Muhannad Batak

• Working closely with the Stakeholders Director, manage engagement with one (or possibly more depending on the scale of the project) project stakeholders across local authorities, Central Government & Whitehall, statutory and non-statutory bodies (including environment & technical organizations), industry & business, land & property, communities and other parties to establish strong working relationships
  • Development and successful delivery of stakeholder engagement plans in accordance with the overarching stakeholder engagement strategy
  • Manage stakeholder mapping and prepare communications to stakeholders and respond to stakeholder enquiries
  • Manage stakeholder engagement coordinators, providing guidance and directing their workload activities to ensure timescales and requirements are met
  • Work collaboratively with other members of the project team, liaising with other Stakeholder Managers in the stakeholder team and the PMO (project management office)
  • Provide briefings and support to technical teams for meetings with stakeholders
  • Arrange and attend stakeholder meetings with technical team members and ensure feedback of stakeholder responses and requests to technical teams are responded to within agreed timescales
  • Prepare and manage workshops, roundtable and forum logistics including developing agendas, project plans, minute taking and production of reports
  • Ensure accurate audit trail maintained of all stakeholder engagement and all contact/activities are recorded on stakeholder database
  • Attend client-facing meetings, collaborative planning workshops and report to client on progress
  • Provide input into weekly/monthly reports for PMO and Project Board
  • Attend Stakeholder Engagement Working Group and expedite actions arising

• Lead and supervise the process of preparing andcompleting the required documentation forobtaining all applicable approvals required for themobilization and onboarding of the approvedcandidates.
• Develop the most optimal immigration strategy foreach candidate and coordinates the completion ofthe immigration formalities with the Client’sinternal stakeholders and Sub-Agencies.
• Ensure the timely completion of all immigrationformalities and onboarding of the candidates.
• Oversee, Supervise and manage the activities of the Mercans’ Sub-Agencies.
  Supervise the process of maintaining all relevant records, including records in the ATS, related to thecandidates and their mobilization process.
• Ensure that all activities are consistent with set standards, policies and procedures and making it surethat non-conformance is rectified, and corrective actions are implemented.
• Ensure that services are delivered to the clients in accordance with the Standard Services Definitionand/or service contract.
• Ensure that assigned clients’ service delivery issues are addressed promptly, while maintaining highlevels of client satisfaction.
  
  
  
  

· Lead the provision of a professional, business-focused HR service to the assigned project. Build strongworking relationships based on credibility and open communication. Work with the other HR BusinessPartner(s) to share good practice, ensure a broad consistency of approach, and cover each other asnecessary.

· Take a coaching approach and provide management information to facilitate effective, consistent,empowering people management - expecting and enabling managers to assume increasingresponsibility for all aspects of people management.

· Work in partnership with the senior management teams to identify the people implications ofstrategic and business plans and other developments. Promote new ways of working and agreeappropriate local-level interventions to maximize opportunities, support change and manage risk.

· Facilitate effective workforce planning locally and organisation-wide to identify the capacity andcapability of the branch to deliver its objectives. Draw in information from a wide range of sources.

· Provide professional senior level, strategic and operational HR advice on the interpretation of HRpolicies and procedures, employment legislation, recruitment strategies, demanding and complexcasework and managing change processes, providing risk analysis to support this. Constructivelychallenge decisions which are not in the compsny’s interest.

· Lead responsibility for the HR/people management aspects of corporate initiatives and projects asagreed with the HR Manager, ensuring effective communication across all parts of the branch.

· Take lead responsibility for strategic and important HR themes, which may be changed from time totime. Ensure that policies, systems and practices are fit for purpose, fully compliant with laws andregulations, and aligned with the People and Culture Strategy and organisational goals. These couldinclude, for example: The approach to casework (including capability, disciplinary, grievance, andsickness absence policy and procedures, and keeping abreast of changes in employment law anddecisions made by Employment Tribunals).

· Provide leadership to all members of the HR team, whether directly managed or not. Work to achievecommon understanding of and commitment to the delivery of the HR Team’s objectives and rolemodel effective leadership behaviours. Manage the HR department staff, working together to ensurethat he is developed, supported and empowered to deliver an excellent service. Support theindividual’s personal and professional development. Provide feedback, coaching and mentoring toother members of the HR team as appropriate.

· Actively promote cultural change and support new ways of working and continuous improvementwithin HR department to provide a high quality, professional, consistent, and cohesive HR service. Thisincludes: working collaboratively and communicating proactively; understanding the needs of, andeliciting and monitoring feedback from, our customers and stakeholders; and identifying anddelivering developments and innovations to enhance service delivery and customers’ experience.

· Actively promote cultural change and support new ways of working and continuous improvementwithin HR department to provide a high quality, professional, consistent, and cohesive HR service. Thisincludes: working collaboratively and communicating proactively; understanding the needs of, andeliciting and monitoring feedback from, our customers and stakeholders; and identifying anddelivering developments and innovations to enhance service delivery and customers’ experience.

· As a member of the HR Leadership Team, support the Manager of HR in developing and reviewingand reporting progress against the HR business plan and budget; managing people and resources toensure effective delivery of HR services against targets and objectives.

· Provide quality assure advice given by colleagues working in the HR department.

· Participate in developing and executing recruiting plans to identify, source, and attract qualified talent.

· Work with managers to identify staffing needs; generates a recruitment strategy for attracting qualified talent and conducts regular follow-ups with managers to determine the effectiveness of the recruitment plan.

· Source candidates using the most appropriate tools available (social media, networking, job fairs, employee referrals, internal/external websites) and initiates the interview process by conductingphone interviews to assess candidates skill set against job requirements and forwarding qualified applications to management for review.

· ·Schedule interviews, tracks and reports candidate interview feedback, and manages the candidate’s progression through the hiring process.

· Maintain applicant tracking system and other reporting tools and generates recruitment metrics reports on recruiting sources, recruiting trends, days to hire, and other recruiting activities.

· Preparing Presentations to identify our services to our clients.

· Handling new employees reporting duty, such as induction and reporting needs.

· Preparing pay role and salary slip.

· Governmental affairs: discourses, insurance, ministry of labor, ministry of immigration, full knowledge of labor laws in Saudi Arabia.

· Identify new ways of working, role designs and improved performance measurement for focused support and efficient manners for service delivery.

· Read

• Read and analyze incoming memos, submissions, and reports in order to determine their significanceand plan their distribution.
• Open, sort, and distribute incoming correspondence, including faxes and email.
• File and retrieve corporate documents, records, and reports.
• Greet visitors and determine whether they should be given access to specific individuals.
• Prepare responses to correspondence containing routine inquiries.
• Perform general office duties such as ordering supplies, maintaining records management systems,and performing basic bookkeeping work.
  
  
  
  

• Serve customers by providing product and service information; resolving product and service problems.
• Attract potential customers by answering product and service questions; suggesting information about other products and services.
• Resolve product or service problems by clarifying the customer's complaint; determining the cause ofthe problem; selecting and explaining the best solution to solve the problem; expediting correction oradjustment; following up to ensure resolution.
• Customer Service, Product Knowledge, Quality Focus, Problem Solving, Market Knowledge, Documentation Skills, Listening, Phone Skills, Resolving Conflict,
• Analyzing Information, Multi-tasking.