HR Manager

SUMMARY

Versatile, high-energy, all rounded HR Generalist with entrepreneurial mindset, “can-do” attitude and significant experience in leading HR business through change and challenge by implementing strategic planning, establishing direction, and executing initiatives in support of business objectives and corporate goals. Strategic problem-solver who drives HR initiatives to realize bottom-line results and enhance employee engagement in the pursuit of organizational objectives. Employee advocate who champions staff confidence and designs strategies to attract and retain critical talent in highly competitive business markets. Skilled in acquiring exceptional talent with an aptitude for producing successful performance management through valuable training and leadership coaching.

Current HR role / 3+ years: (since July 2014 with 48-hour a week work schedule): Manage the overall HR business for Foster Wheeler Kentz Energy Services DMCC, as well oversee administration (corporate), recruitment, mobilization and travel activities within the framework of Shell Iraq Petroleum Development (SIPD) / Majnoon Oil Field Development and ENI Zubair Oil Field projects.

In my previous HR roles / 7 years: (7 years with 84-hour a week work schedule. So my 7 years with LOGCAP III & IV projects equal to approx. 14 years with 8/5, 48-hour work schedule): Provided HR support to 800-2,500 employees from 62+ nations worldwide (blue/white collar from junior to sr. management level) who supported 4,000+ customers in geographically dispersed locations in busy, high pressure, sophisticated, highly demanding & fast moving environment of LOGCAP III & IV Middle East & Central Asia projects with two leading global multicultural fortune 500 companies (Fluor Enterprises Inc. & Kellogg Brown & Root).

Other roles / 15 years: administration, (project) management & capacity building experience with international organizations & NGO sector combined with 14 years of full & part-time freelance practice in the field of training.

PROFESSIONAL HR EXPERIENCE

Human Resources Manager

Foster Wheeler Kentz Energy Services DMCC (FWKES) Dubai, UAE

Shell Iraq Petroleum Development (SIPD) / Majnoon Oil Field Development & ENI Zubair Oil Field Projects JULY 2014 – to date

Manage the overall HR business for Foster Wheeler Kentz Energy Services DMCC (100 - 142 employees from 14 nations worldwide), as well as administration, mobilization, secondment, and travel activities within the framework of Shell Iraq Petroleum Development (SIPD)/ Majnoon Oil Field Development and ENI Zubair Oil Field Projects. Management, coaching, mentoring expertise for development, implementation and continuous improvement of the JV to ensure an excellent service is provided. Drive initiatives in the management team and within the organization that contribute to long-term operational excellence. Provide HR advice to the General Manager and the Board ensuring best practice and legal requirements are adhered to regarding all personnel matters. Maintain and enhance FWKES DMCC human resources by planning, implementing, and evaluating policies, programs, and practices.

Main accountabilities: Strategic HR and performance management, manpower planning, policy and procedure development, recruitment / retention (to include job descriptions analysis and evaluation, interviews, visas, ticketing, staff induction and on-boarding), ER, team development and leadership, learning and development / training, performance / employee evaluation /appraisals, succession planning, compensation and benefits, demobilization/redundancy, tender preparation, travel/logistics, and administration (oversee the support operations, as well as the process of planning, organizing, and implementing administrative systems). Manage movement of employees within groups of companies. Comply with all existing governmental and labour requirements. Compile and analyze data from HRIS.

Achievements:

• Successful management of secondment processes to meet temporary operational needs and coordination of JV’s agreements with partner companies to ensure that secondment strategies, objectives and guidelines are fully met and secondment is applied for career development purposes to gain breadth of knowledge and experience, as well as to strengthen JV’s capacity.

• Identified the talent needed. Put right number, kind of people at the right place and time, doing the right things for which they are suited for the achievement of immediate goals and long-term strategies of the JV and partners.

• Identified outdated practices and developed continual improvement processes to maximize customer satisfaction by enforcing high-quality service designing and developing HR, recruitment/(de)mobilization, travel, and admin policies, procedures, rules and regulations and introducing new filing/tracking systems and forms

• Strengthened company's presence while driving improved recruiting approaches (to include sourcing, interview/test mobilisation, orientation and on-boarding process, as well as improvement of project gross margin by closely monitoring profitability) and determining customer needs to ensure appropriate and best are being reached.

• Streamlined insurance enrollment process and successfully completed 2015 – 2017 enrollment programs (end to end processes).

• Coordinated and implemented fast-paced staff recruitment process (end to end lifecycle processes from sourcing to hire to include creation of applicant tracking system).

• Successfully managed the process of workforce reduction and together with the partner companies (JV owners) HR Heads have been fully accountable for increase (within the groups of companies) of management retention by 95% and team member retention by 55%.

• Successfully developed and managed the remuneration package realignment process as a response to the project budget cuts.

