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Location:
Riyadh, Riyadh Province, 12462, Saudi Arabia
Posted:
November 05, 2019

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Resume:

Ihab Naif Hassan, CIPD: ********

Saudi Ariabi, Riyadh, Olaya, I C:, 966 – 582-660-692, 966 – 546169232, 962 – 79 - 5487 – 099 adare2@r.postjobfree.com, DOB 01st of May, 1977. https://www.linkedin.com/in/ihab-hasan-b3446b62/ 1 P a g e

Education, Trainings & Skills

SKILLS EDUCATION AND TRAINING

• Client-focused

• Proficiency in Management Changing

• Results-oriented

• Reports generation and analysis

• Contract auditing

• Creative Problem Solving

• Lead Development

• Multi-Task Management

• Project Management

• Change management

• Operations management

• Guidelines & Project KPI

• Establish policies

• Analytical & Decision making skills

• Microsoft Office, word, excel

,PowerPoint

• 2018 CIPD Level 3 Professional Certificate: Human Resources Management, Chartered Institute Personnel Development - London, UK

• 2012 Master of Business Administration Human Resources Management, Must University – San Francisco, CA, USA. Online course

• 2002 CMA: Certified Management Accountant, Al Masood Audit Office, Amman, Jordan

• 1999 Bachelor degree of Commerce: Finance and Banking, Al Al-Bayt University, Al Mafraq – Jordan

• 2017 Project Management: Project management Fundamental, Al- Futtaim Learning system, Dubai, UAE

• 2000 - 20017 Number of specialized training courses Different Institute, Jordan / KSA available upon request more than 30 management coerces PMP, Certificate in schedule for testing

Personal Profile Summary

CIPD certified Senior HR Manager, with over 19 years’ experience of providing comprehensive high-quality Human Resources Management services to business across middle east, within Global Travel Retail, Management Consultancy, Energy, Constructions, Financial Service and investment.

Utilizing my expert in Human Resources Management have been pivotal to ensuring business under my control are equipped with the tools necessary to meet aggressive growth plans. expert Human Resources analysis, forecasting, Recruiting identifying right candidates, working with companies' strategies, goals and visions, identifying new opportunists and implementing internal controls to ensure adherence to compliance whilst minimizing business risks. PROJECTS

• Conduct an HR Operational Review

• Code of Conduct and Ethics

• E-Recruitment

• Hiring practices / processes.

• HR policies and procedures.

• Employee Handbook

• Job Analysis / Job description

• HR Quality Circle

• Employees Induction/On Boarding

• ERP System, Oracle, SAP, MS Dynamics’

• Learn together projects

• Organization culture

• Salary Grade, compensations and benefits distributions

• Human Resources Budgets and costs

• Incentive program for hiring and the retaining employees

• Organizational flow charts / structure revision.

• Effective performance appraisal program and its impact on organization productivity

• Compensation based on the economy diverse

• A Build KPIs library according to the best practice in the field and the organizational needs.

• Design of employee performance evaluation and merit program.

• Exit program and Exit process

• ISO 9000-level HR instructions for an employee in and out processing

• Standard of operation process “SOP”

• Annual training programs.

• Management knowledgeable on organization cultural and effective processes Ihab Naif Hassan, CIPD: 49550501

Saudi Ariabi, Riyadh, Olaya, I C:, 966 – 582-660-692, 966 – 546169232, 962 – 79 - 5487 – 099 adare2@r.postjobfree.com, DOB 01st of May, 1977. https://www.linkedin.com/in/ihab-hasan-b3446b62/ 2 P a g e

EXPERIENCE

01 / 2019 to Now, Project Advisor,

AWOM / Origin KSA / Lebanon

Responsible for developing and implementing HR projects, marketing plans and programs for private companies. Orchestrated strategic marketing relationships with agencies, vendors. Provided leadership that included working employees and field managers. Prepared and evaluated programs and events for effectiveness.

• Design and implement digital media campaigns according to cliant Business goals

• Coordinate and manage the creation of all digital content such as website, blogs, press releases and podcasts, infographics, videos etc.

