Group Manager - Human Resource
Al Ahli Holding Group
Talent Acquisition & Retention
§ Driven the Annual HR Planning process including headcount budgeting, headcount allocation, HR Planning & Staffing Function Excellence for the organization. Work closely with external Search firms, proactively identify talent needs and staff open position with high-quality talent. Preparing the hiring plan based on the job specification and job description
§ Spearheading end-to-end hiring & recruitment life-cycle for sourcing the best talent from diverse sources.
§ Forecasting & managing the budgets for recruitment and competency based manpower planning.
§ Handled Internal Job Posting & Job Rotation policies for providing opportunities to existing employees.
§ Driving the annual manpower plans and implementing the same based on the projected manpower requirements for organization in line with the business and growth plans.
§ Screening the resumes, testing the applicants, for Middle and senior positions.
§ Developing / implementing new recruitment / selection policies as per staffing projections.
§ Succession Planning up to Departmental Head
§ Handling salary negotiations and compensation administration in line with the industry standards.
Induction & On Boarding:
§ Managing orientation program for employee to the business and culture.
§ Induction- On boarding of new Incumbents by designing an Induction Program of New Joined with a structured way
§ Scheduling and conducting the Induction/Orientation Programs for smooth transition of new entrants. Completing Joining formalities for all new hire.
§ Prepare welcome note and circulate to all concerned and introduce the new entrants to all employees.
§ Educating the employees about the policies – Roll Outs.
§ Coordinated Scheduling & conducting Training Schedule for the new hire.
Compensation Benefits & Payroll:
§ Constantly monitor any variance between the budgeted and actual salaries and headcount.
§ Handling salary negotiations, payroll system and compensation administration for middle and Sr Levels.
§ Managing various activities related to compensation management payroll administration and to make all necessary co-ordination for a smooth and efficient pay roll processing operation (variable compensation, incentives, expatriates compensation, special payments).
§ Gather all necessary data to benchmark salaries and benefits.
§ Ensuring adherence to the payroll calendar timelines for payroll output in accordance to TAT.
§ Coordinating the full cycle of the payroll matters with the payroll vendor to ensure that the payment made to employees is accurate and complies with the statutory requirements.
§ Compile all data needed for the annual salary review, and the annual performance appraisal analysis.
§ Looking after comp. revisions/promotions, preparing and issuing salary change/promotion/transfer letters and salary information, Compensation fitment decision aligned to company policies.
§ Look at all programs from a strategic review perspective.
§ Revisit Incentive Plans and foster a pay for performance culture where opportunities allow, particularly in the area of bonuses and annual increases
§ Review C&B policies and programs and liaise with various levels of management to establish areas of concerns which may be addressed using C&B techniques
§ Responsible for rollout, spearheading and closure of annual and mid- year compensation review cycle
§ Manage Incentive Plans and ESOPs for Senior Management
§ Management of specific Retention Bonus and Hot Skill programs
§ Monitor and support compensation market analysis and job pricing by way of regular C&B surveys
§ Ensure effective communication and training on implementation of C&B programs
§ Member of the global comp team and represent in various C&B forums (internal and external).
Employee Relations & Engagement:
§ Regularly discussing specific issues with employees regarding their grievances, hindrances and undertaking steps for resolving them.
§ Developing / updating and implementing compensations plans, reward & recognition schemes, HR policies and communicating them across the organization at all levels.
§ Conducting Employee Surveys / Poll to analyze the results and drive initiatives based on the findings.
§ Strengthening employee engagement initiatives like People Committee, Fun & Charity, Leadership, and Offsite.
§ Defining the job responsibilities and ensuring role clarity by using performance driven parameters.
§ Handling activities pertaining to employee retention and keeping attrition under control.
§ Implementing the Employee Referral Program to institutionalize a referral culture among employees.
§ Establishing the Employee Relation Committee to act as a catalyst in addressing issues and concerns.
§ Organize fun/ team building activities and encourage participation of team members.
§ Conducting Developmental Workshops for employees to enhance skills.
§ Handle issues pertaining to salary, incentives, leaves etc.
§ Coffee with CEO (Employee of the month Program) & Star Employee ( Employee Development Plan) are initiative under this category
§ Initiated various communication forums like monthly & Quarterly Open Houses
§ Identifying patterns, trends and root causes for making recommendation(s) to Management to improve motivation, increase retention, engagement and efficiency of employees.
§ Looking after the employee lifecycle related activities from joining to resignation of employee.
Training & Development:
§ Map competencies of team members with Training & Development team to determine training needs.
§ Identify key skills, specialty skills and propose training needs accordingly, preparation of training modules, calendar, schedules & batches for imparting training on various topics including measurement of effectiveness.
§ Understanding & Conducting the training requirements for employees & organizing training programs, workshops (using both Internal/External resources) for Technical, Managerial & Behavioral topics.
§ Budgeting & organizing customized training programs based on the training need analysis to enhance the manpower skills & efficiency.
§ Interface with top management and external vendors and suppliers for the implementation of corporate training or training programs to meet the business needs where appropriate.
(PMS) Performance Management Systems (Appraisal) & Implementation:
§ Implementation of the PMS, Working towards change management and building strong performance driven culture. Co-ordinate and complete the Annual Performance Review of all the employees on time.
§ Handling the Balanced Scorecard based Performance Management System and identifying scope for improving the same.
§ Hands on experience in Balanced Scorecard Implementation
§ KRAs for the various departments. Annually issue the appraisal forms, to train employees on defining their KRA’s, to ensure timely submission of the forms from various departments co-ordination of Monthly performance review meet, Data analysis of the received ratings
§ Handling Performance Management & Employee Development System, including the probation appraisal.
§ Imparting training on PMS, Defining KRA, Self-Appraisal, Mid Term Review and retention Management.
§ Initiating rewards & recognition program & implementing incentive system for employee motivation.
§ Coordinated and driven Performance management activities and employee surveys.
§ Implemented credible goal setting and performance review process for all dept owners to focus on their goals.
Exits & Separation:
§ Review exit interviews and related tasks.
§ Ensuring relieving documentation & deactivation of employee access to corporate network, Emails, premises and completion of exit formalities and recording of documentation.
§ Analyze attrition data and develop strategies to manage and reduce the attrition, created a system to map attrition.
§ Ensure F & F settlements for ex-employees are processed within prescribed timelines.
§ Manage the process of Identification of competing companies for each competency recruited and report the hiring practices and trends.
§ Manage the process of Identification of competitors and the employees in key positions for each competitor.
§ Ensure development and up gradation of database of critical intelligence information on vendors, competitors, potential hires from competitors, salaries, shifts across companies.