• Set up the system for and managed the movement of site located rotation personnel.

• Have contributed at both a strategic and operational level in order to identify HR priorities and recommend appropriate people management solutions which support business aims, in addition to providing a customer-focused HR service. Liaison and strengthened links with partner and external provider companies.

• Lead HR, admin and travel teams managing their performance and emphasizing skills based on strengths, through training and professional development.

• Have provided expert professional advice and support to managers and staff on all aspects of people management, HR, legal, and travel/logistics procedures.

• Initiated and managed the process of transformation of the HR function from the role of administrator and enforcer of the policies to that of a business / strategic partner skilled in advising, consulting and collaborating with managers to inform and influence strategic decisions and meet business objectives.

Company Summary: FWKES DMCC, a company licensed by the Dubai Commodities Centre Authority to operate in the DMCC Free Zone was originally created as the joint venture by Kentz and Foster Wheeler and is currently owned (50/50) by SNC-Lavalin Group and Wood Group.

HR Specialist (12 hours a day / 7 days a week, 84-hour a week work schedule)

Fluor Enterprises Inc. (Fluor Government Group / Logistics Civil Augmentation Program IV) APRIL 2011 – MAY 2014

Provided HR operational support to the employees (800+ from 64 nations worldwide - blue/white collar from junior to sr. management level) in multiple, remote locations

Main accountabilities: HR field operations and administration, upward mobility/career advancement process and personnel actions, conflict mediation and investigations, compensation and benefits, professional development and training, performance appraisal, (on) off-boarding/demobilization, HRMIS, HR statistics, payroll

Achievements:

• Recognized for outstanding performance in the field of HR in support of LOGCAP IV operations by LOGCAP IV Country Manager (US Army Lieutenant General Steven Whitcomb) and LOGCAP IV Project HR and AO/Site Management.

• Recognized for dedication & attention to details that went into education over 800 full time employees on 2011/2012 open insurance and benefits program for the employees of 17 sites in remote locations resulted in 100% satisfactory record and successful completion of the enrollment program.

• In Nov. 2011 & July 2013 successfully led overall HR activities for 16 remote sites.

• Provided support and assistance to American contractors in completion of their W-2 (Wage and Tax Statement) and 673 (Statement for Claiming Exemption from Withholding on Foreign Earned Income Eligible for the Exclusion) forms.

• Created of strategic partnerships between HR staff and supervisors/managers to meet business objectives; Served as a link between management and employees.

• Advised, trained, coached and supported management/employees, on/with strategic and operational HR issues (to include performance and disciplinary management).

• Participated in the process of transformation of the HR function from the role of administrator and enforcer of the policies to that of a strategic partner skilled in consulting and collaborating with managers to inform and influence strategic decisions and meet business objectives.

• Participated in the process of transformation of company perception of bureaucratic HR function to value added service.

• Supported the remote sites in the process of realignment, workforce reduction and mission shut down.

• Strove to reduce complaints and maximize customer satisfaction by encouraging and enforcing a high-quality service culture.

• Participated in safety committee and designed completed safety programs.

Company Summary: Global engineering, procurement, construction, and maintenance services fortune 500 and an S&P 500 company (with 41,000+ employees in over 25 countries) providing contractor support and logistics work for U.S. military troops stationed in Afghanistan, Iraq, and Kuwait within the U.S. Army’s Logistics Civil Augmentation Program IV.

HR Generalist (Deputy Head of Kandahar Air Field LOGCAP III HR Department - 12 hours a day / 7 days a week, 84-hour a week work schedule)

Kellogg Brown & Root (Logistics Civil Augmentation Program III - Central Asia-Middle East) JULY 2006 – JULY 2010

(As a US Department of Defense Contractor) Managed / provided HR operational support to the employees (2,500 + from 64 nations worldwide - blue/white collar from junior to sr. management level) in multiple, remote locations.

Main accountabilities: Management of HR team (of 4 HR associates, 2 local national assistants, 2 housing assistants, 1 post office clerk), local national recruitment/ retention (to include, on-boarding/staff induction), upward mobility/career advancement, ER, performance management, team building, training / learning and development, succession planning, compensation and benefits, expatriate workforce (on) off-boarding/demobilization, HRIS, HR statistics, payroll.

Achievements:

• Recognized for outstanding performance in the field of HR in support of LOGCAP III operations.

• Coordinated / implemented fast-paced and high volume host country national staff recruitment process at large-scale for remote sites (end to end lifecycle processes from sourcing to hire to include creation of tracking system, language / IT tests, badging requirements with on-boarding, training, mobilization, and new-hire orientation) and filled over 1,000 positions with 95% retention.

• Worked with management to drive key business, interpret and implement policies, and identify the current/future needs.

