HR Responsibilties

In their endeavor to excellence, the fundamental values all our employees

must possess are Commitment, Integrity, Empathy and Flexibility
Main Responsibilities
 Oversee recruitment process in coordination with Division Managers and
Chalhoub Group HR during selection, hiring, offers, man power planning and long
term staffing strategies
 Administer HR Policies related to retention, safety, health, and morale
 Oversee Personnel Department: Induction, retention, recognition, disciplinary
measures, termination, personnel records, legal compliance, development and
administration of personnel rules and regulations
 Supervise the formalities process related to Ministry of Labour and
Immigration
 Oversee programs for employee Training and Development and advise
Management in identifying development needs and providing training
opportunities
 Ensure compensation, benefits, pay and job classification structure are
competitive and equitable
 Supervise salary administration program to ensure compliance and equity
within organization.
 Lead the HR team and Manage the Department’s budget
 Follow-up and keep records of benefits plans participation such as insurance
and pension plan, personnel transactions such as hires, promotions, transfers,
performance reviews, and terminations, and employee statistic
Strategic Support to Business Units
 Develop and implement HR policies to meet organizational needs
 Manage the delivery of the HR processes at the Business Units level.,
ensuring they have the necessary organization, resources and capabilities to meet
their business goals
 Assist line managers, and provide them with the needed tools, to help them
in managing their teams
 Ensure management training in interviewing, hiring, terminations,
promotions, performance review, safety, and workplace conduct
 Deliver reports and recommend procedures to reduce absenteeism and
turnover and increase employees’ efficiency, motivation and engagement.
Employees’ Support
 Facilitate and support change efforts and champion employees’ needs
 Ensure new employee induction is properly implemented
 Meet with all new employees to establish a one on one relationship with the
new comers
 Prepare employee separation notices and related documentation, and
conducts exit interviews to determine reasons behind separations
 Respond to employees’ queries and guide them in following steps
 Conduct investigations as needed to resolve employee relations and legal
issues and advise Management of appropriate resolution
  Prepare employee warning/separation notices and related documentations
and conducts exit interviews.
Man Management
 Can be involved in the recruitment process of own team member
 Manage, engage and guide the team reporting to him/her
 Conduct the appraisal and assessment of own team members
 Set the objectives and budgets for own team members and ensure their
accomplishment
 Responsible for coaching and training own team members, and formalise and
follow up on each team member’s Individual Development Plan, in coordination
with the employee and HR
Maintains the work structure by updating job requirements and job descriptions for all
positions.
-Maintains organization staff by establishing a recruiting, testing, and interviewing
program;counseling managers on candidate selection; conducting and analyzing exit
interviews; recommending changes.
-Prepares employees for assignments by establishing and conducting orientation and
training programs.
-Maintains a pay plan by conducting periodic pay surveys; scheduling and conducting
job evaluations; preparing pay budgets; monitoring and scheduling individual pay
actions;
recommending, planning, and implementing pay structure revisions.
-Ensures planning, monitoring, and appraisal of employee work results by training
managers to coach and discipline employees; scheduling management conferences
with employees; hearing and resolving employee grievances; counseling employees
and supervisors.
Interim Human Resource Executive
HAZAR FASHION DESIGN
-

Dubai
2014 to Present

Dubai 2014 to Present

Luxury Bridal Haute Couture Atelier, established in Dubai over 20 years ago, catering to clients from all over the
GCC region.

Interim Human Resource Executive. Following a rapid expansion of the business, was parachuted in to urgently put
in place processes and procedures for all HR related issues for the company's 93 employees. Responsible for
continual support, improvement and development of the company's procedures and working environment.

• Developed and implemented HR policies and employee handbook.

