- Managed and Lead the HR team of 5 in effectively driving all HR functions of 650 employees.- Lead full-cycle recruitment, selection and on-boarding process for Union and Non Union staff, in various departments such as Accounting, Finance, HR, Imports, Sales & Marketing and I.T. etc- Dealt with normal termination, redundancies and gross misconduct - Facilitated and provided support for employee/Labor relations issues, including internal dispute resolution, counselling and handled complaints and grievances.- Communicated relevant provincial employment and labour legislation; monitor for compliance with applicable legislation.- Created and/or improved Human Resources and other departmental Standard Operating Procedures for ISO certification and HR audits that identified and corrected discrepancies- Updated Employee Manual, including revising outdated policies to ensure compliance- Coached managers on performance management, alignment and engagement of employees in delivery of their goals and overall talent management by using HRIS- Operated as a change agent in the creation of workplace culture employee empowerment, accountability, continuous improvement and ongoing learning- Applied and renewed for 100% legal working status of all expatriates for all 4 affiliated companies- Handled legal cases which required dealing with/or collaborating with external lawyers and attending court cases on behalf of the company- Created and implemented all HR Policies and Procedures with reference to strong recruitment in aim of achieving departmental objectives, remuneration and other benefits- Facilitated and executed conflict management, employee relations, expatriate applications, performance appraisal systems and quality management- Established Company’s first online performance management process- Identified, negotiated and integrated usage of the company’s HRIS software - Negotiated Collective Bargaining Agreement that reduced Union Grievances

•Training and Development: Responsible for introduction of cross functional training program and leveraging of internal subject matter experts to take the organization to a higher level• Compensation & Benefits: Salary review and bonus calculation for staff in Dubai, Qatar and Oman. Set budgets for following year by way of salary surveys and market alignment• Job Evaluation: Undertake job evaluation and benchmarking using Mercer’s IPE system• Reward & Recognition: Introduced 2 new reward programs in cluster• Recruitment: Behavioural based recruitment and increased diversity within organization. Grad recruitment• Process excellence in HR: Develop competencies in HR Team, improve recruitment,induction andonboarding processes, simplification of processes • Cultural Amplifiers: Embedding simplicity, teamwork and focus amplifiers in organisational DNA• Talent Acquisition and Retention: Spearhead programs for development of high potentials, use of behavioural based interview techniques to headhunt key talent to take the organization to the next level. Focal point for career planning and counseling for employees. • Redundancy management: Redundancy calculation, providing counselling and outplacement services ( by partnering with outplacement companies)