BAHAR HASHEMI

•Design an inhouse Performance Management (PM) System in order to formalize the process and to create a process that meets all requirements in terms of workflow efficiency, user-friendliness, and accurate reporting with a focus on simplicity, agile goal management, and continuous developmental feedback.

•Coach Senior Managers in effectively cascading their unit goals and applying emotional intelligence to become better leaders in order to create a company culture that attracts and retains talent.
•Coach all staff on the PM system so that they become active participants in the process and the management of their career development.

• Manage Employee-Employer relationships by effectively handling all staff related queries, concerns, and complaints to resolve workplace conflict.

• Provide guidance and support in areas including disciplinary, grievance, probation, performance, etc. to ensure all such matters are dealt with in line with policy, best practice and legislative requirements to mitigate risk.

• Collaborate with the leadership team using HR data analytics and best practice approaches to identify root causes and drive proactive solutions.
• Build partnerships with business leaders to help them understand the importance of seeking employee opinions and to anticipate their needs and concerns by promoting ongoing feedback mechanisms.

•Assess existing policies, procedures, and workflows and put forward recommendations to improve efficiencies and employee satisfaction.
•Encourage the importance of adopting a “growth mindset” amongst team members by creating opportunities for development and improvement.

• Review existing departments, titles, and reporting lines to ensure standardization of staff details and improve workflow efficiency by putting into place a clear Organizational Structure.
• Formalize the underperformance process to ensure effective management of staff performance while also meeting all legal requirements.

•Confidently lead and conduct training sessions both remotely or onsite for staff in the local and international offices.

• Coach 250+ Directors and Senior Managers in effectively cascading their unit goals and applying emotional intelligence to become better leaders in order to create a company culture that attracts and retains talent.

• Actively participate in the Manpower Planning/Restructuring project so as to develop an HR presence that unifies the company's goals for success and individual employees' goals for professional development.

• Lead the Performance Management Cycle - ensure cycle management is as per target/timelines for 2000+ staff in the Local and International Offices. Design the workflow process and work closely with external software providers to meet all requirements in terms of workflow efficiency, user-friendliness, and accurate reporting with a focus on simplicity, agile goal management, and continuous developmental feedback.

• Provide both group and one to one training to all Directors, Managers and Staff on how to effectively use the Performance Management software and attain their buy-in on the benefits of its use.

• Coordinate with all HR teams in the international offices to ensure they are trained and informed on all the updated processes and practices.

• Compile, cross-check, and submit the year-end review report to the Compensation and Benefits team in order to process all promotion nominations, salary increments and bonuses accordingly. As well as identify any training needs that need to be addressed.

• Manage Employee-Employer relationships by effectively handling all staff related queries, concerns and complaints to resolve workplace conflict.

• Provide guidance and support in areas including disciplinary, grievance, probation, performance, etc. to ensure all such matters are dealt with in line with policy, best practice and legislative requirements to mitigate risk.

• Collaborate with the leadership team using HR data analytics and best practice approaches to identify root causes and drive proactive solutions.

• Build partnerships with business leaders to help them understand the importance of seeking employee opinions and to anticipate their needs and concerns by promoting ongoing feedback mechanisms.
• Manage the under-performance of all employees by designing and implementing an effective Performance Improvement Plan (PIP) that is aligned with the local labor laws. Ensure all cases are investigated and validated before any PIP is initiated.

• Support Performance Management team to ensure cycle management is as per target/timelines for 2000+ staff. Migrate the Performance Management process from paper to online by working closely with I.T to design an in-house online system. Conduct group trainings on how to effectively use the system and provide support on all employee underperformance cases.

• Compile, cross check and submit the midyear and yearend review reports to the Compensation and Benefits team in order to process all promotion nominations, salary increments and bonuses.
• Work closely with managers to improve their skills on assigning SMART Goals and giving regular constructive feedback to their teams.
• Provide support on the Manpower Planning/Restructuring project by shadowing managers and employees in order to collect the required data to improve workflows and processes.

• Manage Employee - Employer relationships by effectively handling all staff related queries, concerns and complaints to resolve workplace conflict.
• Regularly update HR policies and processes to current best practices as well as standardize workflows and processes across all HR functions.

• Handle all staff related queries, concerns and complaints.

• Prepare all requested employee letters - salary certificates, employment letters, consulate letters, etc.

• Coordinate with respective Directors, Department Organizers and Personal Assistants on all HR matters.

• Handle all HR related employee email announcements.

• Cross check and log all employee midyear and yearend reviews for the assigned Directorates to ensure all required fields are completed and calculate the overall rating.

• Prepare all employee letters with regards to promotions, increments, and bonuses.

• Plan and organize all HR related events.

• Compile and review all submitted nominations for the biannual employee recognition program as well as organize the biannual ceremony events.

• Provide administrative support to Group HR Director and Senior Managers.

• Answer all employee queries and prepare all requested employee letters - salary certificates, employment letters, consulate letters, etc.

• Coordinate with respective department Directors, Organizers and Personal Assistants on all HR matters.
• Handle all HR related employee email announcements.

• Manage the monthly online HR newsletter and liaise with respective Directorates to include their achievements and updates.