Shilpa Pavangat

Reporting directly to the Managing Director - UAE. Matrix Reporting Line to the Regional Head of Human Resources. Responsible for the HR function of 650+ employees.

Key Achievements
•Developed and established a comprehensive Competency Matrix describing the qualification, competency and training required for each role within the organization.
•Authored the first comprehensive Compensation and Benefits Manual for the entity.
•Co-authored the Regional HR Handbook, which covers the HR policies and procedures for operations in UAE, Kuwait, Saudi Arabia, Bahrain and Qatar.
•Generated cost savings of AED 2.1 Mio in 2020 and 2021 collectively by improving camp occupancy optimization. Further AED 7 Mio saving to be materialized over 3.5 years.

Key Result Areas
Job Analysis and Talent Acquisition
•Develop the strategic Talent Acquisition plan per operational need and execute the employer branding activities.
•Define requirements and establish success criteria for all roles across the organization.
•Responsible for the recruitment for Management Level positions.
On Boarding and Induction
•Establish and implement a robust on boarding and Induction plan to ensure new recruits are well acquainted with the organizational culture.
•Conduct the Code of Conduct Training for employees across the hierarchy.
Policies, Procedures and Benefits Administration
•Design and implement policies that are compliant with the Regional Labor Laws (U.A.E., Qatar, Bahrain, Saudi Arabia, Kuwait, ) and Group Guidelines and document deviations.
•Administer Compensation and Benefits to employees with 100% adherence to policies.
•Design and Implement the Reward and Recognition cycle within the organization.
HRMS
•Ensure the software systems are designed to meet the business needs and enable increased productivity and efficiency.
•Calibration of master data changes with Employment Contracts and certify data readiness, which includes but not limited ensure correctness of time registry for payroll, employee payments/deduction and WPS and MOL compliance.
Performance Management
•Established a vigorous Performance Management system, which enables employees and managers to set goals that are challenging, engaging and ties in with the overall business targets.
•Ensure Timely Completion of the Employee Lice Cycle on an Annual Basis: Goal Setting, Coaching and Mentoring, Training, Feedback, Evaluation and Appraisals.
Succession and Talent Management
•Identify the pool of High Performers within various areas of the Business. Ensure a healthy succession pipeline is available.
•Moderate discussions between the Employees and Line Managers to establish immediate and long-term goals.
•Support in designing the short term and long term Performance Development Plan for the Talent pool and monitor progress and performance.
Training and Coaching
•Design the Annual training Plan.
•Ensure employees have adequate exposure to learning opportunities and that they make optimal use of the available Academy.
•Design and facilitate in house courses.
Employee Welfare Management
•Prioritize Grievance Handling, advise business and employees about Labor Law requirements and ensure resolution of conflicts with complete adherence to compliance and legal requirements.
•Ensure Visible Leadership by direct visits to site/remote offices, encourage employees to share concerns, conduct surveys and feedback and without exceptions, provide feedback to the concerned individuals.
Business Partnering
•Align with the business leaders to provide consultation on the best practices in the region.
•Third Party Management, Key Account Manager for strategic partners and stakeholders (manpower supply, governmental services, establish SLAs.)
•Key member of the business winning function especially supporting the strategic operational planning related to manpower, mobilization & demobilization, creating task forces etc.
•Data Analytics: Utilization of resources to enable accurate forecasting and business planning.
•Lead employee/HR initiatives (cost optimization, compensation and benefits alignment, pay band alignment, intercompany talent sharing etc.)
Auditing and Compliance
•Design the Internal Controls related to the HR functions.
•Report deviations and ensure mitigation plans are designed and implemented.
Permits and Licenses Management
•Responsible to ensure organizational permits (PoA, Shareholders Resolution etc.) are renewed in a timely manner.
•Ensure the PR team is abreast with all the governmental changes and enable the organization to be prepared to meet the changes.
Fleet and Camp Management
•Responsible for the central management of all vehicles and camps for the organization.
•Ensure Facilities provided to employees at the camp are in compliance with Bilfinger, Client and regulatory standards.

Reporting directly to the Regional Head of Human Resources. Responsible for the HR function of 500+ employees.

