Uzma Shaheen

Spearheaded the implementation and enhancements of a Performance Management Program. Trained employees and coached leaders to cascade organizational objectives & KPIs across the Corporate, Divisional and Functional levels ensuring alignment with Vision & Mission. Conducted analytics and facilitated calibration meetings for ratings distribution. A significant part of the project was the formulation of HC Strategic and Operational Plan, Objectives and KPIs and cascading them for HR collective Performance.

Lead the implementation of Oracle HRMS covering Payroll, Core HR, Self Service, I-Recruit, Performance Management and Training Modules through the arduous exercise of working with conflicting requirements of stakeholders. Designed, tested and launched 250+ reports using Business Intelligence Tool. Streamlined key business processes for efficiency and effectiveness in consultation with process administrators.

Developed Rewards Management Strategy and Framework in line with corporate objectives. Designed and launched programs to ensure competitiveness and cost effectiveness while complying with the legislature. Developed salary and benefits administration policies and managed programs with a high degree of accuracy and timeliness.

Launched organization-wide Competency Management Framework and tied with the Performance Management Program. A key component was to engage business leaders into program design and implementation so as to enhance the credibility and outreach of this important initiative.

Directed and managed the following key activities:
•Led the Great Place to Work Evaluation for the organization and offered workplace advisory services, HR Planning and Program Implementation based on survey results and employees’ feedback.
•Established a Job Evaluations Committee (JEC) using the HAY method of JE, developed guiding framework and operated as the technical gate keeper and facilitator for all JEC meetings.
•Spearheaded a review of the Organizational Structure. Identified and implemented key changes, from department/units name change, accountabilities redistribution, redundancies elimination, re-bundling activities and creating bridges across units for harmonious, cohesive services and programs across all campuses, and business units.
•Designed Job Structures and Salary Bands for employees in line with targeted market data and best practice studies. Regularly participated in regional and international surveys and market benchmarking. Worked with senior management to establish the competitive pay position for the organization. Provided adhoc market pricing and salary recommendations for key employees.
•Designed and launched a Total Compensation Survey with peer institutions in the UAE to have a deeper understanding of the salary market rates and conditions in the UAE.

Offered Business Management Consultancy to HR by spearheading analysis, evaluation and implementation of PeopleSoft (PS) HR Modules including Manage Competencies, Career Development, Success Planning and Employee Review. An important element of the project was to re-engineer processes using model-driven approach. Developed new checklists, templates and forms.
In addition:
•Established benchmarks to routinely assess organization’s effectiveness based on key HR matrices.
•Analyzed project and client requirements to determine the appropriate System Development (SDLC) methodology, tools and techniques for HRIS review and implementation.
•Spearheaded the development of total compensation and reward programs. Reviewed position descriptions, and assessed job classification in line with company policies and procedures.
•Formulated and reviewed and updated HR policies and procedures.

Successfully completed several multidisciplinary projects and program management initiatives to embrace best people practices. This includes:
•Managed the annual merit budget and merit review process, ensured final recommendations were in support of the pay-for-performance philosophy and remained within the approved budget.
•Acted as a single point of contact for stakeholders to interpret HR policies and regulations.
•Managed the variable bonus payment process while ensuring establishment of clear criteria, guidelines and approval process. Partnered with Finance to set bonus measures and targets.
•Provided advice to management, and employees on all matters pertaining to Personnel Actions.
•Conducted market surveys and bench marking exercises to establish competitive pay stance.
•Participated in several cross functional projects related to design, development and implementation of enhanced HR programs in the area of Training, Compensation and Recruitment.
•Developed a communication strategy for disseminating key HR information to employees. Designed individualized employees reports to show a summary of their Total Compensation.
•Spearheaded compensation and benefits survey of top five companies of the country to benchmark and improve upon the company’s benefits programs to strive for internal and external equity.
•Developed HR scorecard to measure the effectiveness and ROI of HR organization.
•Monitored existing benefit programs and recommended changes needed to maintain cost effectiveness and responsiveness to employees needs.
•Launched company-wide annual employee satisfaction survey to gauge employee motivation, feedback on various parameters and success of policy implementation.
•Formulated recruitment strategies and managed company-wide recruitment function.
•Developed Recruitment annual plans and prepared monthly manpower and recruitment reports for senior executives and department leaders.
•Planned and executed recruitment of qualified employees from identification to hiring and successful assimilation. Recruited over 70 management employees each year. Prepared, and issued offer letters and employment contracts.
•Participated in the annual salary review process.
•Developed eligibility criteria and guidelines for the Variable Pay Plan, and implemented it across the company.
•Initiated, designed, and implemented Employees Orientation and Integration Program.
•Worked with HR and business managers to continuously improve upon existing benefits, proposed enhancements and made recommendations for improvement.
•Initiated, developed and administered employee benefits. Built relationships with senior managers to educate, influence, and understand key issues.
•Monitored and interpreted local, municipal and federal HR related regulations and ensured that compliance requirements are met by both internal stakeholders.
•Electronically administrated staff benefits such as group insurance, short-term and long-term disability programs, workers’ compensation, family and employee medical and dental benefits.
•Prepared contract documents of group life, medical insurance and pension plan and responded to inquiries on company benefit policies and regulations.
•Spearheaded several continuous improvement (CI) projects, including redesigning performance appraisal program, creation of job descriptions and improved HR workflows.