HUMAN RESOURCES MANAGER / CONSULTING ROLE
BMG International FZCO
Total years of experience :12 years, 0 Months
Reporting directly to the owner of the company, working on a project to restructure the company to identify gaps and give the appropriate optimization recommendation to the management, restructuring of the company, review and develop existing policies and procedures, SOP's, and HR process flow, assign proper efficiency matrix, hire talents required for the HR function.
- Conduct GAP analysis and identify areas of weaknesses and development areas.
- Review the company structure and working on restructuring departments to enhance operational efficiency
- Review and develop current policies and procedures
- Develop and assign appropriate and relevant HR matrix
- Determine HR talents required and hire talents.
Reporting to Head of HR Operations and Business Relations, providing HR Business Partner support to Business units and to Business Partner team members in all business segments on HR matters and coordinating key operational HR processes e.g. talent acquisition, rewards, learning, and development, employee relations, Emiratization and succession planning. Develop and communicate key performance reports and SLA’s, keep top management and HR Business Partner team in all business segments informed on the status of work progress, workflow, queries, issues, projects, and concerns by capturing and analyzing HR data.
• Serve as a Strategic Business Partner for Head of HR Operations and Business Relations and Work closely with key HR business partners and manager to manage HR needs for business segments.
• Provide operational HR support through first level advice on key HR processes for the business segment, including Performance Management, Recruitment, HR issue resolution, and management of Disciplinary cases, Grievances, Long term sickness cases, Succession Planning, etc.
• Consolidation and analysis of all Business Segments Manpower Plans and preparation of the final manpower plan proposal to highest management for approval.
• Monitor and enhance the recruitment plans and processes and reporting recruitment key performance indicators across all business segments.
• Facilitate team engagement sessions and support managers through the Employee Engagement Survey process, analyzing results and identifying and implementing solutions.
• Develop and implement reward and incentive programs for businesses where needed.
• Work in HR key projects, e.g. costing, and cost optimization, Lean Six Sigma for key HR processes. Key contributor and change champion for the SAP implementation project.
• Plan, monitor, and track Nationalization planning and implementation.
• Develop dashboards and reporting performance on a monthly basis.
• Develop trackers and tools to monitor and track segments’ performance against agreed HR KPI’s.
• Prepare recruitment and manpower monthly reports to group CEO and segments’ Managing Directors.
Reporting directly to the Head of Human Resources & Organizational Development Department.
Assist in managing all HR activities and projects, serving as primary human resources contact for employees. Spearheaded initiatives that improved recruitment, talent assessment, training and development, performance management, employee satisfaction, compensation procedures. Significantly improved productivity by establishing best practices for payroll, performance management, attendance and leaves system, and developing and implementing HR policies and procedures, bringing congruity to procedures across teams.
• Write and develop the company’s first HR policy and procedure manual
• Develop and implement HR policies & Procedures, HR manuals, SOP’s, and workflows in line with the Labour law in the UAE, management objectives, and market best practices.
• Assist in preparing the manpower plan and manage the hiring activities throughout the year.
• Prepare and revise job descriptions, determining position classifications, and preparing and updating salary scales.
• Manage the design and the implementation of employee recruitment and selection programs, develop recruitment materials, sourcing and screening applicants, design and monitor job-related selection procedures, and conduct background and reference checks.
• Coordinate schedule for recruitment of personnel with department heads & line managers.
• Organize employee offering/ Orientation and induction/ exit interviews/ on-boarding and off-boarding employees.
• Carry out the Performance Management process, annually and bi-annually.
• Conduct training needs analysis, Identify and implement the annual training need, organize training, develop, and update training calendar.
• Administer compensation and benefit plans.
• Prepare, update and interpret a variety of regularly scheduled and ad hoc reports such as lists of open and filled positions, time elapsed between steps in the hiring process, employee turnover reports, and statistics concerning the demography of applicant pools, informational/statistical reports, and HR monthly progress report.
• Supervise and track all staff scheduled leaves, leave planners, and attendance.
• Revise the Payroll on a monthly basis based on a detailed payment plan.
• Assist in preparing the HR annual budget and update the budget tracker on a monthly basis.
• Coach managers on HR matters involving employee recruitment, performance, and discipline.
• Deal with employee requests regarding human resources issues, rules, and regulations.
• Source and screen candidates based upon client needs while working collaboratively in a fast-paced environment.
• Review resumes and applications for pre-screening and identify candidates for interviewing.
• Schedule prospective hires to fill client roles.
• Prepare candidates prior to meeting with the client.
• Debrief Candidates after client meetings.
• Debrief with Client after meeting the candidates.
• Conduct Reference Checks.
• Follow-up with candidates and clients through the induction phase of placement.
Schedule prospective hires to fill client roles.
• Prepare candidates prior to meeting with client.
• Debrief Candidates after client meetings.
• Debrief with Client after meeting the candidates.
• Conduct Reference Checks.
• Follow-up with candidates and client through induction phase of placement.
Handle the reconciliation process of clients’ SoA.
• Process invoices and monitor client payments.
• Maintain books of accounts, inclusive of P&L account, balance sheet and trial balance with the finalization of year end
accounts.
• Ensure that guidelines and policies around cash processes are adequate and effective, and that such policies prevent
significant errors in cash balance calculation.
• Review company's bank accounts, checks balances against ledger amounts and verified that such amounts agree with
financial statement items
• Maintain and produce accurate and timely reconciliations of key balance sheet control accounts.
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