مدير اول موارد بشرية
MOBCO Construction
Total des années d'expérience :18 years, 6 Mois
- Develop and implement Group Strategies for the assigned country in line with overall business strategy and business direction, with a focus on attracting, retaining and developing talent
- Work with various MOBCO Functions drive and deliver key Group initiatives such as performance management and talent reviews, succession planning, talent development, total rewards, employee relations and employee experience
- Collaborate with functional leaders on organization design and planning initiatives such as developing organizational structures, operating models, and manpower planning
- Work closely with the Total Rewards team to conduct accurate job evaluations
- Develop and implement talent acquisition strategies and lead end-to-end recruitment to attract talent for the assigned business unit
- Ensure implementation of the talent management processes and frameworks containing best practice elements
- Provide expert advice and guidance to line managers and team members in areas including but not limited to MOBCO-group policies and procedures, grievance, performance management and performance reviews and remuneration
- Ensure implementation of controls to help Identify employees with high potential for growth, and support their development
Organizational Development:
• Participate in the preparation of staffing forecasts along with Senior Management based on
organizational strategic demands, maintain updated records for current staffing.
• Developed and maintained up to date Job Descriptions for all positions through a comprehensive job
evaluation exercise.
• Development of HR policies and procedures and employee handbook with key focus on the
requirements and compliance.
Talent Acquisition, Management & Retention:
• Development and update of comprehensive talent strategy to guarantee talent organization health
through maximum talent retention.
•Liaise with HR teams to apply most updated talent programs including capability assessment based on
competency models and learning agility
questionnaires. Develop and implement an induction program for new staff members along with other concerned
functions to ensure an effective on boarding process.
Performance Management:
• Provide continuous counseling and consultation for employees related to their career development
and aspirations.
•Coach, Facilitate and follow up on performance management processes such as objective setting,
periodic performance reviews, individual development plans…etc. in close coordination with people
managers across the organization.
Operation Management:
• Design, develop and manage special human resources projects and programs related to compensation,
performance management, employee development, HR analysis and planning and organization
transformation
• Lead the HR Operations team in delivering operational excellence in HR processes and administrative
delivery Managing the organization of key social events array of other activities to ensure the smooth
day to day running of the studio
• Manage approved headcount levels, including oversight and processing of job offers and new hire on
boarding
• Lead HR Operations Employee Life Cycle processes & ensure high standards of accuracy and quality
are maintained based on compliance within the relevant legal framework and policy requirements
Manpower planning Management:
- Assist in developing the recruitment strategy and manpower plan /targets on a yearly basis.
- Designs, update and maintain the recruitment processes, policies and procedures and competencybased interview assessment forms.
- Establish manpower plan budget in collaboration with the different functions based on the approved
organization structure.
- Coordinate with Projects control heads to identify recruitment needs in line with manpower plan.
Organizational Development:
• Participate in the preparation of staffing forecasts along with Senior Management based on organizational strategic demands, maintain updated records for current staffing.
• Developed and maintained up to date Job Descriptions for all positions through a comprehensive job evaluation exercise.
• Development of HR policies and procedures and employee handbook with key focus on the requirements and compliance.
Talent Acquisition, Management & Retention:
• Development and update of comprehensive talent strategy to guarantee talent organization health through maximum talent retention.
•Liaise with HR teams to apply most updated talent programs including capability assessment based on competency models and learning agility questionnaires.
• Develop and implement an induction program for new staff members along with other concerned functions to ensure an effective on boarding process.
Performance Management:
• Provide continuous counseling and consultation for employees related to their career development and aspirations.
•Coach, Facilitate and follow up on performance management processes such as objective setting, periodic performance reviews, individual development plans…etc. in close coordination with people managers across the organization.
Operation Management:
• Design, develop and manage special human resources projects and programs related to compensation, performance management, employee development, HR analysis and planning and organization transformation
• Lead the HR Operations team in delivering operational excellence in HR processes and administrative delivery Managing the organization of key social events array of other activities to ensure the smooth day to day running of the studio
• Manage approved headcount levels, including oversight and processing of job offers and new hire on boarding
• Lead HR Operations Employee Life Cycle processes & ensure high standards of accuracy and quality are maintained based on compliance within the relevant legal framework and policy requirements
Manpower planning Management:
- Assist in developing the recruitment strategy and manpower plan /targets on a yearly basis.
- Designs, update and maintain the recruitment processes, policies and procedures and competency-based interview assessment forms.
- Establish manpower plan budget in collaboration with the different functions based on the approved organization structure.
- Coordinate with Projects control heads to identify recruitment needs in line with manpower plan.
1. Participates in setting the human needs plan based on the needs of different sectors and the approved study of projects.
2. Participates in finding and interviewing candidates for vacancies in coordination with the recruitment department and following up on different needs through HRMS.
3. Ensures that work is received for new employees on the specified date and overcomes any related obstacles.
4. Solve matters related to the employees of the main center and projects / regions through coordination with the different human resource departments.
5. Ensures that the evaluation of the test period and the dates specified are completed and takes the necessary steps based on the evaluation result.
6. Follows up on the completion of the performance evaluation with the director of the department / project and identifying training needs through the HRMS.
7. Determines future talented cadres with the competent manager, nominates the necessary training programs and makes sure that they are implemented according to the specified time schedule.
8. He makes sure of the actual distribution of workers compared to the approved needs plan and takes the necessary steps with the competent manager / project manager to reach the optimum number.
9. Participates in evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met.
1-Responsible for the main recruitment functions & activities including:
-Gathering the recruitment needs from departments managers for the yearly manpower plan.
-Ensuring candidates replacement within 60 days as a recruitment lead time.
-Comparing the actual hiring of new comers against the budgeted plan.
- Ensuring that the best calibers are joined in the right places according to their qualifications & based on the position’s requirements.
-Ensure effectiveness of recruitment database
-Screening CV’s.
-Conducting interviews.
-Making short lists of potential candidates.
-Organizing and participating in panel technical interviews.
-Participating in employment fairs to enlarge the pool of potential CV’s.
2-Compensation and benefits including:
-Proceed contracts and deals with different suppliers in different fields (Hotels, Entertainment…etc).
-Handle the annual bonus/profit plan and related percentage according to the company policies and procedures in projects.
-Ensure HR compliance with Local laws and company procedures.
-Review and control the grading system for project employees.
-Respond to and follow up employees’ inquiries regarding benefits and other issues.
-Provide service to employees to answer their benefit questions and resolve
3-Payroll
-Responsible for the variables (Attend - absent - mission - permission- vacation) .
-Handle any issues regarding the employee’s salaries.
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4-Another HR functions :
-Responsible for HR policies, forms, Reports and database.
-Handling (Medical insurance -life Insurance- Retention plan- HR letter )
▪ Interviewing new candidates (Recruitment)
▪ Coordinate a training for the employees ( internal - external )
▪ Managing all legal issues concerning the employees medical insurance -life Insurance
▪ Public relations
▪ Managing financial issues concerning salaries and promotion