Cluster HRBP
Maersk
Total years of experience :6 years, 5 Months
HR Business Partner (for Saudi, Jordan, Bahrain, Kuwait, and Iraq)
-HR Transformation (first wave of a global initiative with IBM HRTS):
• Transition management: from increasing adoption rates through education campaigns to monitoring & collecting feedback for troubleshooting and service enhancement.
• Integrating HR systems and reformatting policies in an easier to read FAQ format.
• Simplify and enhance any HR & Admin operational activities not covered by the HRT 1st wave.
• Employee Data Management, maintenance, and accuracy assurance.
-Recruitment (new (outsourced) approach as part of the HRT):
• Guide hiring managers through the recruitment journey: from identifying position needs, screening & interview approaches, to on-boarding.
• Oversee IBM Talent Acquisition team activities, while partnering to provide guidance, feedback, support, and sourcing strategies.
• Utilize Kenexa to recruitment 3rd party, part-time, intern, and/or Leadership program candidates.
• Increase gender diversity in the Saudi workforce as well as set localization plan for Kuwait.
• Coordinate with Global Expatriation Team for necessary arrangements and contractual matters.
-Other:
• Coach & offer HR expertise to develop knowledge & skillsets at all levels, from “Individual Contributors” (fresh grads to experienced professionals), “Leaders of Others” (supervisors & manager), to “Leaders of Leaders” (country managers and function heads).
• Facilitate the annual cycle of activities and other people processes.
• Rolling out the new engagement survey model with Gallup.
• Coordinate & support facilitation of MindGym sessions.
• Unify policies in a more simple, transparent, and autonomy-encouraging manner.
• Resolve employee relations issues (Harassment, theft, performance disputes, and other grievances).
• Coordinate with & support law firms regarding cases and act as PoC for other matters.
-Initiatives:
• Analyze employee compensation in relation to salary scale placement guidelines, work with leaders to define “ideal state”, and set up long-term plan in alignment with budgetary limitations.
• Revise variable pay & benefits in relation to role specific needs.
• Work with leaders to create custom “talks” and sessions to address various needs.
• Identified trends and valued traits in PI Behavioral Assessment & PI Cognitive Assessment profiles of employees considered “stars” to start a discussion to guide any placement decisions.
• Mentor junior (inexperienced) employees and conduct 1-2-1 on boarding sessions for new recruits.
• Act as an advisor to the local “Social committee”.
-Managing the HR department including the following functions: recruitment, employee relations, talent management, payroll, procurement, government relations, administration, filing & documentation, and facilities management.
-Project manager for the "Operational Excellence" initiative, which is a six sigma project (DMAIC: defining current state, measurement, analysis, improvement, and control) that covers company-wide process mapping & improvement.
-Revamping the Performance Management program & creating a metric focused culture (KPIs & KRAs).
-Insuring company adherence to regulatory requirements.
-Coaching & supporting HODs & top management in day to day business operations &
employee issues.
-Ownership of company SG&A, working to structure benefits schemes (bonuses, increments, and incentives), savings initiatives, and any related matters.
Organization Development:
• Setting up an HR activities plan that includes a detailed set of actions related to all HR processes that will act as a yearly schedule to insure proper alignment between departments.
• Assist the plant manager in restructuring the LOB by managing the internal job posts and forming interview panels as well as initiating the restructure of the production department by assessing the needs of each line and building the initial steps to assign supervisor accountabilities for the following year.
• Playing a key role as a power user for the eservices portal by revising the system workflows, provide awareness & assistance for users, constant update and reporting to the e-collaboration team when required.
• Initiation & running of the supervisor development program which includes assigning 14 supervisors in addition to fulfilling their development in both technical & soft skills.
• Setting up a guideline for all LOB department goals and targets.
Continuous Improvement:
• Revising LOB expenses and processes and modifying Standard Operating Procedures to establish monthly savings.
• Partnering with the Continuous Improvement department to review department processes & workflows that resulted in a CI campaign to implement CI BBPs through workshops & training.
Employee Relations:
• Managing all employee relations activities of the manufacturing LOB as well as supervise the employee activities of the services LOB.
• Monitor department KPIs and develop a dashboard for employee attendance & punctuality.
• Review of “Hotline” complaints & other grievances and conduct investigations as required.
Miscellaneous:
• Analysis of the compa-ratio for employee salaries and plan equity adjustments according to the allocated budget.
• Partner with the HSE department to generate their P&P in addition to revising the PPEs required based on area needs.
• Interview internal job applicants and complete the “On boarding” of new joiners.
• Act as a focal point for any communication between the LOB and HO support functions.
• Assist the Marketing & Communications department in employee engagement activities such as sports events, company outings, official events and on site entertainment.
Tasks & Responsibilities:
• Leading the JCI “Young Leader Program” by creating personalized 2-year rotation programs for high potential individuals while measuring progress and providing coaching and constant support for program participants.
• Participated in the “Strategic Talent Review” workshop, while insuring individual development plans are created and followed up on.
• Managed the “Mentoring Program” which resulted in 100+ mentoring relationships in FY13. • Facilitated the “Global Employee Survey” from survey administration to the action planning process.
• Provided training sessions on multiple topics i.e.: Performance Management, SMART goal setting, “Leader Expectations Model” competencies & behaviours.
• Partner with LOBs to insure compliance with the requirements for the development programs.
Initiatives:
• Developed the “Innovate” competition for the manufacturing LOB which utilizes scrap materials and recycle them to engineer creative projects while developing the skills of the employees.
• Created PM rating standards (non-wired employees) for the manufacturing LOB.
• Formulated Satisfaction Survey for several support functions to measure current satisfaction rates & assist in the creation of action plans with HR & Top management.
• Partner with the CI & IT in the HR Optimization / Automation project, which focused on the processes of the different HRD functions. (Talent Acquisition, HR Business Partners, Learning & Development, and Compensation & Benefits)
• Manage the ASJC Blog for the “Knowledge Sharing” initiative.
Other:
• Partner with the marketing & communications department for the branding & marketing of the development programs.
• Participated in 3 “Blue Sky” (CSR) projects.
• Member in the safety and evacuation team.
• Developed and supervised the Field Employee Relations department that resulted in employee
retention by approximately 35%.
• Negotiated deals and reached competitive agreements with recruitment agencies.
• Performed comprehensive departmental & organizational analysis and formulated
recommendations on policy issues & revisions and revised work procedures.
• Redesigned the HRD into divisions while setting department KRAs & KPIs.
• Measuring turnover rates and identifying true costs of employee turnover.
• Developed the Employee Handbook for new expatriate employees.
• Assisting OD Director in multiple strategic initiatives.
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