• Work to improve our brand presence

• Regularly track and get insights into competitors' strategies

• Develop and monitor ROI and KPIs

• Maintain and manage social media channels

• Suggest and implement direct marketing methods

• Suggest strategies and methods for improvement

• Stay up-to-date with digital media technologies and latest trends. 12/ 2015 to 12/ 2018, Senior Human Resources Consultant Manager Al-Futtaim Group – UAE / KSA / Riyadh, 1500 employees

• Manage HR and Administration tasks for Al Futtaim group

• Taking care of new brand registration and re-registration for an old one to avoids Governments penalties and brands fraud which save 2 M SR on retail investment.

• Write the logistic policy and process for importing new goods to Kingdome with specific details needed to import goods, which save millions of Saudi Riyals of penalties in customs.

• Set-up new business startup companies according to management instructions.

• Taking care and organize the yearly renew for 95 Commercials Registration for stores and offices.

• Set-Up the policy and process of building or opening new store with assigning the duties of different departments.

• Manage and supervise the sales promotion of the retail department for opened Trade Mark and stores.

• Forecasting hiring needs, particularly at peak seasons

• Designing and posting job ads to attract qualified candidates for in-store junior and senior positions

• Reporting on employee turnover rates (monthly, quarterly and annually

• Onboard and train new hires

• Track key recruiting metrics like cost-per-hire and source of hire

• Manage payroll considering overtime, flexible schedules and seasonal employment

• Train team leaders on performance evaluation techniques

• Liaise with college career offices to inform graduates about internships and junior positions

• Use social networks to showcase our company culture and build a strong employer brand

• Maintain physical and digital employee records

• Taking care of renewing the residence permits of staff without delay for 2500 employees.

• Manage the visit visa for Futtaim group visitors from outside Saudi Arabia. Ihab Naif Hassan, CIPD: 49550501

Saudi Ariabi, Riyadh, Olaya, I C:, 966 – 582-660-692, 966 – 546169232, 962 – 79 - 5487 – 099 adare2@r.postjobfree.com, DOB 01st of May, 1977. https://www.linkedin.com/in/ihab-hasan-b3446b62/ 3 P a g e

• Run the payrolls for five companies on the timeline basis each month.

• Put the recruiting plan for different companies and for new hire in current running stores with ongoing follow-up to recover resigned staff on opened stores.

• Put the authority scope policy for the group.

• Manage the onboarding and off-boarding processes for the new hire and resigned staff.

• Manage the training plane for the group and follow up the personal training on Al-Futtaim training website.

• Implements human resources strategies by establishing department accountabilities, including talent acquisition, staffing, employment processing, compensation, health and welfare benefits, training and development, records manage safety and health, succession planning, employee retention and relations, AA/EEO compliance, and labor relations.

• Working with Business and HR leadership in defining, prioritizing and achieving strategic objectives and ensuring projects delivered successfully meet the approved business objectives

• Determine workforce needs, identify human resource and competency gaps, and devise a development and workforce plan to facilitate nationalizing roles and retaining staff.

• Analyzing HR proposals & Training Programs that received in term of technical value and financial worth to make the final decision about accepting them or not

• Actively participate in proposal design and grants opening and review meetings specifically advising on organizational structure, position scoping, demographic/staffing analysis and other inputs critical to ensure strong HR foundation to support program quality

• Conducting monthly and quarterly strategic HR metrics and analysis to inform Senior Management Team and Regional HR decision-making; lead on country program inputs to global HR scorecards

• Setting strategy for recruitment in collaboration with the Regional Talent Acquisition Coordinator. Develop candidate rosters, actively network and employ innovative, creative recruiting methods to attract and hire the best talent.

• Delivering international HR management, including policy, process and employee relations management.

• Establishing solid working relationships and routinely interface with project sponsors and business stakeholders

• Creating ongoing project management status and issues reports, coordinate the key message and set business expectations

• Working with the functions/businesses to develop and manage detailed project plans

• Setting up, facilitating, and/or participating in meetings with stakeholders and working groups. Outputs include project and stakeholder review decks, project plans, issue tracking, minute minutes, Etc.

