HR Business Partner
Arabian Ethicals
Total years of experience :16 years, 8 Months
Leading the overall HR area in the company supporting business strategy and further growth, aligning with group HR policies and practices and strict following of local legislation; directly reports to General Manager and Group HR Director.
Budgeting - collaboration with Finance for the annual personnel budget set up and control.
Recruitment and Hiring - responsible for the overall recruitment activities, ensuring the set targets for Time to Hire are met along with the ones for Diversity. In charge of the Annual manpower planning and HC control. Defining the most appropriate and cost effective recruitment channels and assessment tools based on vacancies' specifics. Ensure appropriate on-boarding to all new hires.
Talent Management - design and run the “Young Leaders” program aiming to develop further the high-potential talents and 1st step in covering the identified gaps in the succession planning. Running 360 Feedback for all Young Leaders and LT.
Training and Development - planning of the annual training matrix, study the employees training needs based on their job requirement, performance appraisal outcomes and requests. Training effectiveness.
Performance Management - setting and implementation of the Group process ensuring agreed timelines; Bonus calculation based on company guidelines and principals. Leading workshops for engaging both - employees and managers.
Employees Engagement - survey’s implementation as per Group’s guidelines and timelines (OVS methodology). Action plan based on last year report outcomes and comments.
NPS (Net Promoter Score) - in charge of the implementation of the NPS survey on a Group level (8 companies) as part of the overall “Delight your Customers” Group strategy. In charge of the overall process - from vendor selection to complete up and running platform, capturing the specifics of all business streams.
Leading a team of 5 people in the Group HR with focus on Compensation & Benefits and Performance Management. Successfully designed and implemented new Performance Management Process, aiming to create a high-performance culture in the company - level up Employees effectiveness and drive for overachievements, establish a link between Employees objectives and Corporate goals and strategy, ensure a direct connection between achievements and rewarding and focus on Employees’ development and career growth. Improvement of the existing PM Cycle and Bonus Scheme for the different type and level of employees. Build a separate process for managing the underperformance. Responsible for the overall Compensation & Benefits, Organizational Development and Payroll related processes. Monthly control on the personnel cost. Payroll analyzes.
In charge of building, implementation and maintaining of the HR Policies on a Group level. Responsible for the overall HR processes’ improvement and development. Job grading, salary and benefits structure implementation. Ensure appropriate evaluation of every job role in the company and its aligning with the existing job grading and salary structure. Benchmark company’s payment policies and practices with the local and regional market and ensure competitiveness of its salary and benefits schemes in the Automotive industry (based on Hay Group).
Responsible for the overall Payroll of all companies part of NBK Group and all processes related to Employees lifecycle in the company - hiring and appointment, on-boarding, leaves tracking, benefits distribution, medical insurance, over time, business trips, bonuses and incentives schemes, salary loans, admin letters, termination and disciplinary actions, etc. Ensure all HR practices and policies are aligned and in accordance with the Qatar Labour Law.
Analyzing the turnover in the company and addressing the main issues in this regards.
Collaboration with the Recruitment department in regards of the annual manpower plan.
Further utilization of the HR modules in SAP - work closely with IT for the implementation of Self services and key HR processes in SAP - Performance Management, E- Recruitment, Training and Development, etc
Trust partner to the Operation in all organizational and structural changes in the company.
Leading the HR Department with a team of 3 people. Responsible for overall HR activities in the Qatar branch of Schindler. Establishing and setting up all HR processes and creates common understanding and guidelines for major HR topics. Supporting business strategy and development and ensuring strict alignment with the local legislation. Close interaction with Finance for budget setting and execution. HC managing.
- HR Policies & Procedures - building and implementation of the HR Policies and Procedures, including communication to the management and employees. Ensure alignment with the Schindler Group policies and standards.
- Recruitment - responsible for overall recruitment activities. Strategic partner to the business in whole process. Engaged in planning and forecasting on annual and quarterly base. Defining the most appropriate recruitment channels and assessment tools based on vacancies’ specifics. Ensures all needed details are in place during appointment of selected candidate. Ensure appropriate on-boarding to all new hires. Design and implementation of totally new Induction program.
- Talent Management and Succession Planning - development and implementation of Talent management strategy for the country; ensuring alignment between country initiatives and Group’s framework and principles; Work closely with Managing Director and Management team to ensure local business sustainability through preparing “ready-now” successors for all key positions. Identifying gaps and addressing them accordingly. Define different development activities depending on individual needs. Creating opportunities for internal growth.
- Training and Development - training initiatives planning by building and following annual training calendar. Trainings planning based on Performance Management annual reviews and minimum training hours per employee. Alignment with regional and Group training activities. Trainings track and reporting; training effectiveness analyses and ROI.
