Sheila Jimeno

• Provide HR consultancy works for clients, focusing on Talent Management (Manpower Planning, Recruitment and Selection), Performance Management, Talent Development (Learning and Development), Compensation Management, HR Policies and Procedures, etc.

Key Contributions:
• Designed and implemented equitable and market competitive salary structure to enhance job satisfaction and employee retention.
• Greatly improved staff output through strategically crafted rewards systems.
• Designed and implemented Manpower/Workforce planning and talent acquisition process to ensure availability of manpower aligned to organization needs and people strategy. Set and implemented strategies to reduce costs
• Ensured workforce diversity which resulted in cost savings.
• Validated improvement in professional development by scheduling and conducting employee training programs and offering career-based counselling.
• Instituted fast track processing of pay budgets, new hires, salary reviews, and performance appraisals.
• Collaborated with a team in the implementation of HR systems (SAP, Success Factor).
• Analyzed the company’s administrative processes, systems and provided roadmaps to improve efficiencies and effectiveness, which resulted in cost savings.

Role:
• Design and implement HR Policies, Procedures and Systems to build in efficiencies and effectiveness to address business requirements.
• Oversee the organization’s structure, job descriptions, competency profiles and approvals for all positions in the company to ensure that company requirements and expectations are clearly communicated to employees, managers, and leadership.
• Design and manage the compensation and benefits structure, including industry competitive and equitable packages (Total Rewards) to attract and retain talent. Regularly review and ensure that these are competitive with the market by regularly participating in surveys and benchmarking.
• Manage the administration of company benefits and ensure implementation as per approved policy and procedure. Recommend improvements in these areas, as necessary.
• Strategically manage the talent acquisition, planning and implementation.
• Design, manage and implement the performance management system to ensure appropriate assessment of employee’s performance to meet business expectations.
• Direct the training need analysis and development of employees (Talent Management).
• Implement and evaluate succession-planning programs to ensure business continuity.
• Prepare and ensure usage of HR analytics for reference and decision-making.
• Support the management in terms of organizational development and change management.
• Oversee compliance to UAE laws and company polices related to employment; monitor the handling of disciplinary and grievance cases in accordance with guidelines.
• Establish general administration procedures, maintenance and support for employee services and facilities; monitor efficient processing of Employee Services (including Payroll and Visa sections).

Key Contributions:
• Achieved a remarkable recruitment target within a tight deadline and excelled at meeting all deadlines and set goals.
• Saved expenses in consultation fees by taking on additional responsibilities of preparing and reviewing job descriptions.
• Facilitated senior management decision-making processes by consistently providing accurate HR analytics.
• Tactfully resolved employee-related issues and grievances through skillful utilization of conflict resolution techniques.
Role:
• Manage the talent acquisition, planning and execution.
• Prepare and coordinate evaluation of all the job descriptions in coordination with HQ.
• Administer the company’s performance management system and ensure that HR actions are initiated and implemented.
• Main point of contact for Employee Relations issues.
• Prepare the required HR Analytics.

Key Contribution:
• Consistently integrated new policies and procedures in the company’s HR manual and kept employees abreast of management decisions and developments.
• Set strategy and improved the talent acquisition process, resulting to cost savings.
• Designed, managed and implemented the performance management system to ensure appropriate assessment of employee’s performance to meet business expectations.
• Designed equitable and market competitive salary and benefits structures (Total Rewards) to enhance job satisfaction and employee retention.
• Led the review and revision of the job descriptions to ensure alignment with business objectives.

Role:
• Manage the entire Talent Management and Acquisition process and relationships.
• Design and manage the compensation and benefits structure, including industry competitive and equitable packages (Total Rewards) to attract and retain talent. Regularly review and ensure that these are competitive with the market by regularly participating in surveys and benchmarking.
• Administer the company’s performance management system and ensures that HR actions are initiated and implemented.
• Analyze and prepare proposals for salary increments, recommend to management for approval.
• Monitor and implement HR policies/procedures as well as advising both employees, managers and leaders.
• Prepare HR analytics for the Group HR Manager.
• Supervise the Payroll and Visa sections to ensure efficient operations.

• End to end Talent Acquisition process, induction and probation management, awareness training of the performance appraisal process, design HR policies and procedures, review and update job descriptions and prepare monthly HR management report.

• Developed the company’s HR functions, systems, policies, procedures and strategic HR and organisational development.