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Candidate ID: 1560187

Career Summary

Accomplished HR Directorwith extensive experience and achievements building multiple best-inclass organizations. Pivotal contributor to senior operating and leadership executives, providing HR leadership for multiple regions. Innovative problem solver, strategic decision maker, strong communication.

Skill Set

Employee Relations (ER) Acquisitions ,Safety ,Performance Management ? Labor Relations ? Benefits ? HR Information Systems (HRIS) ? Change Management ,Recruitment , Organizational Development (OD) ,Training & Development , Compensation & Benefits, Diversity & Inclusion

Professional Information

Total Experience : 18

Nationality : France

Qualification Level : Management Post Graduates

Job Function : HR / Industrial Relations / Training

Work Location Preference : Kuwait, Bahrain, Oman, Saudi Arabia, Qatar, UAE

Detailed Profile

Languages: French/ English / Arabic
Nationality: French/ Algerian

Results-driven, dedicated, and accomplished Human Resource leader and a trusted Partner to Senior Leadership on human capital management matters with a proven track record of success in overseeing and leading the regional and global HR functions, including Organisational development management, learning & development, HR administration and operations, compensation and benefits, recruitment, workforce planning, talent management, employee relations, and performance management for various companies. Demonstrated ability to develop and implement effective HR strategies, policies and procedures, programs, and Organisational development initiatives. Recognised leader with a history of building, training, developing, and motivating high-performing teams to exceed all goals. Excellent interpersonal skills used to interact and build strong business partnerships with clients, senior leaders, associates, and other third parties. Bilingual in English and French. Areas of Expertise include:

? Strategic Planning & Execution ? Regional & Global HR Management ? Policies & Procedures
? Learning & Development Leadership ? Relationship Building ? Organisational Development
? French, European & North African Labour Laws
? Talent Management
? Policies & Procedures Integration ? Staff Training & Leadership
? Customer Relationship Management
? Diversity & Inclusion ? Problem Resolution
? Creativity, Analystical &Proposition Ability

Master of Science, Executive International Human Resources Management

Master of Arts, English
UNIVERISTY | North Africa | June 1994


Advanced Human Resources Management Mar 2010
Coaching Leaders, Dubai Apr 2013
OFS3 Leading and Managing People, Paris Feb 2007
Line Management Course, Gatwick, UK Aug 2007
Performance Management, Dubai May 2009
Building Essential Leadership Skills, Belgium Feb 2012
QHSE MS for Managers, Tripoli May 2005


GE OIL & GAS North Africa Oct 2011- Present
Lead employee engagement, coach managers on personnel-related issues, align HR processes and systems with business unit and location strategies, and provide HR solutions for all personnel-related processes. Manage various HR functions, including learning & development, employee relations, performance management, organizational development, and talent acquisition and talent management. Collaborate with executive leadership team to establish and implement comprehensive workforce strategy in support of GE business objectives, spanning across workforce planning, organization effectiveness, talent management, employee productivity, and engagement.
• Strategic HR Consulting–Serve as a strategic partner to business leaders, establishing HR business objectives that align with the overall company plans and strategic objectives
• Identified and addressed organizational barriers to delivering strategic business initiatives; revised organizational structure and resourced allocations, as necessary, to support the achievement of strategic business goals
• Improved employee satisfaction 35% by implementing division-wide 360-degree feedback process to identify and correct problem areas.
• Partnered senior managers and leaders to build insight into existing levels of capability against future requirements to identify gaps. As a trusted advisor, coached and consulted managers and leaders to identify strategic learning priorities and conducts thorough training & learning needs analysis.
• Lead delivery of regional projects or sections of global projects (Middle East & North Africa). Worked with leaders to agree scope and define project plans. Managed delivery and implementation against plan, effectively managing stakeholder expectations.
• Developed policies to address discrepancies with North African countries employment laws.
• Simplified performance evaluation process to achieve buy-in throughout region.
• Conceptualized, communicated, and implemented a plan to control wages and benefits costs.
• Conceived, developed, and introduced new programs after business stabilized, increasing retention by at least 50% and cutting staff costs 15%.
• Offered HR leadership, coaching and generalist support for implementation of GE HR initiatives and programmes, including service awards programmes and others; Represented North African region for oil and gas in related HR forums and local universities.
• Maintained and updated HR instructions and processes per applicable policies and local legislation.
• Identified, selected, on-boarded, trained, developed, and retained world-class talent.
• Implemented appropriate communication tools and systems to ensure effective flow of information.