- Performance Management - responsible for setting and implementation of Group process covering also local specifics - setting goals process and year performance evaluation and performance ratings definition; Development reviews for all employees in place. Bonus calculation based on company guidelines and principals. Ensure on time payment and communication to the employees. Leading workshops for engaging both - employees and managers. Foster High-performance culture.
- Low Performance Management - build effective process for managing of law performance in accordance with the local legislation. Support managers to solve respective cases in a fast and positive manner.
- Employees Engagement - In charge of the implementation of the bi-yearly survey on a country level - ensured 97% participation rate in Qatar brunch. Build additional activities to increase participation rate and engage employees open feedback. Survey’s result reporting and analyses. On time communication to all employees, action plan in place by setting priorities to address crucial gaps. Action plan communication and engagement of management into implementation.
- Internal Communication - responsible for the internal communication on country level. Communicating major achievements on local and Group level. Build and design of a local Newsletter on a quarterly base.
- Retention Program - differentiated approach for specific employees’ groups. Main focus on site employees aiming to keep certified and high-performing people within the company. Design of special retention program.
- Payroll and Administration- supervise all payroll and admin activities - monthly payroll and salary on time payment leaves tracking, daily time record and overtime, medical insurance, personnel files, comp & benefits policies building and execution. Ensure alignment with the Middle East region in regards of employees’ benefits policies. Implementation of new HRMS aiming to minimize the manual work.
SAP
Responsible for the talent and graduate strategy for whole CEE (Central and Eastern Europe - 20+ countries) region. Responsible for all talent activities and programs on regional and country level.
Talent Management and Succession Planning- annual talent reviews and focus on high potentials development and career growth. Design and roll out of regional and country level talent programs for securing pipeline of ready successors for key managerial and director level positions. Programs lifecycle (1 or 2 years programs) - Nominations - Assessment (360 degree tools)- Feedback sessions and Individual development plans - Development actions (customized approach) - Closing and Talents' further growth.
Performance management - responsible for overall cycle - goal setting, Mid-year Reviews and Final Year evaluation and Performance ratings distribution; workshops and trainings design and delivery
Low Performance Management - setting overall process, support and equip managers during the process and especially during tough conversations with employees; design and delivery of workshops on the subject
Succession planning - setting long and short term strategy; design and implementation of overall process ensuring all key positions have ready now successors in place. Calibration sessions delivery and facilitating. Development activities setting. Career paths design and implementation. Close collaboration with Staffing to ensure faster close of key vacancies with internal talents.
Graduate and Internship programs and activities - responsible for overall cycle (recruitment, hiring, on-boarding, training and development, career planning and graduation); ensuring appropriate career development for graduates vs. business needs and requirements. Graduate programs design and on-time implementation. Track all graduate population in the region. Maintain regular reporting.
Project Lead of key regional HR projects
Covering all soft HR functions:
-Recruitment -for all level job roles in all areas (Technical, IT, Sales, Finance, Marketing, etc); responsible for all steps in the process;
Replace of Recruitment manager during her maternity absence for 1 year - responsible for appropriate reporting and forecast for all vacancies in a year period of time; recruitment strategy and recruitment processes and policy implementation; work with all level management to identify their needs and fill open positions as faster as possible; responsible for a team of 4 people
- Training & Development - work with internal client to identify business needs and provide appropriate training solution; select and negotiate with external vendors
- Talent Management Program (succession planning is part of the program) and Leadership Program (for Senior leaders) - act as a project leader
Coaching and Mentoring Programs - concept design and implementtion
Career Consulting - concept design and implementation
Competency Model for Sales Divisions, incl implementation of 180 degree feedback survey
Induction program for all new employees - design and implementation of new Induction program in the company; responsible for the overall program and process coordination; delivery of trainings for both new employees and their mentors; handbook for new employees, etc
Performance management - responsible for overall process; 360 degree feedback survey delivery for Management positions as part of PMS
Employee Engagement and Employer Branding - EE survey delivery + results analyses; suggesting and delivery of different activities against results for increasing EE; Providing different activities in accordance with company's Employer Branding strategy (incl. students initiatives like Master Classes and taking part I Job Fairs)
Internship Program - act as a project lead for the yearly Internship program by ensuring planned interns are recruited and on-boarded on time, have proper development plans and graduation; career planning for ones who remains within the company after the program.
Recruitment -for all level job roles in all areas (Technical, IT, Sales, Finance, Marketing, etc); responsible for all steps in the process
- Competency Model - design and implementation - act key role in the project team by covering all Sales functions in the company
- Business Dictionary - take key part in project team, covering the HR part
Master Thesis: "Developing of Performance Appraisal System in Distribution Company for 20 Work Positions" Labour Economics, Recruitment, Labour Law, Organizantional Development, Business Culture, Project Management, Internal Communication
• Title of qualification awarded Bachelor degree