Samah Al Aghbary

Managed to build an organized strategic plan for 7 divisions and 14 departments.

· Formulate manpower plans for effective utilization of existing human resource capacity and develop and implement strategies that will ensure the organization has the required skills to meet current and future human resource needs

· Identify current & future manpower requirements and recommend long & short term corporate Strategic Planning and Manpower plans taking into account projected growth & expansion of various Functions/ departments.

· Ensures proper coordination with all functions, departments for accurate collation of manpower data estimates.

· Develop organization charts

· Update budget model as requested to account for significant changes in the business environment. Compare actual to budgeted results of each reporting period, and report on significant variances.

· Coaching UAE Nationals and developing them in the area of Manpower Planning.

• Central HR transaction management (Super User Horizon for Region).
• Increased the HRIS system efficiency by 95%
• Overseeing administration of Employment life cycle.
• Support all aspects of Horizon, including testing systems, creating data uploads and data cleansing projects.
• Create, schedule and support report requests from Corporate and local HR departments
• Determine root causes of data issues and develop processes based on findings to resolve these.
• Responsible for solving escalated Horizon/HRIS issues from local HR representatives
• Support HR Department in areas such as people metrics, reporting, finance and analytics

• Partnered with the Business Units to provide advice, direction, and creative solutions to managers on all HR related issues, including policy interpretation, coaching, Compensation, Recruitment and performance management
• Recruitment expert with strong consulting skills. Responsible for all aspects of attraction, sourcing, selection and hiring of experienced candidates while also serving as the primary focal point for the hiring managers and business HR representatives.
• Identification of candidates through a variety of sourcing methods including:
• International Job Campaigns
• Employee Referral Program
• Applicant Tracking System
• External agencies
• Internet job boards and networking

• Coordinated and administered the compensation programs for the international division. This included stock option, annual salary and bonus programs. This included a number of around 2000 employees internationally. This project was a 2 month to 4 month project working with the line managers to put their recommendation in the system and make sure their recommendations aligned with the budget.
• Worked with Senior Management to pull together workforce and succession plans together for the division. This was an ongoing project getting all the data from the line managers on the top performers employees or “high Potential” employees, set up an Individual Development Plan for them to success in their future roles. As well as having an emergency plan for the top positions.
• Provided broad HR support to the International division employee group.
• Handled day to day administration of different employee related activities.
• Dealt with Management and employees on a variety of daily issues related to compensation, benefits, training and development opportunities, disability cases, expatriate issues and other ad hoc reports.
• Coordinated all process of Yemen National to Calgary on short term and long term training.

• Provided full cycle forecasting workforce demand for different business units. The project was to meet with different managers of different departments at all the locations. Discuss and identify the current labor demand of the organization and the available workforce supply they have in each and every department leading to strategies to close any gaps.
• Conducted and analyzed the supply and demand to identify gaps. Come up with strategy development on all the different departments according to their needs.
• Provided help to the workforce planning team in identifying and developing strategies to mitigate the gaps.
• Provided input to the workforce planning process and assist in enhancing/revising the process.
• Conducted research on workforce planning best practices.
• Kept abreast of new development in the area of workforce planning.
• Assisted in coordinating the workforce planning process.
• Assisted in creating the annual workforce planning report and updates for senior management and the Board.
• Managed the relocation / orientation of new rotators going onboard

This project was for the entire company which has a workforce of around 4500 employees worldwide. We met with all the line managers to provide results on workforce data and discussed all the different trends. Identified the gaps between the current labor demand on the organization and the available workforce supply leading to strategies to close the gaps.

Strategies of development around developing HR information system engagement surveys and different ways on how to attract and retain the high performers in the organization.

Worked with a workforce of around 2500 employees. The project was a snap shot forecast of a one year on how many employees needed in each and every department.

• Coordinated and administered the human resources planning function.

• Worked with Managers to identify short and long term human resource needs to resolve discrepancies and disputes as required.
• Documented and managed the annual Work Force Plan report, as well as the periodic updates.
• Coordinated and ensured the information flows between the Work Force Plan and line management, the Budgeting group, the Operations Effectiveness function, the Recruitment as well as Compensation areas.
• Worked with the Business hiring managers to develop job profiles and hiring strategies to result in a job posting and advertising
• Provided backup support to the Compensation Analyst. Preparing Salary Recommendations, helping in the Job evaluation and writing Job Description.