Dalya Hazim Al-Dulaimi

• Achievements: -
• Team Building: Successfully established the HR department from scratch, starting with defining the vision, mission, and core values that guide the HR function
• Hired and trained a high-performing team of5 HR professionals across various disciplines, including recruitment, training, and employee relations
• Strategic HR Development: Developed comprehensive HR policies and procedures that aligned with organizational goals, resulting in improved compliance and streamlined operations
• Created an employee handbook that clearly communicates organizational policies and expectations
• Talent Acquisition: Implemented a strategic talent acquisition plan that reduced time-to-fill positions by150 %
• Developed employer branding initiatives to attract top talent and ensure a positive candidate experience
• Employee Engagement: Launched initiatives to enhance employee engagement, including regular feedback mechanisms and an annual employee satisfaction survey
• Diversity and Inclusion: Spearheaded a diversity and inclusion program that increased representation of underrepresented groups within the organization and established employee resource groups to promote inclusivity

Main Duties: -

• Organized high-profile embassy events, including those with the Ambassador, USAID, senior US and Iraqi officials, and VVIP delegations, ensuring all logistics and HR-related needs were met

• Supported senior leadership in the development and implementation of mission’s policies, programs, and initiatives to enhance employee engagement and retention

• Ensured compliance with US government regulations and local labor laws in Iraq, including facilitating the onboarding process for new hires, expatriates, and local employees

• Acted as a liaison between the Embassy and Iraqi government counterparts, providing support for diplomatic initiatives and facilitating cross-cultural communication

• Serve as a strategic HR partner for USAID and Embassy personnel, providing HR support for US government employees and diplomats assigned to high-priority projects and initiatives

• Managed HR operations for US and Iraqi government officials, VVIPs, and other dignitaries, ensuring compliance with Embassy policies and procedures

• Provided expert advice on HR matters including staffing, recruitment, employee relations, performance management, and conflict resolution

• Coordinated recruitment and hiring processes for USAID positions, working closely with senior leadership to ensure alignment with mission goals and operational needs

• Managed office operations for USAID and Embassy personnel, ensuring seamless administrative support and efficient office functioning for high-level government and diplomatic teams
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• Acted as the primary liaison between the US Embassy in Baghdad and the Iraqi government, facilitating visa sponsorship processes for diplomats and coordinating security clearances
• Coordinated and facilitated the verification and upgrading of security clearances between US officials in Washington, DC, and the US Embassy's security office in Baghdad
• Oversaw the preparation and submission of documents related to visa applications, ensuring compliance with both US and Iraqi regulations
• Ensured timely processing of security clearances, working closely with both the Embassy and relevant US government agencies to ensure personnel were cleared for sensitive assignments and duties
• Managed complex schedules and coordinated high-level meetings between US diplomats, Iraqi government officials, and other stakeholders, ensuring all logistical and administrative needs were met
• Provided support in organizing and coordinating embassy events, liaising with key stakeholders and managing event logistics for visits by high-ranking officials and VVIPs
• Position Classification: Receives and reviews all new and revised position descriptions to ensure they are complete before initiating the classification process
• Work closely with the supervisor and make sure that the PDs are accurate and reflect correct duties and organizational relationships
• Ensures all documents are complete prior to the approval of the Executive Officer also, maintains electronic files for all the positions with positions descriptions, job discussion help sheets
• Prepare the classification packages for both CCNs and USPSC positions and draft solicitations
• Oversaw recruitment and onboarding processes, achieving a95% decrease in turnover through targeted engagement strategies
• Conducted training programs focused on compliance, team dynamics, and professional development

• Collaborated with management to assess workforce needs and implement strategic hiring initiatives

