Rahaf Chkhachirou

• Managed 12 HR employees and oversaw the operations of the factories and Head Office as well as the Human Resources and Administration departments. • Implemented HR strategies and practices that support robust business growth and comply with Group HR policy. • Created and supported a continuous improvement environment for HR activities within the Business Unit. • Managed the talent acquisition process, which included recruitment, interviewing, and hiring of qualified professionals, particularly for managerial, exempt, and executive roles; collaborated with departmental managers to understand skills and competencies required for openings. • Reviewed and implemented performance management plans to improve performance or assist with exit from the organization. • Ensured all line managers are guided in defining organizational requirements and job scopes to ensure a multi skilled team and employee growth. • Designed, reviewed and revised (as necessary) the KPIs and job descriptions for all positions in the company and conducted analysis to determine appropriate salary level according to compensation guidelines. • Assessed organizational development needs and resources for the business and different functions, and accordingly established plans to address these needs, including recruitment. • Managed employee leaves and monitored attendance using ERP software.

• Managed the recruitment and selection process, and assessed training needs to apply and monitor training programs. • Created and supported a continuous improvement environment for HR activities within the Business Unit. • Served as a strategic partner to management by integrating HR strategies into the organization's overall mission and operational strategy. • Tracked progress of employees and reviewed their progress with line managers to go to assessment for next level. • Ensured that the disciplinary procedure is properly applied before any employee exits from the business. • Consulted with the management to measure performance, organizational and leadership matters on a periodic basis. • Used ERP system to monitor employee’s clocks in and out, and generate KPI reports to make better decisions.

• Managed a team of 6 HR employees and supervised the salaries’ calculations monthly for 400 workers and 60 employees. • Conducted Cost Reduction studies for the HR department. • Developed and updated an Employee Handbook regarding HR policies and procedures. • Generated an HRD Procedure Handbook. • Oversaw and managed a performance appraisal system that drove high performance; coached Line Managers on performance review process and appropriate feedback, language and documentation. • Audited the gratuity and leave salaries’ calculations of the employees. • Coordinated with the bank regarding the employees’ bank accounts and salaries. • Handled the employees’ visas and passports issuing or renewals. • Liaised with the department managers to ensure training needs of employees are identified and delivered. • Monitored the employees’ attendance and leaves through the ERP system. • Recruited and ensured new employees are properly inducted into the business and given support to become productive as quickly as possible. • Advised, coached and mentored management and HR team on people related issues.

• Managed a team of 4 HR employees in the department. • Proposed and developed selection tools for different roles and trained line managers in interviewing and assessment. • Worked on ERP for timesheet management, employee leaves, and expense report processing. • Developed and implemented HR strategies and initiatives aligned with the overall business strategy. • Bridged management and employee relations by addressing demands, grievances or other issues. • Consulted with the management to resolve interpersonal and work-related problems and met with supervisors and managers to determine effective mediation techniques, such as coaching, job skill training or intervention. • Worked with managers to propose right candidate for vacancies and prepare promotions proposal.

• Attracted new clients and generated appointments, followed through with initial meetings and closed the business opportunity. • Communicated effectively with the team by being the critical link between the customer and the project team. • Generated business from new clients and got repeat business from existing clients using a professional, service-oriented approach. • Prepared all the necessary documentations needed to close the sale such as proposals, order forms, content collection packages. • Followed up with prospects in order to develop the relationship over time and convert them to clients. • Communicated with clients, understand their requirements, and convey them to the project team.

• Created awareness for our clients’ products to the consumers. • Achieved the number of daily sales and the consumers’ feedback on our clients’ products. • Identified and reported the weaknesses in our promotional activities. • Suggested new methods to promote our clients’ products. • Developed the POS Planogram for our clients’ products. • Communicated with external entities to organize our promotional projects. • Motivated and supervised the promotional team.

• Started out as a consultant and created the department from ground up, advised management on the administration of human resources policies, and created forms and handbook. • Assisted with the development and oversight of recommended changes regarding workflow of the department. • Promoted to Human Resources Manager after earning consistent recognition for my achievements in effectively managing the department. • Handled interviews, hiring, recruitment, training, discipline and termination of employees in accordance with company policy. • Managed a team of 4 HR employees and enhanced the organization’s human resources by planning, implementing, and evaluating employee relations and human resources policies, programs, and practices. • Partnered with the management team to understand and execute the organizations human resource and talent strategy particularly as it relates to current and future talent needs, recruiting, retention, and succession planning. • Recommended and implemented ERP system to manage employee database and monitor payroll using ERP software. • Performed other duties as required.