Talent Acquisition Human Resources
Resume:
CIPD (UK) & CPHR (Canada) certified, 12+ years of experience in Talent Acquisition & HR
Name: Kay T.
Profession: Human Resources (People & Business Enabler) Total experience: 12+ years
Email id: ********@*****.***
Mobile no: 073**-******
Location: Birmingham, West Midlands (open to travel &/or relocation) Right to work & Enhanced DBS available, driving license and a car CAREER SUMMARY
o A CIPD Level 5 (UK), CPHR (Canada), NVQ level 7 (UK), MBA (HR), B.Tech. (Mech Eng) qualified HR & shared services transformational leader with 10+ years of experience in diverse business domains includ- ing but not limited to FE & HE (Further Education & Higher Education), renewable energy, ESCO, infor- mation technology (software & networking), oil & gas, EPC, engineering, contracting, construction, auto- mobiles, trading, investment & financial services (fintech), real estate, travel & tourism, luxury hotel, re- tail, heavy equipment, industrial product, media services, manufacturing and FMCG. Worked with diverse cultures and people across the globe. Work experience in Australia, UAE, Oman, Kuwait, Saudi Arabia, Bahrain, Qatar, Singapore, Malaysia, India & UK.
o Strong working knowledge of various PC tools & software packages, automation & digitalisation of HR & other support functions from the inception. Fully proficient with ATS, ERPs, SAP, Success Factors and Or- acle HR modules. An effective team leader and a reliable team player with good written and verbal com- munication skills. Google certified Data Analyst, having hands-on experience in working with advanced Microsoft Excel & Microsoft Power BI for dynamic data analytics, reporting & dashboards. EXPERIENCE SUMMARY
Duration: Feb 2023 till present
Organisation: Pathway Group, West Midlands
Designation: HR Manager / Head of HR
Duration: Jan 2018 - Feb 2023
Organisation: Emirates Electrical Engineering, London Designation: HR / Head Business Partner (Talent Acquisition & HR) Duration: 2016 to 2018
Organisation: Galadari Engineering, Dubai
Designation: HR / Head Business Partner (Talent Acquisition & HR) Duration: 2011 to 2016
Organisation: McDermott Engineering Services, Dubai Designation: Sr. Manager – HR & Shared Services
Duration: 2010 to 2011
Organization: Dodsal Engineering & Construction, Dubai Designation: Regional HR Manager
Duration: 2005 to 2010
Organization: Parsons Group (Parsons International & WorleyParsons), Dubai, Muscat Designation: Technical Recruitment Specialist / HR Manager Page 2 of 6
CORE COMPETENCIES
Technical recruitment, workforce modelling, business transformation, business process re-engineering, labor laws & compliance, talent development and engagement, organisational culture development, performance enhancement, productivity enhancement, HR budgeting, HR cost control strategies, rewards & recognition, training and LMS, stake holder liaison, successfully handle employee relations, grievances and complaints, TUPE transfers, redundancy and exit management, data analysis, reporting & interactive dashboards. EXPERIENCE DETAILS
Duration: Feb 2023 till present
Organisation: Pathway Group, West Midlands
Designation: HR Manager / Head of HR
The Group is engaged in upskilling and re-skilling people, communities and corporates through various pro- grams including trainings, apprenticeships, career enhancement, job assistance etc. Role & responsibilities:
o Strategise and optimise hiring plan, consider diversity and inclusion o Recommend data driven decisions through workforce modelling that suit various business life cycles and timeframes
o Lead recruitment, mobilisation and onboarding (DBS, RTW checks, ID documentation as per GDPR regu- lations).
o Develop and deliver effective induction programmes, mandatory trainings including prevent, safeguard- ing etc.