• Provided strategic interface between HR and other departments to embed a strategic approach to HR management that resulted in a more effective front line delivery.

• Successfully resolved employee related matters, grievance / harassment cases and undertook/coordinated thorough investigations leading to the appropriate resolution of HR-related complaints in a multicultural/diverse environment.

• Introduced mediation as an important step in employee relation issues; housing policy training initiative as mandatory training for 17 sites.

• Created strategic partnerships between HR staff and line supervisors/managers to meet business objectives.

• Implemented organizational development initiatives to reduce duplication and to enhance service consistency.

• Managed realignment and workforce reduction process on 17 sites (2,500+ employees in multiple locations).

• Modified and delivered training programs and attained performance appraisal for the employees of 17 sites.

• Ensured Letter of Authorizations (LOA) and Common Access Cards (CAC) remain within contractual requirements and led the team of assistance accomplishing LOAs in the Synchronized Pre-deployment & Operational Tracker (SPOT).

• Provided support and assistance to American contractors in completion of their W-2 (Wage and Tax Statement) and 673 (Statement for Claiming Exemption from Withholding on Foreign Earned Income Eligible for the Exclusion) forms.

• Lead the team of 4 – 9 managing their performance and emphasizing skills based on strengths, through training and professional development.

• Led transformation of company perception of bureaucratic HR function to value added service.

• Reduced complaints and maximized customer satisfaction by encouraging and enforcing a high-quality service culture.

• Participated in the process of successful transition of LOGCAP III project (KBR Inc.) to LOGCAP IV one and incoming US Army contractors DynCorp in the South (Dec. 2009) and Fluor in the North of Afghanistan (June 2010).

Company Summary: Global engineering, construction and services fortune 500 corporation (over 50,000 people worldwide) that provided contractor support and logistics work for U.S. military troops stationed in the Central Asia and Middle East within the U.S. Army’s Logistics Civil Augmentation Program III.

EXPERIENCE

Capacity Building Coordinator; War Child Holland (the Netherlands) JUNE 2005 – DECEMBER 2005

Led the overall activities of WCH Representation in Georgia.

Main accountabilities: Direct supervision of the staff (partner local de-jure and de-facto Georgia based NGO projects managers and staff, 1 finance manager, 1 driver), management of financial resources, training.

Achievements:

• Conceived, developed and implemented series of innovative capacity building programs, services and leadership initiatives, including comprehensive supervisor training, performance based incentive compensation programs and succession planning.

• Assisted 4 partner NGOs from de-jure and de-facto Georgia in developing their business plans, shaping new directions, professionalizing their organization and governance. Organized training programs for partner NGOs in organizational strengthening and institutional development.

Company Summary: International non-governmental organization employing over 500 field staff and providing psycho-social assistance to children in former war zones, using all kinds of creative methods.

Peace Education & Youth Project Manager; “Integrated Peace Education for Secondary Schools in Georgia and Abkhazia” Project; Financed by EC EIDHR and Implemented by UMCOR-NGO (USA) JULY 2004 – FEBRUARY 2005

Led the overall activities of the project.

Main accountabilities: Management of all project related activities and financial resources, direct supervision of the staff (partner local de-jure and de-facto Georgia based NGO projects managers and staff, 1 driver), recruitment, training / learning and development, capacity building and organizational strengthening, project logistical and procurement support.

Achievements:

• Recognized for the successful management resulted in design of “Peace Education Manual” (in partnership with twelve co-authors from de-jure and de-facto Georgia based NGO’s I did select and train) and its introduction at the selected schools (as a part of their curriculum) located in de-jure and de-facto Georgia.

• Implemented end to end lifecycle recruitment processes (from sourcing to hire) of the overall project staff.

• Designed and implemented employee individualized and group demand-driven training programs, resulted in 97% satisfactory record.

• Developed new project proposals for “Peace Education & Youth Empowerment Programs”.

• Designed, raised funds and implemented: “Lessons of Peace in Practice” micro project; “Days of Culture of Peace and Non-violence among Youth” Winter Camp. Organized/facilitated: “Seminar-Workshop on Integrated Peace Education Manual for Secondary Schools” for the representative of de-jure and de-facto Georgia based NGO’s; Developed and strengthened links with governmental, non-governmental and international organizations, as well as private companies.

Company Summary: Peace education project financed by the European Commission and implemented by UMCOR-NGO, international relief non-governmental organization. As the result of the project “Lessons of Peace, first peace education manual, was introduced at secondary schools of de-jure and de-facto Georgia.