• Relieved the Managing Director from the day to day dealings of HR related issues.
• Recruited and on boarded a diverse group of 28 new employees from the Philippines, India, Nepal, Lebanon, Syria
and UAE.
• Re-aligned visa applications and cancellation procedures and directed PRO activities.
• Dramatically improved employee engagement and retention by introducing performance reviews and engagement
activities including employee of the month, quarterly trips, and establishing the HR department as a value added
function.
• Rigorously applied UAE Labour Law in the management of contracts, disciplinary actions, and working hours.
• Set-up employee files to support management teams with implementation of new ERP software.

JOB DESCRIPTION

To develop and deliver people management strategies which support the business overall strategic aims and
objectives and facilitating them at an Operational level. The jobholder will be expected to contribute 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.
The jobholder will provide expert professional advice and support to managers and staff on all aspects of
people management, which fully reflects the business desire to be an employer of choice, current employment
legislation and best practice.

Working with approximately 450 staff, the HR Manager will help direct a Staff cost and related budget of AED
2,591,230 and a training budget of 90,000AED

Working with the management team the HR manager will be expected to provide comprehensive and legal
guidance to support to all staff on the full range of HR activities including policies and procedures, terms and
conditions of employment, absence management, restructuring of services, recruitment, retention, performance
management, employee relations, employee reward, leaing and development and inteal communications.

Role Responsibility:
- Strategic HR management
- Provides support in developing organization strategies by identifying and researching human resources
issues; contributing information, analysis, and recommendations to organization strategic thinking and
direction; establishing human resources objectives in line with organizational objectives and operational needs.
- In consultation with the HR Director, prepare and implement the annual HR Plan to support the overall
strategic aims and objectives of the company.
- Identify, design and implement strategic HR projects, which meet the broadly defined policies and procedures
set at Board Level.
- Identifying market trends in HR Management and presenting informed adjustments and proposals to
maximize on coming trends.

Resourcing
- Provide support in developing human resources operations financial strategies by estimating, forecasting, and
anticipating requirements, trends, and variances; aligning monetary resources; developing action plans;
measuring and analyzing results; initiating corrective actions; minimizing the impact of variances on a quarterly
basis.
- Understanding the business demographic requirements to ensure effective recruitment to meet the overall
business objective and Operational requirements.
- Implementing diverse and specific interview and assessment centre techniques to identify key talent and
performance development requirements for new and current employee

Employee Relations
- Enhances department and organization reputation by accepting ownership for accomplishing new and
different requests; exploring opportunities to add value to job accomplishments
- Work closely with senior and line managers, providing them expert guidance,
- coaching, and support on the full range of HR activities (including policies and procedures, term and
conditions of employment, absence management, restructuring of services, performance management,
redundancy planning etc.), in order to insure a consistent and fair approach to people management throughout
the board.
- Keep up to date with legal developments and advice management on compliance and risk factors.
- Manage investigation, disciplinary and grievance matters in to ensure successful scrutiny if challenged within
the Labour Court.
- Provide advice and guidance on individual employee relation cases, ensuring that these are well managed
and meet the requirements of the Companies policies, best practice and employment legislation.
- Develop, implement and maintain HR policies and procedures to ensure effective, fair and consistent
management of staff throughout the organization, and ensure that a staff handbook is comprehensive and up-
to-date.
- Ensure that managers and staff are aware of the policies and procedures and able to operate them effectively.
- Provide support to staff on HR issues, as and when required.
- Monitor and review the system of performance appraisal and continually develop as necessary, ensuring that
annual appraisals are carried out in a timely manner and followed up.
- Develop and maintain an effective partnership with the Shop Floor Management ensuring consultation and
communication practices are routinely adopted to enable management to make effective decisions and
successfully implement proposals.
- Ensure that staff are informed updated on the key business and organizational issues.

Leaing and development

- In consultation with line managers identify and follow up individual development needs and source exteal
training provision as and when required, monitoring training costs against budget.
- Make recommendations on a cost-effective management development program to support the companies
people management strategies.
- Maintain training records for all staff and assist with any training initiatives, as required.

