Ruba N. Afana

• Built strong relationships with employees through positive attitude and attentive response.
• Established open and professional relationships with team members to achieve quick resolutions for various issues.
• Supervised team members to confirm compliance with set procedures and quality requirements.
• Conducted recruitment of new team members, hiring highest qualified to build team of top performers.
• Monitored time and attendance, enforcing compliance with company procedures relating to absenteeism.
• Devised and implemented HR processes and procedures to streamline operations.
• Provided reporting for forecast analysis and ad-hoc reporting in support of decision-making.

• Coached and Mentored a group of SME’s in the field of HR.
• Assisted mentees in developing their own HR systems.
• Regularly assessed progress and provided feedback to support continued development.

• A GIZ project for the Ministry of Labor.
• Maintained company Applicant Tracking System to manage and track resumes and information about candidates.
• Identified and sourced qualified candidates for open positions to meet organizational needs.
• Screened and interviewed candidates to evaluate potential employees' qualifications.

• Reviewed the Ministry’s strategic plan.
• Created an organizational structure according to the plan and the governing laws and regulations
• Reviewed and amended all job descriptions based on the new organizational structure.

• Conducted technical mentoring and coaching in Human Resources for a group of factories and companies selected by Accelerate with JEDCO in the following fields:
• Job analysis and job descriptions
• Organizational structure
• Selection and recruitment
• HR policy manual and standard operating procedures
• Training need assessment (TNA)
• Performance management systems.

Designing a complete HR system that included:

• Setting up a comprehensive HR system.
• Prepared and implemented the HR manual.
• Developed the organizational structure and job descriptions.
• Developed standard operating procedures and internal bylaws.
• Delivered trainings in HR Policies & Procedures, and Compensation and Benefits

• Delivered a training course entitled “Human Resources Management”.
• Topics covered were: Organizational structure, performance appraisal, job analysis, job description, and standard operating procedures.

• Conducted “HR Policies and Procedures”, and “Compensation and Benefits” training courses for Talal Abu Ghazaleh Group for their HR Diploma Program.

• Conducted "Human Resources Management” training course for a senior management group from Libya.

• Conducted technical mentoring/ coaching for a group of companies and factories helping them in HR related issues (organizational structure, job descriptions, standard operating procedures, and performance appraisal) and oversaw its implementation.

Designing a complete HR system for Auntie Hanady Cheesecake company, including:

• Prepared and implemented the HR manual and internal HR system for the company
• Developed the organizational structure and job descriptions.
• Developed standard operating procedures and internal bylaws.

• The assignment was to review and amend the job descriptions of a university in the UAE.

• Created a complete HR system and supervised its implementation.
• The system included the design of the organizational structure, after which a job analysis was conducted to create competency-based job descriptions.
• Created a complete performance appraisal system for each position in the organizational structure.
• Created a complete HR manual and the standard operating procedures and all its related forms.
• Monitored the implementation of the performance appraisal system.

• Prepared a salary scale and grading system for the company.
• Salary data from similar companies was collected and the available salary scale was reviewed and amended.

• Conducted “Basics of Occupation Competencies & Skills” training course for the Sultanate Court Diwan in Oman.

• Created a complete HR system and supervised its implementation for 3 medical clinics.
• The HR system included the organizational structure, job descriptions, standard operating procedures and a performance appraisal system.

The assignment covered company restructuring:

• Created organizational structure.
• Conducted employee satisfaction survey.
• Conducted job analysis and created competency-based job descriptions.
• Conducted job evaluation that resulted a salary scale.
• Produced a competency framework dictionary for all positions.

• Supported the council in building capacity in selection and recruitment skills through training.
• Supported the Council in the recruitment process for the vacant positions in the identification of the potential candidates, assessment aligned with the job description and required qualifications, conducting interviews, and recommendation to the management.

Created and implemented a complete HR system that included:

• Conducting job analysis and developing job descriptions.
• Created HR policy manual and standard operating procedures.
• Developed a competency-based performance appraisal system.
• Created a salary scale & grading system.

Conducted “HR module for the Business Administration Diploma” course. Topics covered:

• Employee handbook, job analysis and job descriptions, motivation, performance appraisal, and selection & recruitment.

Promoting Good Governance in Public-Private Partnerships

Provided technical assistance to the (EPC) in training need assessment for all the Commission’s stakeholders of the Private-Public-Partnership (PPP) program and prepared an annual training plan.

Conducted a restructuring for the factory including:

• Developed an organizational structure.
• Prepared job descriptions.
• Developed an HCM strategy.
• Created a performance appraisal system.
• Conducted training needs assessment and prepared annual training plan.

• Prepared the key function analysis based on the Commission’s strategic plan.
• Created job descriptions.
• Produced HCM strategy and performance appraisal system.
• Supervised the implementation of all the HR system.

• Conducted the same activities for the “Dead Sea Development Commission”.

• Analyzed the strategic plan and created the organizational structure.
• Conducted job analysis and created job descriptions for the plant.
• Developed a competency based performance appraisal system and key performance indicators.

• Facilitator for the “Public Sector Employee Satisfaction” Executive Roundtable – (HR Professional Community Activity).

• Conducted training needs assessment and developed annual training plan for all class (A) Architecture and Engineering offices in Amman.

• Assisted with day-to-day operations, working efficiently and productively with all team members.
• Cultivated interpersonal skills by building positive relationships with others.
• Conducted job analysis and prepared competency based job descriptions.
• Prepared and implemented competency-based performance appraisal.
• Conducted training need analysis (TNA) and recommend group and/ or individual training courses.
• Prepared training plans to help close skill gaps.
• Prepared and implement business rules for HR automated systems based on identified requirements.
• Participated in the implementation of the HR automated system.

• Created HCM strategy.
• Drafted new positions descriptions, skill gap measurement tests, and assessing skill gaps.
• Worked with local and foreign consultants and the Customs HR and Training Centre in implementing a complete work plan for the pilot project for redefining position competencies, competency measurements and strategies to close the competencies gaps in the shortest available period.
• Assisted in drafting a complete work plan with the Customs for the HR and training reform processes aided by the proposed software for service wide competency based position descriptions, competency measurements and strategies to close the gaps where identified.
• Worked with the training centre in defining standards for training materials.
• Delivered a series of train-the-trainer courses on training methodologies to staff in training department and assisted in initial deliveries of training by identified experts within Customs.
• Prepared the business requirements for an automated HR system, and monitored the implementation of the system.
• Assisted the Customs training center in creating a systems’ approach training strategy to automate the training process.

• Established fiscal parameters and organizational needs to develop approved annual budget.
• Managed essential personnel data and records.
• Oversaw the recruitment process.
• Managed day-to-day expenses of the Secretariat and generated reports from the EU financial program.
• Managed personnel attendance and leaves.
• Followed up on contracts renewals of staff.

• Updated reports, managed accounts, and generated reports for the project database.
• Maintained physical filing systems.
• Managed office operations while scheduling appointments for department manager.
• Prepared monthly financial reports for UNDP.
• Implemented new computer system at the Ministry and trained staff on using it.

• Communicated all learning and performance objectives, schedules, and training assessments to upper management.
• Organized and edited training manuals, multimedia visual aids, and other educational materials.
• Monitored and evaluated training performance to determine quality and cohesiveness.
• Created newspaper advertisements for training courses.
• Managed the training center budget.

• Responsible for secretariat duties (filing, typing, setting appointments for the manager).
• Assisted in book keeping for daily expenses.