• Offering constructive options to ensure project tracks to original expectations and scope, assemble project teams, identify resource and/or scheduling conflicts, manage change control, function as an escalation point to keep all parties aware or new and ongoing tasks, assist in the facilitation of issue resolution

• Assisting business partners with business requirements gathering and test planning including the creation of comprehensive end to end test plans

• Designing, configuring and testing systems functionality changes, such as but not limited to creating flex fields, modifying fast formulas, building elements and table setup.

• Identifying and analyze operational and systems issues and opportunities and produce effective solutions

• Performing complex qualitative and/or quantitative analyses.

• Preparing designing specifications and test plans, test scenarios and test scripts. 02/2013 to 12/2015, Human Resources Consultant Managers Abu Nayan Group / ACWA Holding – / Riyadh / UAE, Staff size 2500 employees Ihab Naif Hassan, CIPD: 49550501

Saudi Ariabi, Riyadh, Olaya, I C:, 966 – 582-660-692, 966 – 546169232, 962 – 79 - 5487 – 099 adare2@r.postjobfree.com, DOB 01st of May, 1977. https://www.linkedin.com/in/ihab-hasan-b3446b62/ 4 P a g e

• Set-up group Handbook and write HR policies and procedures.

• Setup recruiting policy and process and manage recruiting activities.

• Set-up onboarding and off-boarding policies and supervise onboarding and off-boarding process for new hire and resigned staff.

• Manage payroll according to Saudi labor lows.

• Manage and plan the projects manpower for the constructions section and follow daily needs.

• Taking care of renewing the residence permits of staff without delay for employees.

• Manage the insurance plane for building, goods, cars and medical for ACWA groups companies.

• Manage labors and seniors staff compounds, safety, cleaning, foods Etc.

• Manage transportation transaction for labors and staff on projects.

• Taking care of communication with regarding needed man power with projects owners.

• Communicates findings to senior management via formal presentations, standard management reporting on a periodic/quarterly/annual basis

• Works as the key representative to the external benchmarks and key surveys supporting the HR function

• Responsible for end-to-end HR transformation projects including but not limited to proposal on HR interventions and initiatives, people metrics, reporting, advanced and predictive analytics

• Design, facilitate and conduct in-house program such as briefing, workshops, trainings

• Identify opportunities for performance improvement through internal diagnosis, process/system reviews in order to understand barriers and possible solutions; conducting external research into good and best practices

• Collaborates with subject matter experts across the HR service areas (learning and development, talent management, recruitment, compensation & benefits) to promote data governance, improve overall strategic and operational performance and insight

• Supports the Human Resource leadership team to identify business challenges and use data analysis to help propose and influence continuous improvement/changes to the operations, process or programs

• Work with the business process owners to evaluate requirements.

• Responsible within each phase of the ERP Transformation project life cycle including user meetings, requirements gathering, development, testing, implementation, and go-live.

• Use stakeholder feedback to recommend improvements and adjustments to ERP functionality.

• Provide guidance during the detailed design, build, test and deploy phases.

• Monitor application performance, services performance delivery metrics, change management, ticketing and resolution of incidents, resolution of identified problems

10/2009 to 11/2012, Regional Human Resources Manager Saudi Diyar Consultant. Jeddah – KSA – Egypt – Philippines. Staff size 750 employees

• Review organization structure and charts

• Analyses organization positions and develop positions job descriptions

• Develop an organization-grading system and employee's benefits

• Creating the organization handbook, policies, processes, ethics, conduct systems.