Compensation and Benefits

- Gather and analyze market data to measure the competitiveness of the companies compensation and
benefits package, and make recommendations as appropriate.
- To ensure all positions are evaluated as per the Hay Grading system and allocated accordingly
- To provide expert advice for any proposed changes in Salary Scales, considering Market value, business
competitiveness, current work force and future workforce planning.
- Monitor sickness and absence levels and provide monthly management reports
- Chair the Human Resources Senior meetings where necessary.
- Represent HR and participate in various inteal groups and committees across the organization.
- Review and manage on boarding and off boarding processes to ensure Audit and Labour Law Compliance.
- Manage the implementation of HR systems, data integrity exercises, and providing expert advice and
feedback on the how the system should be adjusted to maximize to ensure value to the business
- Manage health issues and medical referrals.
- Manage the information held on the HR database and personnel files to ensure it is updated in a timely and
accurate manner and complies with any legal or data protection policies.
- Advice on matters relating to the engagement of exteal consultants.
- To undertake other tasks as agreed with the CEO and HR Director.
- Manage the HR team, setting clear objectives and completing appraisals and coordinate work activities and
delegation.
- Manage and control department expenditure within agreed budgets.Requirements- Chartered Member of the
Chartered Institute of Personal and Development together with evidence of continuing professional
development
- Post Graduate or Masters Degree
- Minimum of 8 years proven Human Resource Management andexperience including the ability to work at both
strategic and operational levels
- Fully conversant and up-to-date with all aspects of employment law and HR best practice
- Experience in the developments and implementation of employment policies and procedures
- Experience at recruitment interviewing and assessment at a senior level
- Ability to work autonomously and flexibly
- Influencing, persuading, coaching and negotiating skills
- Excellent interpersonal, written and verbal communication skills
- Ability to prepare and present reports to director level
- Pro-active and self-motivated
- Excellent planning and organization skills to meet the deadlines
- Proficient in the use of MS Office applications, Email and the Inteet
- Excellent attention to detail
- Co-operate and supportive team player
- A good working knowledge of HR systems
- Ability to create HR communications appropriate for the audience

COMPANY PROFILE:
Majid Al Futtaim Fashion provides a platform for the introduction of world-class fashion and retail brands in the
region, developing their presence across the Middle East. Their aim is to be the inteational retail partner of
choice for some of the worlds most desirable brands. The Company believes the strength of a brands success
is through the focus of its people. Having the right retail structure, with the right people, ensures that a brands
integrity is maintained to the highest level and that the customer experience is aligned to global standards.
The leading retail arm of Majid Al Futtaim Ventures, Majid Al Futtaim Fashion has the rights to operate the
inteationally renowned Juicy Couture brand throughout the region. Juicy Couture is one of the most popular
casual luxury brands in the Middle East and continues to be a retail success with over 18 stores currently open
across the region and further plans to expand the into new markets in 2014.
Other brands operated by Majid Al Futtaim Fashion include one of the UKs leading fashion retailers Jane
Norman, the metropolitan casual lifestyle brand Mexx and ITSUGAR the US confectionary brand with an
attitude.
The eclectic Spanish brand Hoss Intropia, and the iconic fashion brand Halston Heritage, were recently added
to Majid Al Futtaim Fashions portfolio. Tremendous demand for both brands is anticipated this year with an
aggressive rollout of new stores planned throughout the region.
In early 2013, Majid Al Futtaim Fashion announced a joint ventures agreement with the leading American
retailer and casual wear clothing brand, Abercrombie & Fitch Co. (A&F), with respect to its Hollister and
Abercrombie & Fitch brands. The agreement is to develop Hollister and Abercrombie & Fitchs presence within
the UAE, further supporting the brands inteational growth. As Abercrombie & Fitch Co.s first physical foray into
the Middle East, the landmark joint venture partnership with Majid Al Futtaim Fashion should significantly
broaden A&Fs regional potential across the GCC, further adding to the regions offering of exceptional market
leading inteational brands.