Sana eSayeda Merchant

Senior HR Officer at Saleh Al Hamad Al Mana Co.

• Qatar - Doha
• My current job since October 2021

Line of Business: Automotive, Retail, Fashion, Recruitment, Food & Beverage, Insurance, Real Estate, Car Rental, Car Accessories

HR Operations:
 Leverage knowledge of modern HR practices including staffing, compensation management, payroll, statutory compliance, performance reviews, and employee motivation initiatives.
 Standardised and automated diverse payroll and HR functions across the entire groups covering 14 sister companies within a short span of 6 months
 Partner with hiring managers to identify staffing needs, provide guidance on job descriptions and compensation, and ensure a smooth and efficient recruitment process.
 Develop Human Resources strategies for business groups that includes workforce planning, pay-for-performance, talent management, talent acquisition and succession.
 Plan, manage and provide continuous improvement to all business aspects through HR initiatives.
 Build and maintain relationships with external recruiters, job boards, and industry associations to expand candidate pools and stay up-to-date on market trends.

Shared HR Services:
 Set up HR Department, Policies, Processes & Systems with GM-HR
 Evaluate and analyze operating practices and procedures to identify potential improvements in areas such as workflow, reporting procedures, or expenditures.
 Craft overall corporate HR organizational strategy & roadmap and partnered with GM-HR and business stakeholders to effectively align strategy and practices companywide.

Talent Acquisition & Management:
 Liaised between people, top management & organizational goals, advocated people, values & culture, initiated people-oriented programs in collaboration with the senior management team
 Communicate and clarify company personnel policies, benefits, and procedures to both employees and job applicants.
 Identifying areas for improvement and implementing changes to enhance efficiency and effectiveness of these processes.
 Served as an Employee Advocate, Mediator, Mentor, and Coach while continually improving retention rates.
 Lead long-range strategic planning in order to anticipate the innovation of change initiatives that promote people productivity, organizational efficiency, and cost-effectiveness.
 Conduct regular performance reviews and provided feedback and coaching to employees.
 Conduct job analysis and market research to determine job requirements and market compensation.
 Develop individualized onboarding plans for each new hire, including job-specific training and mentorship opportunities.
 Create an integrated sourcing strategy; worked closely with the leadership in planning manpower as per business plan.

Technology & Tool Usage:
 Spearhead digital transformation while leading a team of 20 and successfully implementing HR Digitalization.
 Keep abreast of modern developments and trends in HR technology and policies, incorporating them into technically sound programs and systems that prioritize talent welfare and operational efficiency.
 Use advanced word processing, database, spreadsheet, and presentation software to strategically draft and maintain critical documents ensuring operational efficiency and accuracy.

Payroll Management:
 Conduct reviews of current processes and workflows such as probation assessment, disciplinary, ticket management, payroll process, leave management processes and so on.
 Scrutinize compensation policies and payroll for developing competitive compensation and benefits plans.

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