• Maintains organization staff by establishing a recruiting systems, testing, and interviewing program; counseling managers on candidate selection; conducting and analyzing exit interviews; recommending changes

• Lead HR sections on ERP System, MS Dynamics’

• Use project management methodology, tools and techniques to establish and execute all aspects of project management and execution

Ihab Naif Hassan, CIPD: 49550501

Saudi Ariabi, Riyadh, Olaya, I C:, 966 – 582-660-692, 966 – 546169232, 962 – 79 - 5487 – 099 adare2@r.postjobfree.com, DOB 01st of May, 1977. https://www.linkedin.com/in/ihab-hasan-b3446b62/ 5 P a g e

• Working with the functions/businesses to develop and manage detailed project plans

• Creates, develops and facilitates the implementation of solutions across teams requiring ongoing working relationships at varying levels

• Executes against M&A project plans related to HR tasks while mitigating risks to provide opportunities and contributes to the development of the M&A playbook

• Work directly with established resource managers or resource coordinators to coordinates resource planning, mobilization and planning

• Make employment decisions and/or recommendations on hiring, improvement plans, transfers, promotions, corrective actions, terminations, pay adjustments, Etc.

• Provide assistance with research and development

• Analysing the HR processes, translating these into functional analyses, and ultimately representing those needs within the IT department.

• Act as a trusted advisor to business process owners and business operations to ensure alignment with business drivers, and then integrate these requirements into the strategy as it is developed

• Creating organizational flow charts and career path reports to evaluate employee compensation information.

• Designed the employee performance, analyzing the HR processes, translating these into functional analyses, and ultimately representing those needs within the IT department.

• Advised top management on appropriate employee corrective actions.

• Worked with senior-level management to create fair and consistent HR policies and procedures.

• Worked with HR advisors and HR representatives on establishing consistent hiring practices.

• Led a weekly open enrollment question and answer session with employees on benefit program updates 09/2007 to 10/2009, Human Resources Project Manager Riyadh Cement Company / Factory. Riyadh – KSA, Staff size 1200 employees

• Review organization structure and charts

• Analyses organization positions and develop positions job descriptions

• Develop an organization-grading system and employee's benefits

• Creating the organization handbook, policies, processes, ethics, conduct systems.

• Maintains organization staff by establishing a recruiting systems, testing, and interviewing program; counseling managers on candidate selection; conducting and analyzing exit interviews; recommending changes

• Lead HR sections on ERP System, Oracle

• Help HR team deliver operational excellence through understanding interrelationship of HR goals and project deliverables.

• Create and establish project scopes and budgets for internal team management.

• Act as the HR team point of contact and liaise with Finance, Legal, Internal Communication and other key stakeholders.

• Manage the communication schedule and employee touch points to ensure alignment, continuity and necessary support.

• Communicate with HR Directors and the team regularly to maintain relationships, understand needs and manage expectations.

• Draft scope of work and other documents for new and ongoing projects.

• Administer project schedules for internal team members that effectively allocate resources.

• Manage and maintain all project steps and status via project management software or the tool of choice, and report status regularly to the HR Leadership Team.

Ihab Naif Hassan, CIPD: 49550501

Saudi Ariabi, Riyadh, Olaya, I C:, 966 – 582-660-692, 966 – 546169232, 962 – 79 - 5487 – 099 adare2@r.postjobfree.com, DOB 01st of May, 1977. https://www.linkedin.com/in/ihab-hasan-b3446b62/ 6 P a g e

• Manage key dates and calendars.

• Schedule meetings and reviews, document discussions and progress.

• Prioritize work and elevate conflicting projects when necessary.

• Manage project finances through budgets, estimates, purchase requests, invoices and tracking sheets 06/2005 to 06/2007, Human Resources Executive

LEMA – Amman – Jordan, Staff size 1250 employees

• Maintained compliance with all local laws, as well as established organizational standards.

• Developed hiring and recruitment policies for 300 -Employee Company.

• Tracked programs closely to assess effectiveness and make proactive changes to meet changing demands.

• Oversaw job fairs to bring in local talent for long term and seasonal positions.

• Evaluating and resolving all employee claims, including those of a performance-based nature and harassment incidents.

• Set up compensation and benefits structures according to market conditions and budget demands.

• Creating succession plans and promotion paths for all staff.

• Devised training programs for new and existing employees.

• Worked with department managers to assess needs.

• Reviewing Jordan labors laws to confirm and enforce company compliance.

• Created organizational flow charts and career path reports to evaluate employee compensation information.

