MARWA AL HEMEIRI

· Human Capital Department Assessment
· Human Capital strategy Building
· Human Capital Transformation Projects
· Human Capital Automation
· Talent Management
· Manpower Planning
· PayScale and Grading System
· Organization Design & Reporting lines
· Policies & Procedures analysis, review, and amendment
· Process Map Design
· People Management

· Establish Performance Planning & Goal Setting
· Identify functional statement for each department
· Identify individual roles and responsibilities
· Build a hierarchy system within ADCOOP
· Develop a competency framework
· Performance management integration with the ERP system
· Performance appraisal planning, Execution, and review cycle.
· Managing and handling Grievances
· Critical roles identification and building their profiles.
· Identifying successors/ potentials and building their profiles
· Assessing Successors Development Needs.
· Developing successors through various training programs.

· Developed Incident reporting system and process map.
· Conducting investigation meetings and providing reports.
· A member in the investigation committee, participating in conducting confidential investigations for senior level positions.
· Provide guidance and support to the employee relations team.
· Develop Code of Conduct policy and a list of disciplinary actions.
· Contributed to the Organizational Transition Plan including:
· Position Mapping and staff allocation.

· Grading and pay scale Analysis.
· Development of Human Capital Processes and flow charts.
· Grading and pay scale Analysis.
· Development of Human Capital Processes and flow charts.

· Ensure adherence to all relevant HR departmental policies, processes, standard operating procedures, and instructions. This is done by conducting inspections to all respective departments monitoring attendance, appearance and dress code, issue warning letters when necessary.

· Review and analyze policies and procedures by drafting new or amending existing policies and procedures.

· Achieved competitive excellence by implementing continuous improvements identified using different tools such as value stream mapping, quality control process charts, Six Sigma, and key performance indicators.

· Skills Matrix Analysis which is a project that focused on identifying employees’ skills and competencies and match these skills/ competencies with their job titles/ roles and responsibilities using a combination of reviewing employees’ job descriptions as well as meeting line managers to have full understanding of their employees’ actual roles/ responsibilities.

· Monitor employee progress toward individual objectives and project goals, improve performance, develop and motivate staff, through conducting multiple programs such as Performance Development Plan (PDP) and Performance Improvement Plan (PIP)

· Manage employees’ resignation and termination processes.

· Resolve employee grievances with regard to performance management ratings via face to face meeting with the respective employee and his/ her line manager.

· Accomplished 90% satisfaction rate by employees who reported issues for resolution communicated by internal HR system.

· Assisted the HR department save approximately 10-20% on the approved departmental annual budget in various way such as negotiating with suppliers as well as improve internal processes.

· Assisted in conducting a survey in order to improve job satisfaction of employees within the company. The data is analyzed for suitable solutions.

· Engaged with employees in a variety of different company programs including sports teams, health awareness programs, and corporate social responsibility programs.

• Skills Matrix Analysis which is a project that focused on identifying employees’ skills and competencies and match these skills/ competencies with their job titles/ roles and responsibilities using a combination of reviewing employees’ job descriptions as well as meeting line managers to have full understanding of their employees’ actual roles/ responsibilities
• Monitor employee progress toward individual objectives and project goals, improve performance, develop and motivate staff, through conducting multiple programs such as Performance Development Plan (PDP) and Performance Improvement Plan (PIP)
• Manage employees’ resignation and termination processes
• Resolve employee grievances with regard to performance management ratings via face to face meeting with the respective employee and his/ her line manager
• Accomplished 90% satisfaction rate by employees who reported issues for resolution communicated by internal HR system
• Assisted the HR department save approximately 10-20% on the approved departmental annual budget in various way such as negotiating with suppliers as well as improve internal processes
• Assisted in conducting a survey in order to improve job satisfaction of employees within the company
• The data is analyzed for suitable solutions
• Engaged with employees in a variety of different company programs including sports teams, health awareness programs, and corporate social responsibility programs
• Management & Recruitment:
• Identified and recruited top talent for the company
• Established recruiting requirements based on organizational plans and objectives and researched qualified applicant sources including community services, colleges, employment agencies, recruiters, media, and internet sites
• Developed position qualifications based on job descriptions, interviewed applicants to determine suitability for positions, and discussed relevancy of candidates with management
• Scheduled management interviews
• Managed and administered employee leave, benefits, and allowances such as duty travel allowance and education allowance.