HR Business Partner
DP World
Total years of experience :24 years, 11 Months
• Provide Counsel and Advise including offer solutions to business problems driving change and organisation restructuring for workable structure which improves productivity, reduces cost and increase profitability.
• Working closely at all phases of Business to build it be a successful one as per the long-term business goals
Department re-structuring.
• Strategies for improving the workplace through Engagement, Collaboration and Retention.
• Diagnostics for HR functions to assess progress in critical activities, including workforce strategy, recruiting, L&D, and total rewards. The output enables us to create detailed action plans for moving to the next level of business impact. Page 1 of 3
• Initiated the ideas on bringing HAPPINESS Culture to improved work life balance with various initiates and peoples engagement
• Responsible for Performance Management System, including but not limited to setting SMART Objective for Top Down structure and monitoring performance and periodic review.
• Identify the quantifiable benefits of talent initiatives and use the process the business requires to justify investments HR Planning - Manpower alignment across group offices and re-design of the Corporate and group offices Org Charts, identifying overlap of functions and re-aligning resources across the business units.
• Review and redesign of Compensation and Benefits package and grading system.
• Design of job descriptions, function and scope of jobs including but not limited to KRA / KPI based culture, execution and productivity enhancement.
• Setting Learning and Development plan, Design and developed Inter-company training based on Training Need Analysis and team engagement/team building strategies.
• Manpower planning and budgeting.
• Managing pre-recruitment and post-recruitment process to ensure timely talent sourcing.
• Preparing audit documents and subsequently responding to audit queries.
• Handling employee grievances and welfare including policy and procedure planning and process mapping.
The role accountability besides ensuring excellent service delivery of operational HR and admin services for over 750 staff within the Emirates; would also include Day-to-Day HR Operations, organizational restructuring in coordination with all the business unit managers by using KPI’s. The development of a performance management system and its alignment with a new reward platform, besides revamping of the existing HR policies and practices to bring them in-line with best practice including job profiling, conducting job analysis of all positions within the company, formalizing them in the shape of a Job Description Manual, succession planning and Identifying training needs.
• Planed, developed and implemented strategy for HR management and development including recruitment and selection policy / practices, discipline, grievance, counselling, pay and conditions, contracts, training and development, succession planning, morale and motivation, culture and attitude development, performance appraisal and quality management issues
• Established and maintained appropriate systems for measuring necessary aspects of HR development
• Coordinated all the levels of interviews with the relevant managers including the salary negotiations
• Handled the entire recruitment negotiations on terms & conditions including renewal of agreements with consultants and adding new efficient consultants
• Released the offer letters to selected candidates and guided them for a smooth joining process
• Contributed to the evaluation and development of HR strategy and performance in co-operation with the executive team
• Maintained awareness and knowledge of latest HR development theory and methods and provided suitable interpretation to directors, managers and staff within the organization
• Worked closely with management in all aspect of human resources and analyzed Appraisal Data and managed Performance Improvement plan for the under performers
• Responsible for new Job Description creation, Competency Definition and Unit Competency Development Plan
• Conducted analyses to ensure salaries were comparable to industry standard and created reports to track salary increases, sales and profitability charts
• Coordinated periodical performance review, evaluation of appraisal Reward for performance Incentives, Increment and Promotion, Training needs identification
• Liaised with other functional / departmental heads so as to understand all necessary aspects and needs of HR development, and to ensure they were fully informed of HR objectives, purpose and achievements
• Responsible for handling induction process for new hires, both permanent and temporary staffing, employee grievances and disciplinary procedures
• Responsible for the development and implementation of a range of progressive human resource initiatives including Recruitment & Selection, Induction & Training Performance Management, Workplace Reform and Equal Employment Opportunity
• Maintained awareness and knowledge of latest HR development theory and methods and provided suitable interpretation to directors, managers and staff within the organisation.