improvement and development of the HR systems.
• Managing the effective planning of recognition and events for the high performers organized at the firm on a periodic basis, consulting with the top management and coordinating such events to ensure all employees are duly rewarded and recognized.
• Motivating subordinates and contributing to the identification of opportunities for continuous improvement of systems, processes and practices taking into account international leading practice, improvement of business processes, cost reduction and productivity improvement.
• Developing and recommending enhancements to policy and procedures related to human resources and implementing procedures and controls covering all areas of the compensation and benefits function.
The entity is a premier British financial services firm operating worldwide.
Achievements:
• Successfully created an environment in the business where great performers were made known and their contributions duly recognized and valued.
• Facilitated the design and implementation of major change programs and ensured their effective execution providing operational challenge and rigor as appropriate.
• Implemented and communicated incentive and recognition programs ensuring that people really understand the link between performance and reward/recognition.
• Spearheaded the communication of all people strategy events and successfully built commitment to the HR strategy organization wide
• Managed the annual Employee Opinion Survey and supported subsequent action planning, thereby instilling a culture of 360-degree feedback and continuous improvement.
• Enrolled in the HR Business Partners region academy for a short-term assignment to get all the needed tools and techniques we used to have in the region to manage my business areas & stakeholders properly on a group level. Key Responsibilities:
• Aligned operations as per business unit drivers and priorities, spearheaded implementation according to agreed priorities and HR initiatives, ensuring that initiatives are implemented effectively to create real business value for effort and cost associated.
• Worked directly with line managers and their teams in implementing the HR dimensions to enhance performance achievement and capability within the area, acted as the interface with specialist functions on HR to access specialist expertise to assist delivery.
• Supported the resourcing and talent management process, assisted Line Managers with timely exits of low performers from the business particularly regarding the management of PIPs
• Monitored and evaluated training interventions, worked with the management to assist them in identifying capability gaps and solutions, coordinated succession and development planning for key roles and individuals.
• Provided feedback to HR partners around compliance with Service level Agreements, monitored these on behalf of the business and bring to attention any areas of concern that could affect the performance of the business.
• Managed the annual pay round and PD process for the given business area, provided ongoing support to line managers in managing DC&G activity, analyzed DC&G trends and recommended solutions.
• Acted as the consultant/broker for the business & HRBPs to the rest of LL&D services. Served as the face of LL&D to the business, pulling in Leadership or Curriculum Specialists as required.
• Maximized utilization of internal learning solutions and synergies in all learning propositions, across all business areas, optimizing external spend.
• Selected from the region in the I-Lead program for the best project while implementing our new Strategy & Values Proposition initiative.
Responsibilities:
• Led the virtual LL&D team of Learning Solutions & Learning Services to deliver aligned and seamless learning solutions to the business.
• Spearheaded the diagnosis and delivery of bespoke learning and development interventions in line with the Business goals, working in collaboration with the Learning Solutions teams to present an integrated LL&D delivery model.
• Partnered with the HRBPs to support the analysis and scoping of the LL&D and talent management components of the overall business-people Agenda.
• Built and maintained strong relationships with the clients and developed an excellent understanding of business strategy and objectives, identified opportunities for learning and development interventions across the global Infrastructure business areas.
• Maintained accountability for the LL&D budget for the business-aligned initiatives, worked with the Development Partners to ensure cost effectiveness of learning development solutions.
• Ensured effective evaluation of all business-aligned learning solutions, leveraged and research external best practice to provide leading edge innovative solutions to the clients.
• Engaged with and build an external LL&D network to ensure continuous updating of current best practice and leading-edge knowledge of learning.
The entity is one of the largest global banking groups in the world, headquartered in Paris with its second global headquarters in London. It is chiefly engaged in corporate banking and investment solutions management for corporates.
Achievements:
• Managed end to end recruitment process including employee onboarding formalities ensuring optimal manpower resource planning and forecasting that maximized efficiency and reduced costs and time outlay on positions hired.
• Ensured that all envisaged recruitment plans are implemented effectively within established budgets and are compliant with all relevant regulations, laws and employment standards, including equal employment opportunity and workplace diversity.
• Perform training needs assessment for functional partners/departments, formulated departmental training plans on a yearly basis in liaison with functional heads, instructed and delivered certain learning courses as determined by heads requirements.
• Prepared and adapted training materials including participants manuals, handouts, trainers guide, PowerPoint presentations, accreditation exams and answers.
• Handled all administrative issues regarding owned training programs, including training invitations, attendance, accreditation exam score records & evaluation sheets.
• Studied organization change and its impact on people, performance management and its impact on performance appraisal cycle, employee relations and retention.
Human Resources Management
