1- Creating company HR strategies.2- Reinforcing/ motivating both sales/marketing teams to leaverage company revenue.3- Talent recognizing/Acusition sterategies.4- Performance systems and circumstances.5- Providing compatible benefit programs to staffs.

Danone waters Iran is pioneer of bottled water industry in Iran.It has Production plant which is facilitated with high-tech machines and technologies.Sales and distribution lines/facicilities are belong to company.HR Function is in Matrix supervision status which is linked to Asia pacific HR zone.1- Member of CODI ( Top Line management team ).2- Competency based interviews/Recruitment.2- Talent Review/Talent acquisition/Talent pipe lines.3- Danone culture… Show more Danone waters Iran is pioneer of bottled water industry in Iran.It has Production plant which is facilitated with high-tech machines and technologies.Sales and distribution lines/facicilities are belong to company.HR Function is in Matrix supervision status which is linked to Asia pacific HR zone.1- Member of CODI ( Top Line management team ).2- Competency based interviews/Recruitment.2- Talent Review/Talent acquisition/Talent pipe lines.3- Danone culture cascading (CODES ). Ethics and values and Danone Manifesto.4- Annual Salary Reviews based on Danone policies and Market studies.5- Training Gap Analyzing 6- Administration automation.7- Performance appraisal and bonus calculations.8- Crisis management committee member.Main Achievements : 1- Restructuring Company functions.2- Establishing Danone HR systems.3- Reinforcing internal communication.4- Reinforcing Danone culture. Show less

1-HR Strategic planning/SWOT management:Progressive Indicator preparation(DOPA)Defining Visions/Mission of all HR subordinates considering Company's Vision2-HR budgeting Management:Establishing HR TDC decreasing(Total Delivery Cost) on 4 different cost centers3-Performance appraisal system management regarding standards:Linking performance results with yearly compensations/Salary IncreasesEstablishing RMW (Renault Management Way)on new HR software… Show more 1-HR Strategic planning/SWOT management:Progressive Indicator preparation(DOPA)Defining Visions/Mission of all HR subordinates considering Company's Vision2-HR budgeting Management:Establishing HR TDC decreasing(Total Delivery Cost) on 4 different cost centers3-Performance appraisal system management regarding standards:Linking performance results with yearly compensations/Salary IncreasesEstablishing RMW (Renault Management Way)on new HR software context4-Renault Global management efficiency appraisal(Under supervision of Hey group):Analyzing the results and preparing action plans & internal surveys. Show less

I got official nomination letter as (HR manager and member of management committee )from ACI central ( Le-Mans / France ).1-Compensation and benefits management:Yearly Salary surveys & gap analyzing2-Training/Development management:Training gap analyzing & planningManagerial competencies3-HR standards management:Renault HR standard implementation & Audits(SPR Level 2)4-Establishing 18 Different HR… Show more I got official nomination letter as (HR manager and member of management committee )from ACI central ( Le-Mans / France ).1-Compensation and benefits management:Yearly Salary surveys & gap analyzing2-Training/Development management:Training gap analyzing & planningManagerial competencies3-HR standards management:Renault HR standard implementation & Audits(SPR Level 2)4-Establishing 18 Different HR policies:Training,Administration,Regulation,Benefits and etc.5-Administration management:Establishing/Monitoring HR MetricsBenefits/Retention policies.6-Establishing HR management software (It was not exist in Renault)Self Service/Paperless system for all staffs requestsLOA management.Online controlling of Latest situation of people.7-HSE Management:Health controlling of people-yearly Medical experiment of staffsAnalyzing health problems and defining action plansEstablishing safety regulations/FMEA of all work stationsErgonomic studies of all workstations & Pollution measurement.8-Career path/Classification Management:Designing international classification based on Watson global standardDefining blue collars career rules & standard Organization chart of company.9-Staffs management/relation: Managing of conflicts & consultationsMaintaining HR general view in company10-Recruitment/Mobility Management:Designing systematic recruitment procedureEstablishing psychometric/EQ tests11-Reward system management:Establishing effective reward system based on factory outputs & best performers Show less

The industrial section of Renault Iran ( ACI-Pars ), is producing Renault vehicles chassis in Iran which is fully automated with 3 working shifts.1- Reshaping HR section ( there was just Admin section without HR manager ).2- Initiating HR procedures.3- Establishing links to Renault central.4- Restructuring system from project base to mass production.

Mapna has 41 subordinates which are actives on below sections :1- Establishing thermal power generations.2- Conduction oil and gas projects.3- Railroad transportation projects.My main responsibilities :1- Interviewing candidates.2- Human force planning.3- Managing subcontractors/third party contracts.4- Conducting panel interviews.

Savola is leading strategic investment holding group in the food and retail sectors across the MENAT (Middle East, North Africa and Turkey) region. In Iran it is JV of Behshahr industrial group which is producing LADAN edible oils.My Main Responsibilities :1- Restructuring Job descriptions.2- Analyzing job descriptions and finding necessary skills/competencies for each job.3- Conducting interviews to recognize staffs gap of skills.4- Designing yearly training… Show more Savola is leading strategic investment holding group in the food and retail sectors across the MENAT (Middle East, North Africa and Turkey) region. In Iran it is JV of Behshahr industrial group which is producing LADAN edible oils.My Main Responsibilities :1- Restructuring Job descriptions.2- Analyzing job descriptions and finding necessary skills/competencies for each job.3- Conducting interviews to recognize staffs gap of skills.4- Designing yearly training calendars.5- Recognizing core competencies of company main functions.6- Training effectiveness measurements ( krikk patrik method ). Show less

Competent cutting is a private workshop which is producing sport clothes for Australian national teams. My main responsibilities :1- Controlling 5 workers and checking their commuting and job qualities.2- Logistics planning to receive raw material on time.3- Time studies to increase workshop performance.4- Conducting MRP of section.