• Conducted benefits administration for 1,500 benefit-eligible employees.

• Designed the employee performance evaluation process and merit program.

• Addressed inquiries from employees and management regarding new-hire activity and ongoing employee relation issues.

• Creating and implementing the exit and interview program process.

• Worked with senior-level management to create fair and consistent HR policies and procedures.

• Worked with HR advisors and HR representatives on establishing consistent hiring practices.

• Creating and managing more than 1,500 confidential personnel records.

• Guided clients on how to conduct background checks and verify references.

• Developed employee handbooks, including design and layout.

• Facilitated monthly meetings to develop strategies that would positively influence workplace relationships.

• Conducted an average of 100 employee exit interviews per year.

• Processed all salary changes stemming from merit increases, promotions, bonuses and pay adjustments.

• Led a weekly open enrolment question and answer session with employees on benefit program updates.

• Supported 1,500 employees at all levels, including executive leadership. 06/2003 to 05/2005, Field Supervisor

IPSOS . Amman – Jordan, Staff size 9 employees

• Managing the field Operation in Jordan, Responsible for achieving the forecasted budget/Turnover, prepare the yearly budget set for operations.

• Prepare business plans. Study pricing, submit proposals requested by the research department.

• Manage staff, preparing work schedules and assigning specific duties.

• Determine stuffing requirements, transfer, interview, hire and train new employees.

• Evaluate employee performance and motivate to achieve high productivity.

• Review the field department structure at least once a year.

• Work with the management team to implement new or revised procedures.

• Measures and upgrade standards for all job functions and procedures. Ihab Naif Hassan, CIPD: 49550501

Saudi Ariabi, Riyadh, Olaya, I C:, 966 – 582-660-692, 966 – 546169232, 962 – 79 - 5487 – 099 adare2@r.postjobfree.com, DOB 01st of May, 1977. https://www.linkedin.com/in/ihab-hasan-b3446b62/ 7 P a g e

• Direct and Coordinate between departments: Planning, Media, Quantitative, Qualitative, Mystery shopping, Data processing and the Research team.

• Review, approve and control the direct cost of the field departments.

• Submit the direct cost to the accounting department. 06/1999 to 05/2003, Human Resources Assistant

Edara.com. Amman – Jordan, Staff size 9 employees

• Planned corporate events, conventions, meetings and gatherings.

• Reconciled payroll accounts.

• Assisted in termination procedures.

• Kept the office orderly by organizing and filing paperwork, sorting and delivering mail, performing bookkeeping duties and adhering to many other office management duties.

• Prepared 3000 new employee files and structured current employee files.

• Performed customer service functions by answering 20 phone calls daily.

• Assisted with recruiting, background checks and reference checks.

• Set up appointments, meetings and conferences for employees.

• Responded to the questions and concerns of new hires.

• Reviewed federal and state laws to confirm and enforce company compliance.

• Created organizational flow charts and career path reports to evaluate employee compensation information.

• Designed the employee performance evaluation process and merit program.

• Wrote ISO 9000-level HR instructions for the employee in and out processing.

• Addressed inquiries from employees and management regarding new-hire activity and ongoing employee relation issues.

• Created and implemented the exit and interview program process.

• Advised top management on appropriate employee corrective actions.to the accounting

• Created and modified job descriptions within all departments.

• Worked with senior-level management to create fair and consistent HR policies and procedures.

• Worked with HR advisors and HR representatives on establishing consistent hiring practices.

• Ran the bi-monthly payroll process.

• Guided clients on how to conduct background checks and verify references.

• Developed more than 15 employee handbooks, including design and layout.

• Facilitated monthly meetings to develop strategies that would positively influence workplace relationships.

• Conducted an average of 50 employee exit interviews per year.

• Processed all salary changes stemming from merit increases, promotions, bonuses and pay adjustments.

• Guided the start-up and management of all HR operations, systems and programs for a new location within the company.

• Led a weekly open enrolment question and answer session with employees on benefit program updates.

• Supporting 20 employees at all levels, including executive leadership



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