Assistant; Organization for Security and Co-operation in Europe JUNE 2002 – JANUARY 2004

Assistant to Senior Adviser on Gender Issues / Office of the Secretary General (Vienna, Austria)

Main accountabilities: Administration, training (contributed to the design and development of all materials for the department’s part of OSCE new-arrival orientations/induction courses), statistics (collected/assembled data with regard to gender/anti-trafficking issues), Informational Systems (developed and maintained OSCE gender web page and intranet links).

Achievements:

• Designed and drafted OSCE statistics 2002-2003.

Office Assistant / Human/Economic and Environmental Dimension Office of Field Mission to Georgia

Main accountabilities: Administration and office management (to include simultaneous & written translation and coordination of work of office support staff).

Achievements:

• Created archiving system for Human Dimension Department

Org. Summary: The OSCE is the world's largest regional security organization whose 56 participating States span the geographical area from Vancouver to Vladivostok.

Technical Director / Office Manager; EMTs Company (UK-Georgia) DECEMBER 1999 – OCTOBER 2001

Main accountabilities: Direct supervision of the staff and administrative responsibilities, financial management, project recruitment, training.

Achievements:

• Designed and implemented employee individualized and group demand-driven training, resulted in 94% satisfactory record.

• Preparation/translation of the tender documentation (“Krivila and Khanistshali River Bank Remediation Project” / GPC Project/Georgian Pipeline Construction).

• Together with EMTs Managing Director conducted reclassification/competency assessment examination for GPC engineers and technical staff.

Company Summary: Engineering manpower technical services provider (to include: Georgian Pipeline Construction project implemented by the British Petroleum).

PART & FULL TIME TRAINING & CONSULTANCY FREELANCE PRACTICE

Freelance Trainer (Lecturer/Teacher) / Translator / Consultant SEP. 1992 – JULY 2006 / SEP. 2010 – APRIL 2010

Main accountabilities: Established collaborative relationship with clients. Assessed training needs, analyzed substantive work programs, identified training requirements, approaches and techniques and proposed solutions to operational issues. Planned, designed, scheduled, organized, developed, implemented and evaluated high performance learning programs (incl.: institutional development & organizational strengthening, peace education & conflict resolution, teambuilding & managerial skills, harassment at workplace/gender equality, ethics, trafficking in persons, HR/recruitment/employee relations, English/Russian language). Identified development needs and established individual development plans, as well as provided coaching and mentoring to trainees. Provided reports on completed tasks and overall training progress.

As a translator/interpreter, was involved in technical & simultaneous translation (English-Russian-Georgian).

Achievements:

• Knowledge gained by my trainees/students, consultancy resulting in high percentage of satisfactory record and quality of my translation/interpretation.

As a part of my part time teaching / training practice I also worked for the following companies/organizations:

Association “Youth for Peace and Development” (Georgia) – Consultant / Trainer

ProCredit Bank (Georgia) - Trainer

CAC University & International Company of Training (Georgia) – Trainer / Lecturer

Didi Dighomi Boarding School, (Georgia) – Trainer / Teacher

EDUCATION & PROFESSIONAL AFFILIATIONS

Post Graduate Degree in Humanities / Philology and Education (National equivalent of the academic degrees of Bachelor and Master of Arts) – UAE Attested

By decision of the Faculty of Western European Languages and Literature of Ivane Javakhishvili Tbilisi State University was awarded:

Qualification: Philologist, Teacher of English Language and Literature (with a major in English Language and Literature)

(Program duration: 5 years; Georgian name of the University - Ivane Javahišvilis Sakhelobis Tbilisis Sakhelmtsipo Universiteti; Higher Education Diploma U # 000158)

CEELT Certificate in English Teaching Methodology

University of Cambridge; Cambridge Examinations in English for Language Teachers

Training Courses: Dari Language Course (Central Texas College); Seminar-Workshop on Institutional Development and Organizational Strengthening (MDF Training & Consultancy). Fluor Enterprises Inc. and Kellogg Brown & Root Employee Development Program/Training Courses (to include but not limited with: HR Activities/Skills Related Programs, Management Skills, Ethics, Trafficking in Persons, Code of Business Conduct, AT Level 1 Awareness, First Aid, Procurement/Expense Reporting Process, Timekeeping, Allowable Costs, Cost Estimating for Government Contracting, Conflict Resolution/Management, etc.); OSCE Employee Development Program/Training Courses (to include: Management Skills, Team Building and Cross Cultural Awareness; Presentation Skills; Performance Appraisal; First Aid at Work); Peace Education/ Youth Camp Project Design/Management (UMCOR-NGO); Inclusion & Diversity (SALTO); European Citizenship (CoE)

LANGUAGES & COMPUTER SKILLS

English, Russian, Georgian - native/bilingual proficiency

Advanced computer skills to include practical skills in the use of HRIS (HRMIS, SAP, WEBPAN, EMTS, OneStop, BrassRing, & Project Assignment Tracking System/PATS)

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