CITIBANK • Algeria • August 2010-Sep 2011
Partnered with key stakeholders, including board executives, functional directors, and senior management on HR-related
issues. Determined the long-term, clear direction of HR by adapting to a changing operating environment. Defined corporate
structures, roles and responsibilities, ensuring personnel aligned with position. Responsible for change management and transformation, as well as ensuring continuous improvement and streamlining of operations.
• Culture Development/Employee Relations - work closely with client groups to maximize associate engagement and retention; develop and maintain a positive employee relations atmosphere and minimize legal claims
• Established several small businesses in growth industries, focusing on sales and operational excellence.
• Identified and cultivated effective and appropriate sources for employees at all job levels.
• Conducted performance reviews with HR managers while monitoring employees’ attitudes, productivity and performance.
• Governed HR management/payroll system, creating compensation plans & administering employee welfare requirements.
• Ensured efficient design and delivery of all HR policies and ensure they are in line with industry practices.
• Ensured coordination & implementation of services, policies, and programs through Human Resources staff; and assists and advises company managers about Human Resources issues.
• Made right people available at right time by recruiting, training and developing talents pipeline.

WEATHERFORD • North Africa Oct 2008-Mar 2010
Managed internal organisational and staff development and quality management while designing, developing and implementing systematic quality management and training programmes. Designed new HR policies, ensuring alignment, integration and adaptation of HR initiatives to optimize organisational capability. Led activities for the company’s annual salary review process, Conducted job evaluations for key positions using internal and market data, Continuously reviewed and analysed competitive salary information and reported on compensation practices in the external market to ensure continuous flow of highly qualified personnel. Provided tactical support in selection and salary negotiation/fixation for all departments. Monitored all human resource related legal and statutory compliance while adhering to best practices.

• Designed and implemented employee reward & recognition programmes by coordinating with country heads.
• Tasked with counselling, goal setting, performance feedback management, and career planning functions.
• Directed preparation and maintenance of periodic management reports.
• Reached HR practices and objectives to inculcate high-performance culture emphasising on empowerment, quality, productivity, standards, goal attainment as well as recruitment and development of workforce.
• Ensured company policies/procedures effective and efficient and followed strategic plan and corporate objectives.

ENI INTERNATIONAL • Italy • Apr 2008-Sep 2008
Created and implemented training programs, overseeing the development of careers. Set performance metrics, evaluated productivity, and helped workers create long-term career plans within the organization.
• Designed and delivered new employee culture training initiative for all employees successfully integrating the company's vision and mission to instil a creative and dynamic culture.
• Facilitated training initiatives for executives, managers, and employees related to quality service, coaching, and performance management, resulting in an increase in monthly sales goals.
• Established recognition programs for individual and team improvements that supported company mission.
• Partnered with senior managers to deliver development and career management processes which drives standardisation and best practice.
• Established systems and processes to ensure that employees are adequately trained and regularly re-trained in safety critical and compliance issues, in line with legislation.
• Identified appropriate external providers to support provision of required learning and development interventions. Created and managed service-level and specialist agreements with third parties to assure performance.

SCHLUMBERGER • North Africa • Jun 1998-Mar 2008
Promoted from HR Generalist to HR Manager for 2 crews’ start-up facilities managing the Human Resources function. Core duties included interviewing, on-boarding of personnel, counselling, employee relations, performance management, and company HR policy compliance.
• Built HR department from ground up as first-ever HR leader, implementing HR standards and compliance, revamping employee handbook, policies and procedures, job descriptions, and introducing performance management system.
• Improved training and development related processes, to include identification of training needs, design, delivery and evaluation of development programs.
• Engaged with sponsors and stakeholders to reach agreement on the expected impact of learning, development & talent interventions / projects and key effectiveness, efficiency and business outcome success measures. Developd suitable evaluation tools and methods. Interpreted and presented evaluation data to stakeholders.
• Restructured recruiting efforts for multiple locations across the North African Region by creating an interview and applicant guide and recommending channels for candidate recruitment; integrated to intranet for easy accessibility by all managers, streamlining process and saving 25% in recruiting costs.
• Spearheaded triumphant union avoidance campaign to halt organizing attempts, resulting in a $2M annual savings in employee costs.
• Developed reasonable C&B policy to retain talents; successfully implemented new mobility allowance for field engineers thereby increasing employee retention considerably.
• Mentored and guided leaders to manage their own performance and of their teams and create
pipeline of potential leaders.
• Coached and developed HR team members to achieve business plan objectives in alignment with the application of the People Strategy.
• Oversaw office management and supervised admin teams.

Additional experience in HR as a Staffing Manager, Senior Administrator, and Expatriate Office Supervisor

Professional Affiliations
Society of Human Resources Management 2010-Present