o Develop workforce engagement plans at all levels, consistently monitor and control voluntary attrition o Draft and amend various types of employment contracts, negotiate terms with the candidates o Provide guidance and coaching to the HR team to achieve the team and individual goals and objectives and KPIs
o Map the existing business processes, policies, checklists, forms etc., challenge the process flows and sug- gest healthy & effective improvements including standardisation, digitisation & automation o Gain insights of the business, suggest new and innovative ways to consistently improvise the company culture
o Monitor HR function, prepare and present effective HR analytics and reports to the stake holders o Handle grievances, disciplinary matters and provide neutral suggestions to the stake holders and employ- ees (alike) in order to resolve the disputes with zero adverse impact on the involved parties o Conduct and map performance reviews, provide with equal opportunities to the employees to optimise performance and improve potential
o Serve as an unbiased source and point of contact for the employees to enhance a positive employee- experience and support achievement of milestones to consistently improve employer branding o Handle TUPE transfers with full compliance to ACAS procedures, employee exits with a ‘personal touch’ and full confidentiality, empathy, handle claims related communication, handle occupational health as- sessments, employee well-being and safeguarding matters and provide timely advise, support and con- sulting
Duration: 2018 to Jan 2023
Organisation: Emirates Electrical Engineering
Designation: HR / Head Business Partner (Talent Acquisition & HR) The Group is engaged in Renewable Energy, ESCO, Information Technology, Construc- tion, Contracting, Luxury Hotel (Hospitality), Retail, Automobiles, Trading, Investment
& Financial Services, (Fintech / exchange) Real Estate, Travel & Tourism business domains Page 3 of 6
Role & responsibilities:
o Strategise and execute all HR functions & team to support and achieve business objectives o Propose manpower plan and budget by closely liaising with the stake holders and guiding the line manag- ers
o Lead recruitment, mobilisation and onboarding including designing and delivering orientation programs o Effectively engage and develop workforce at all levels, consistently monitor and control voluntary attrition o Map existing business processes, policies, checklists, forms etc., challenge the process flows and suggest healthy & effective improvements including standardisation, digitisation & automation o Monitor HR function, prepare and present effective HR analytics and reports to the stake holders o Develop & implement strategies that improve business functions & company’s over-all positive work cul- ture
o Maintain a professional repot and relations with the employees and effectively conclude employee griev- ances
o Lead and provide effective recommendations to the management in disciplinary matters & labor relations o Consistently improvise employee productivity through various HR & change management initiatives o Develop & implement manpower model, cost, HR budget, resource allocation, exit and redundancy plans o Develop and manage effective and healthy employee relations and succession plans (for critical roles) o Oversee payroll, HRMS (Success Factors – ESS, MSS, recruitment, L&D, success planning), HR administra- tive tasks and consistently improve effectiveness of the HR function and ensure active contribution and alignment to the employer’s P&L, growth and vision o Develop job competency framework, design job descriptions and grading & salary structure, reward pro- grams
o Design and consistently improve HR policies & practices, ensure compliance to labor laws o Design technical, compliance & personality development training plans and ensure consistent implemen- tation
o Design and lead graduate recruitment and development programs and localisation initiatives o Design employer branding initiatives, conduct regular employee surveys, ensure a positive brand building inside out
o Actively strategise, participate, implement and lead the business transformation and re-structuring &/or right sizing. Determine the business processes, walk-through, what-if analysis, processing mining, simula- tions, determine and define e.g. compliance related, function specific, industry-specific, assess the im- pacts and risks from ‘as-is’ to ‘to-be’ stages including security, speed, integration, qualify etc., quantify, assess the impact of the suggestion, implement the suggestions and improvements, measure and analyse process performance, capacity planning, model better processes, digitise &/or optimise through ML, AI, RPA. Software: IBM blueworks, Zoho, ProcessMaker, Monday, Appian Duration: 2016 to 2018
Organisation: Galadari Engineering
Designation: HR / Head Business Partner (Talent Acquisition & HR) The Group is engaged in Renewable Energy, Information Technology, Construction, Contract- ing, Luxury Hotel, Retail, Automobiles, Trading, Manufacturing, Industrial Products, Invest- ment & Financial Services, Real Estate, Travel & Tourism, Heavy Equipment, Media business domains
Role & responsibilities:
o Direct the HR function in multiple business units (in Dubai, Sharjah, India, Oman) o Plan, monitor and control HR budget, business analytics & metrics o Plan and implement sustainable cost reduction solutions & initiatives o Talent Acquisition (including hiring of confidential / senior roles, recruitment of staff and workmen, shrink hiring timelines)
o Training & Development, coaching & mentoring (develop & implement technical & soft training calendars) o Employee productivity & business strategy analysis and solutions (leave & attendance management, idle time monitoring, resource allocation)
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o Consistently analyse company’s business challenges and work with the higher management to suggest, initiate & lead solutions
o Lead HR team, oversee payroll, initiate and execute employee engagement activities, monitor & improve employee utilisation, develop effective HR policies & procedures o Develop presentations, subject materials and facilitate trainings related to orientation, HSE, productivity improvement, ethics & compliance, anti-bribery, conflict of interest o Develop and implement compensation, reward and incentive programs o Develop job classification system, design job descriptions, salary structure, benchmark job roles and sala- ries
o Oversee emigration, public relations, transport / fleet management, office facilities & administration and increase effectiveness, pace and quality of service of these functions o Develop & sustain cost savings initiatives that have direct impact on the company’s over-all revenue and profit
o Establish project based teams, site offices & operations in the middle east region and in various other countries
