Manager Employee Relations

Nasser Mater Al-Shammari

Direct No : +966*********

E-Mail: ******.********@*****.***

Seeking Assignments in Senior Manager / Director Roles. PROFESSIONAL SYNOPSIS

With more than +14 years of experience in human resources and administration management, with a broad knowledge of local and international HR functions, and deeply expert with law, strategic HR, change management and promote the organization to the next level.

Key Responsibilities Handled in Business Partnering capacity F Balances the business expectations vis-a-vis the HR needs of the Company. F Competitive Intelligence: Well networked in the industry to gather quick facts and statistics about Market opportunities, competitor strategies and other market intelligence using which the HR function can strongly leverage the business units in their day-to-day operations.

F Facilitates employee reviews, identify top and bottom talent, designs employee development plan for the delivery units.

F Rewards and Recognition

F Demonstrated ability to work independently as well as in multicultural team settings with excellent people management skills.

F 40% a big picture strategist and 60% a hands-on manager. Skills.

F ERP Applications & MIS reports.

Career Track

Oct 2015 – Present at Aljazirah Vehicles Agencies. Regional H.R & Admin Manager

The Core duties are :

F Recruitment & HRFD Performance Appraisal

F Compensation and Benefits Management

F Policy formulations and adherence

F Employee Relations and engagement

F Training And Development

F HR operations and Transactional daily workflow

F Government Issues.

F Procurement.

F IT Infrastructure. (ERP Applications & MIS reports). Jul,2013 – Oct 2015 Asia Construction & Maintenance. General Manager of HR.

Manage the family business & Cooperate with the biggest companies in constructions field to complete the government projects as a sub-contractor like Saudi Binladen Group.

Feb 2011 till Jun 2013 PepsiCo- Frito-Lay (Western Region). Regional H.R Operational Manager

Supports business leadership in effective decision making in people related processes and procedures, like- promotion guidelines, succession planning, retention plans, utilization etc.

Coach, support and mentor in the application of HR policies and practices, provide advice and guidance on complex HR issues .

Works with business heads and managers on planning the budgets (compensation, manpower, etc.), periodically reviewing utilization and taking due corrective action as and when required.

Drive employee engagement and related activities

Sept, 2006– Feb 2011 Tamer Group

Regional H.R & Admin Manager (P&G Sector)

Review Policy Formulation; follow up Manpower Planning, Organization Structure. Performance Management, Standardizing Policies & Procedures, Budgeting & Cost Control.

Feb, 2003- Aug, 2006 Al-Saif Motors

Senior H.R & Personnel Officer

Recruitment:

Ø Discuss with various Department Heads on a regular basis for the open requisitions to ensure the targets are met in specified deadline. Ø Manage the recruitment and selection process to include sourcing, interviewing, advertising and to liaise with recruitment agencies overseas. Ø Visiting countries and managing bulk overseas recruitment. Ø Negotiating the salary with the selected candidates as per the company salary structure & extend the offers to successful Candidates. Ø Follow up with the candidates/ agencies to ensure that candidates start on the specified start date and advising for the right actions towards the candidate's visa and other required documents.

Ø Issuing tickets and arranging airport pick up and accommodation for new arrivals.

Ø Keeping update on used unused visas for all the countries. Ø Coordinating with Administration for visa matters. Ø Identifying new agencies and negotiating on terms and conditions. Ø Preparing activity and status reports and present it to the Sr. Management. Ø Networking with the candidates and generating references. Ø Provide training in CV sourcing to peers and provide guidance where required.

Ø Manage the internal Employee Referral programs and Database Ø Monitor progress and implement improvements to increase effectiveness. Ø Maintaining Probation Record.

Ø Sending weekly Recruitment Status Report to DGM

Ø Conducting Exit Interviews, Performance Appraisal and Career development activities.

Training & Development: Focusing on Skill Based training - Prepared skill matrix for all employees and identification of training needs based on gap. Ø Organizing and coordinating training programs, being a facilitator for numerous workshops

Ø Revamping training policy

Ø Organizing induction programs for new recruit.

Ø Vendor management - Having excellent relations with trainers and playing a very keen role in identification of both behavioral and non technical training Ø Conducting coaching and mentoring workshops.

Performance Management: Handling entire appraisal cycle which includes Ø Designed an excel appraisal form - Both the confirmation appraisal and the annual appraisal

Ø Training managers on how to conduct the appraisal of their staff Ø Recommending increments and ensuring parity within departments Ø Data Analysis to track performance and report preparation Ø Rolling out appraisal letters for all employees

Ø Involved with the line managers on designing of Key Result Area (KRA) of all employees.

Ø Identify fast trackers and rolling out developmental plans for them Corporate Policy Formulation: Being responsible for designing, implementation and rolling out new policy based on discussion with management and relooking at existing policy

Ø Designed and reviewed the following policies (recruitment, exit, training, attendance, staff confirmation policy)

Ø Carrying out analysis of effectiveness of policies by tracking beneficiaries vs. payouts of policy

Ø Coordination the discussion on all policy to get buy in from head of departments before rolling it out

Ø Updating the company handbook.

Employee Relations Handling employee grievances across the organization Ø Introducing Contact HR-Which enables any employee to get in touch with HR and a commitment by HR to resolve any issue within 2 working days Ø Handling exit interview -To find out real reasons for exit, building brand ambassadors with even left employees, Ensuring exits are smooth and done on time

Ø D2D-New Employee Welcome Tracker –This HR tool is used to reduce attrition of employees and ensure they are assigned mentors and they have a smooth transition or orientation to the company.

Ø Supervision of employee visa application, health insurance card, contracts. Procurement:

Understand business requirements and buy products and services at the right price from the right source at the right specification that meets users needs In the right quantity For delivery at the right time To the right internal customer.

IT Infrastructure:

Organizing an enterprise's entire collection of hardware, software, networks, data centers, facilities and related equipment used to develop, test, operate, monitor, manage and/or support information technology services. ACADEMIA

1997–2002 - King Abdul-Aziz University in Jeddah B.Art (European Languages – Linguists & Literature).

GPA 3.25 out of 5.00.

Personal Details

Nationality: Saudi

Place: Jeddah,

DOB: Feb 26.1978

Social Statuses: Married

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