Walid Khlaifa

• Study the client's industry to become familiar with the client's business.
• Analyze the client data to identify and understand the client business and requirements.
• Communicate project team to introduce the result of the data analysis.
• Scan, identify and report the daily challenges, issues, and recommendations during the execution.
• Reflect the clients’ comments and adjustments on the outcomes.
• Benchmark and understand the job requirements according to portfolio and market.
• Implement projects’ phases, tasks and activates.
• Prepare progress weekly report.
• Assist in developing and creating project deliverables and reports on time.
• Develop project documentation for future reference.
• Design the deliverables visualization such as presentations and files.

1. Recruitment:
- Develop and implement hiring plans, reporting on quarterly and annual targets.
- Network with potential hires through professional groups and events.
- Collaborate with managers to define qualification criteria for future employees.
- Screen resumes and applications.
- Conduct phone screens and interviews for various roles.
- Track hiring metrics and measure candidate experience.
- Train hiring managers on interviewing techniques.
- Participate in job fairs.
- Maintain a candidate database for future openings.

2. Onboarding:
- Execute engagement plan and welcome new hires.
- Create clear policies and employee handbooks.
- Communicate company information, onboarding agenda, and logistics.
- Assist with hardware/software setup and provide necessary documentation.
- Set up employee profiles in HR systems.
- Align new employees with managers and teams.
- Identify process improvements for onboarding.

3. Training:
- Utilize various instructional techniques and formats.
- Develop training materials and evaluate delivery methods.
- Offer job-specific training programs.
- Assess training needs and evaluate program effectiveness.
- Monitor training costs and prepare budget reports.
- Stay updated in the field through research and attending relevant events.
- Coordinate recruitment and placement of trainees.
- Schedule training classes and assign instructors.
- Provide referrals to job placement or social services, if necessary.

• Collects monthly performance data from various stakeholders, analyzes performance trends, recommends and follows up corrective actions to improve individual and department of assigned functions.
• Effectively diagnoses OD opportunities and identifies potential solutions by interpreting relevant qualitative and quantitative data.
• Clearly communicates OD recommendations and outlines processes to support organizational change.
• Creates and updates job descriptions, leveling, and relative PMS sheets.
• Develops KPI’s used to evaluate the performance of jobholders within assigned functions in alignment with the quality team.
• Helps broader organization connect OD work with learning, development, and career growth by partnering with OD Business Partners in the development and implementation of IDPs.
• Plan the framework to conduct potentiality tests, leadership assessments, and CBI’s.
• Partners with line managers in BU and OD Business Partners to update BU's organizational structure.
• Make the Onboarding for the new employees (Regional & Group level managers).

Payroll:
- Manage payroll process ensuring accurate and timely payments.
- Maintain records and handle employee queries.
- Coordinate with finance or external providers for compliance.

2. Recruitment:
- Develop and implement strategies to attract qualified candidates.
- Create job descriptions, advertise vacancies, and screen applicants.
- Conduct interviews and make hiring recommendations.
- Collaborate with managers on requirements and qualifications.

3. Training:
- Identify training needs and develop programs for employee development.
- Coordinate and deliver training sessions using various methods.
- Evaluate program effectiveness and make improvements.
- Stay updated on training and development best practices.

4. Onboarding:
- Facilitate smooth transition for new employees.
- Provide information, policies, and materials.
- Conduct orientation sessions and introduce company culture.
- Address questions and concerns during onboarding.

5. Performance:
- Support performance management process, including goal setting and evaluations.
- Collaborate on performance improvement plans and address issues.
- Implement recognition and rewards programs.
- Provide guidance on performance matters.

6. Organization Development:
- Contribute to employee engagement initiatives.
- Collaborate with management on addressing challenges and opportunities.
- Support change management and initiatives.
- Promote positive work culture and well-being.