General Manager - Human Resources
Aqaba Container Terminal
Total years of experience :17 years, 3 Months
Promotes and implements human resource values by planning and managing human resources programs; directing staff.
Job Duties:
Develops organization strategies by identifying and researching human resources issues; contributing information, analysis, and recommendations to organization strategic thinking and direction; establishing human resources objectives in line with organizational objectives.
Implements human resources strategies by establishing department accountabilities, including talent acquisition, staffing, employment processing, compensation, health and welfare benefits, training and development, records management, safety and health, succession planning, employee relations and retention, AA/EEO compliance, and labor relations.
Manages human resources operations by recruiting, selecting, orienting, training, coaching, counseling, and disciplining staff; planning, monitoring, appraising, and reviewing staff job contributions; maintaining compensation; determining production, productivity, quality, and customer-service strategies; designing systems; accumulating resources; resolving problems; implementing change.
Develops human resources operations financial strategies by estimating, forecasting, and anticipating requirements, trends, and variances; aligning monetary resources; developing action plans; measuring and analyzing results; initiating corrective actions; minimizing the impact of variances.
Accomplishes special project results by identifying and clarifying issues and priorities; communicating and coordinating requirements; expediting fulfillment; evaluating milestone accomplishments; evaluating optional courses of action; changing assumptions and direction.
Supports management by providing human resources advice, counsel, and decisions; analyzing information and applications.
Guides management and employee actions by researching, developing, writing, and updating policies, procedures, methods, and guidelines; communicating and enforcing organization values.
Complies with federal, state, and local legal requirements by studying existing and new legislation; anticipating legislation; enforcing adherence to requirements; advising management on needed actions.
Updates job knowledge by participating in conferences and educational opportunities; reading professional publications; maintaining personal networks; participating in professional organizations.
Enhances department and organization reputation by accepting ownership for accomplishing new and different requests; exploring opportunities to add value to job accomplishments.
• Report directly to the Chairman and CEO and direct the human resources functions at three locations.
• Provide overall strategic HR leadership to the company including all divisions.
• Serve as an internal consultant to company management team, supervisors and employees on personnel issues that affected performance and business relationships.
• Develop and leading Human Resources and Shared Services functions and programs
• Lead talent acquisition, development and management programs aligned to business goals
• Leverage significant change to build competitive advantage
• Harnessing technology to optimize efficiency and reduce operating
• Provide HR "best practice" solutions for the company. Serve as an external consultant by analyzing current people processes and benefits then designing solutions that align with company strategic goals and objectives.
• Developed an HR Scorecard that enabled management to effectively monitor all human capital business metrics
• Successfully maintained organizational leadership role of human resources
• Successfully implemented a rigorous recruitment and selection process
• Developed a comprehensive compensation system that included base pay ranges, bonus structures and commission plans that effectively integrated with the company’s performance management system and business strategies.
• Established company-wide performance management system (BSC) based on corporate culture, vision, and values resulting in increasing average employee productivity by more than 30%.
• Established comprehensive employee conflict resolution processes which resulted in reducing management/employee relation issues by over 50% annually.
• Collaborated with the Operations Department to develop and implement two succession planning initiatives, the Leadership Assessment Initiative (LAI) and Leader-in-Training (LIT) programs, resulted in successfully developing over 50 formal employeess within the company.
• establish department business and administrative mission and goals, and an optimal environment that supports the department activities and services
• Build credible and trusting relationships with all internal personnel and external constituents (Government and contracting entities); manage the potentially conflicting interests between and among the company, staff, and external entities.
Key Responsibilities:
• Planning, developing and coordinating the provision of human resource services, policies and programs while ensuring adherence to company rules and regulations.
• Identifying and evaluating human relations, work performance and employee morale relating issues. Pro-actively developing training programs and improving overall work performance of employees.
• Directing all functions pertinent to HR administration and monitoring a range of activities related to organizational design, policies/procedures.
• Fostering the development of strong, cooperative relationships within the company to create team synergy and improve cross-departmental processes, overseeing all elements critical to the success of the HR function within the organization namely in selection, compensation/benefits management and best practices.
• Providing guidance and leadership in organizational, employee and skills development to support the building of effective teams operating in a large matrix organizational structure.
• Determining guidelines for various departments to communicate their personnel needs to HR and proffering training to the senior managers on corporate governance.
• Monitoring compliance with organizational policies, procedures, ethical practices and guidelines of accrediting organizations.
• Devising and monitoring human resource policy to ensure regulatory compliance, while providing high standards of working practices for all employees.
Key Responsibilities:
• Directed the design, implementation and administration of human resource policies/activities, to ensure the availability/effective utilization of human resources for meeting company's objectives.
• Supported organizational structure process and succession planning by aligning staffing to business strategies in conjunction with strategic goals of the company.
• Oversaw all elements and functions critical to the success of the HR department within the organization namely recruitment, termination, compensation and benefits management.
• Interacted with various departmental heads to devise manpower planning chart, established requirements for personnel, designed recruitment guidelines and remuneration patterns in close coordination with various departments.
• Steered performance management initiatives by actively participating in performance review process, analyzed HR activities and providing recommendations whilst maintaining compliance with organizational policies/procedures.
• Liable for monitoring various activities associated with different departments of the company, personnel/company documents control and maintenance, thereby drafting HR reports and ensuring accurate maintenance of files for the HR department in line with organizational standards.
Previous Professional Experience:
• November 2003 - January 2007:Group Corporate HR and Administration Director, National Paint - Al Sayegh Group
• February 1998 - September 2003: Manager, Human Resources, Thuraya Satellite Telecommunications Company
• January 1993 - January 1998: Manager, Human Resources, EMIRCON - General Projects
• September 1991 - December 1992: Human Resources Manager, United Technology - Carrier
• February 1982 - June 1991: Head of Personnel Section, Abu Dhabi National Oil Co- Abu Dhabi Pipeline Construction Company, Ruwais Fertilizer Company (FERTI)
• September 1979 - August 1981: Market Analyst, Royal Embassy of Saudi Arabia - London
Training Courses Attended: • Training and Development in Telecoms • Time Management • 360º Assessment Conference/Performance Management • Benchmarking HR • Managing People • Performance Management Techniques • Budgeting and Costing for Decision Making • Controllers’ Management Course • Managing Corporate Communications and Public Affairs • Negotiation Effectively • Communication and Working with Others • Strategic Thinking and Planning • Managing People Effectively • Manager as Coach: Coaching for Performance Improvement and Development • Facilitating for Action and Performance • Self and Time Management • Communication at Work • Man Power Planning and Development • Benchmarking: Measuring Transformation Process • Strategic Issues in Compensation • Today’s HR Professional • Train the Trainer • Measuring the Results of Training • Strategic Information System Planning • Creating Value through People - Amsterdam - Hay Group • Human Resources planning Society - New York Growth Imperative • American Society of Training and Development Conference, Dallas, USA