Key Achievements

•Instrumental in the setup of the HR department for the Regional office in Mumbai during its formation in 2012.
•Codeveloped the Salary Banding and Reward Structure for Bilfinger Tebodin aligned with the Hay system of Job Evaluation.
•Conceptualized, designed and facilitated the Training “A Captain’s Guide to Business Management” for Department Managers at Bilfinger Tebodin Middle East Ltd. Nurtured the project from inception in 2013 and its successful annual refreshers in 2014 and 2015.
•Conducted the first Regional HR Workshop, with HR leaders from U.A.E, Oman and Saudi Arabia
•Co-authored the Regional HR Policies which were Compliant to the Labor Laws of U.A.E., Saudi Arabia, Qatar, Oman and Bahrain.

Key Result Areas
Job Analysis and Talent Acquisition
•Responsible for the end to end recruitment for the Oil & Gas and Infrastructure Sectors.
•Align with Department Managers to define Job Descriptions.
•Conduct Background checks as required, first level screening and interviewing of candidates.
•Negotiation, contract preparation and placement of the selected candidates.
On boarding and Induction
•Facilitate the on boarding program to ensure new recruits are well acquainted with the organizational culture.
•Monitor the successful completion of mandatory Trainings; Deliver the Code of Conduct Training.
•Implement the Buddy Program, to support the new recruits during the course of their probationary period.
Policies, Procedures and Benefits Administration
•Support the Regional Management to develop the Annual HR Balance Score Card targets.
•Co-author and implement policies that are mutually beneficial to the organization and employees, and that are compliant to the Labour Law and Group Guidelines.
•Align processes within the Middle East/Group HQ and adequately document deviations. Provide support to the regional offices as required.
•Administer Compensation and Benefits to employees with 100% adherence to policies.
HRMS
•Ensure the timely updates of data to the HR systems.
•Calibration of master data changes with Employment Contracts and certify data correctness, prepare monthly reports prior to the payroll processing.
Performance Management
•Carry out the Performance Management Cycle, communicate the appraisal process, assess past performances and recommend future growth/developmental actions.
•Evaluate benchmark market data for salaries annually, perform analytics on the salary increase module and support the Office Directors in the benefits allocation among employees based on appraisal results.
•Responsible for administering the salary increments/project allowances etc. of employees along with accurate updating of HRIS systems and to ensure smooth payroll functioning.
Succession and Talent Management
•Support the regional management to ensure a healthy succession pipeline is available.
•Moderate discussions between the Employees and Line Managers to establish immediate and long term goals.
Learning and Development
•Liaise with respective Office Directors to perform the Training Needs Analysis.
•Design the training calendar for the year.
•Conduct biannual train effectiveness analysis with the Department Managers to assess the performance/improvement of employees and decide on relevant future actions.
Business Support
•Align with the business leaders to provide consultation on the best practices in the region.
•Data Analytics: Utilization of resources to enable accurate forecasting and business planning.
•Lead employee/HR initiatives (cost optimization, compensation and benefits alignment, pay band alignment, intercompany talent sharing etc.)
•Support Managers in handling issues of sensitivity such as termination, end of contract etc.
•Conduct Exit interviews, analyse results, prepare the business to take counteractive actions.
•Support conflict resolutions and address employee grievances.
•Conduct satisfaction surveys, communicate results to management and make appropriate recommendations.
Reporting and Auditing
•Perform Self Evaluations and assessments of the HR Internal Controls.
•Prepare the Weekly, Monthly, Bi Annual and Annual HR Reports to the management, indicating progress on KPIs, addressing key concerns etc.

Reporting directly to the Administration Manager.

Key Achievements
•Successfully completed two Recruitment Campaigns for Qatar Gas for 200+ employees.
•Introduced a formal Performance Management cycle in the organization.
•Instrumental in introducing an incentive scheme proportional to the success ratio for the consultants.

Key Result Areas
Job Analysis and Talent Acquisition
•Responsible for the end to end recruitment process, focussing on clients in UAE and Qatar, predominantly in Government and Semi Government sectors.
Administration
•Monthly Reporting on the recruitment success ratio.
•Maintain a database of candidates from various industries and market segments.
•Coordinate with the PRO for visa application and other legal procedures.