o Lead, oversee and integrate HR, Administration, transportation, labor camps, management of office facil- ities, non-engineering procurement, IT functions effectively Duration: 2011 to 2016
Organisation: McDermott Engineering Services, Dubai Designation: Sr. Manager – HR & Shared Services
The employer is engaged in Renewable Energy, Oil & Gas, Offshore EPC, Construction, Con- tracting, Engineering business domains
Role & responsibilities:
o Develop and implement talent acquisition & mobilisation strategy and budget o Plan, implement, and research multiple hiring sources o Provide the team with adequate training, coaching and motivation to enable to achieve their profession and developmental goals
o Develop compensation, employee benefits & reward programs by considering industry standards o Conduct periodic compensation & benefits surveys through in-house and external sources to benchmark salary and benefits structure
o Conduct TNA (Training Needs Analysis) and perform timely assessments to identify and bridge training gaps
o Develop ppts, facilitate training programs and coach & advise managers on training (& related policy) matters
o Develop, implement and track technical as well as soft- skills training plans across the staff levels o Develop training manuals, calendars and ensure implementation through various initiatives including re- wards & enforcement
o Develop and control training budget
o Develop and implement employee development, engagement and retention programs o Plan and implement succession planning for talent & leadership roles o Work with the line managers to identify and recognise top performers and either train or, eliminate low performers
o Develop HR analytics, reports, design and implement effective cost reduction strategies and initiatives o Develop company policies and procedures including HR handbook o Develop new and suggest amendments to the job descriptions and job classification system, define job levels and job families, in partnership with the higher management o Conduct employee satisfaction surveys and advise the management on any short-falls or room for im- provement
o Identify change management opportunities, evaluate and suggest & apply resolutions o Develop job competency framework and succession management plans for critical job roles o Develop and implement graduate development program and internship program Page 5 of 6
o Initiate and mentor Toastmasters Program to achieve goal of improvising staff communication and over- all conduct
Duration: 2010 to 2011
Organization: Dodsal Engineering & Construction
Designation: Regional HR Manager
Location: UAE
Type of business / domain: Oil & gas, onshore & offshore EPC, design consulting, project manage- ment consultancy (PMC), infrastructure
Role & responsibilities:
o Mass talent acquisition, visa processing, emigration, trade licenses & renewals, new business / project site establish- ments
o Develop and implement talent acquisition plan by considering global project locations o Coordinate with the project teams across geographical locations and design manpower loading / workforce planning and create project organisations
o Enhance hiring sources, promote direct hiring to reduce hiring cost o Develop and implement demobilisation and redundancy plans based on the project delivery schedules o Promote project based & contract hires, empanelment with suitable sub contract manpower suppliers o Ensure timely onboarding, induction and readiness of the hired manpower o Create a talent pool across all skill levels to achieve on-going and future demands of special (or specific) job roles o Promote employee job-rotation programs and key staff exchanges between the projects to speed up the project based staff mobilizations and reduce the cost at the same time Duration: 2005 to 2010
Organization: Parsons Group (Parsons International & WorleyParsons) Designation: Technical Recruitment Specialist / HR Manager Location: UAE
Type of business / domain: Consulting in construction of urban infrastructure, oil
& gas, onshore and offshore EPC projects
Role & responsibilities:
o Develop and implement hiring and mobilization plans for multiple project sites across the Middle-east including in the UAE, Qatar, Oman and Saudi Arabia
o Reduce hiring cost and timelines
o Salary benchmarking through salary surveys
o Develop job competency structure across the job levels o Design and implement technical training plan for local hires, as per the legal compliance and labor laws o Facilitate soft skills & corporate trainings
o Conduct probation, mid-term and full cycle performance reviews o Develop performance based incentive and bonus plans o Develop employee job-rotation programs to develop a talent pool for niche skills – across the region o Plan and implement employee engagement and retention programs o Monitor employee utilization and idle time and integrate the man-hour reports with the hiring plan o Establish new project sites and HR operations
o Strategise and implement the required localization requirements and measures set by the authorities o Develop competency based Job Descriptions
o Implement employee exit interviews and feedback system o Develop graphical showcase, studies, business analytics & periodic status reports for the management presentations EDUCATION
CPHR (Chartered Professional in HR) / Awarding institution: CPHR, Canada (2022)
CIPD (Chartered Institute of Personnel and Development) Diploma Level 5 / Awarding institution: CIPD, UK (2021)
NVQ Level 7 Diploma in Management / Ofqual, UK (2013)
Degree: MBA – HR (2014)
Degree: B. Tech. in Mechanical Engineering
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CERTIFICATIONS
Linkedin certified Recruiter & HR Business Partner (2022)
Google certified Data Analyst (2022) / Awarding institution: Google, USA
Certified Microsoft Power BI professional (2021) / Awarding institution: EDNA, Australia
Certified Psychometric Assessor / Awarding institution: British Psychological Society (2015) PERSONAL DETAILS
Birmingham, West Midlands
Dependent visa (Tier-2) valid till Jan 2025 (fully renewable, leads to ILR thereafter)
Right to work in the UK for any employer without sponsorship
Enhanced DBS available
Driving license & a car
Passion: Fitness, Golfing, data analytics, investing PROFESSINOAL ACCOMPLISHMENTS
o Cost optimisation through reducing mobilisation timeframe: 35% improvement o Improvement in productivity through automation & digitisation of time & attendance: 18% o Zero labor complaint through effective and expedited management of employee grievances o 92% reduction in early attrition of employees through effective surveys and implementation of sugges- tions
o 18% of improvement in chargeable man-hours through monitoring and controlling unproductive leave & attendance
o Effectively participated and led the business transformation, re-sizing campaigns and strategies to achieve the business & investment diversification objectives for the stake holders within stipulated timeframe/s
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