• Contract Management and Recruitment: Under the direction of the S/EXO and SES, coordinates the advertising requirements of vacant positions, drafting and finalizing solicitations; recommends sources and other advertising options
• Manages the assessment of applications; oversees with the selection panel to develop the interview format, schedule, interview questions, and any selection or skills test as required
• Acts as observer, monitor and manager of the interview process, ensuring the Chairperson and panel members adhere to the required procedures; acts on the final candidate selection recommendations, performs reference checks when necessary and verifies prior employment, earning history and personal information
• In coordination with the S/EXO, negotiates and prepares contracts after medical and security clearances have been received
• Ensures the completion of all required in-processing and hiring documentation
• Prepares offer letters and memoranda of negotiation, ensuring all appropriate contract documentation is completed and filed in the individual contract file; prepares contract modifications, close outs and renewals when required, using appropriate contract formulas as required by the AIDAR and FAR regulations
• Tracks all Mission vacancies and open recruitments, keeping the S/EXO updated on the status and progress; manages all electronic personnel files according to USAID regulations
• Performance evaluations: Drafts or edits and transmits requests for regular, interim or other Work Plans (WP) and Performance Evaluation Reports (PER) for Iraq Mission staff, providing all needed information to assist supervisors and employees with the discharge of this
• Follows up on and monitors their timely completion
• When warranted, drafts and transmits notices on overdue reports, regularly checks the list of departing rating officers and requests interim reports, as appropriate
• Responds to general questions and provides information to assist employees and/or supervisors in completing reports
• Reviews completed reports to ensure accurate and thorough completion, requests/explains necessary modifications, processes completed reports, and updates the database system accordingly
• Prepares related ad hoc reports, as requested
• Personnel Actions: Develops and issues Personnel Actions for within grade increases based on required supporting documentation and assists, as assigned, in issuing various other personnel actions, such as for promotion, appointment, separation, etc
• And work closely with FMO to get all the actions done
• Local Staff Personal Services Contracts: Prepares new contract, contract modifications, negotiation memorandums and contract terminations for all FSN employees
• Visa: submits diplomatic passports to Embassy HR for residence visa issuance and to obtain the appropriate diplomatic identification cards
• Staffing Reports: Updates staffing database to reflect any organizational changes or changes in the various data elements of employee records
• Incumbent runs queries on OPS or Staffing pattern to be able to present staffing information as requested by the Executive Officer
• Awards, Filing, correspondence: Serves as a focal point for the recording and processing of various award nominations
• Reviews approved On-the-Spot Cash (OTSC) award nominations for Iraq employees to ensure thoroughness, budget availability and that amount(s) are within the authorized ceiling, and records, files and processes the awards
• Updates and maintains related logs
• Processes incentive award nominations within the Mission and to the interagency Awards Committee and updates and maintains related logs and files
• Ensures nominating officials are advised of decisions, notifies FMO to process payment for approved cash awards, and announces awards ceremonies
• Develops lists of Iraq employees eligible for Length of Service Awards and develops award certificates for Iraq staff for Length of Service Awards, Meritorious Honor Awards, and any other special awards
• Assists in making logistical arrangements for Mission award ceremonies

• Deployment of all key HR Processes and Services
• Adapt and align the available service portfolio to local requirements and business
• Successfully built the HR department from the ground up, establishing policies, procedures, and systems that support a workforce of300 employees
• Implemented a diversity and inclusion initiative, resulting in a significant increase in diverse hires and the establishment of an employee resource group to promote cultural awareness
• Ensure quick response to business units in HR related issues including recruiting, organization change, Compensation, training, cross-functional transfer, etc.; as a proactive strategic partner, program, etc
• Understanding talent needs of the business., succession planning, leadership development program, etc
• Talent Pool management: including orientation, rotation assignment anchoring, training program, compensation &benefits,controlling,termination management, etc
• Serve as the communication professional for the plant in effectively communicating policies, changes, events, important information,etc., to the entire workforce
• Manage the Human Resources Department’s functional staff, systems, and processes, and provide mentoring and developmental opportunities for departmental employees
• Handles employee relations, including managing absences, investigations, discipline, etc
• Administers local performance management including coaching managers on performance management issues and processes
• Ensure various worksheets and logs tracking overtime, comp time, salary and other HR related information are up to date with the HR Assistants team
• Personnel actions and contracting: Prepare employees contracts and modifications, work closely with the Finance Office in preparing the budget and related actions
• Handles employee’s on-boarding, termination, internal transfer process, contract and leave management, etc
• Job descriptions and classification: Prepare detailed job descriptions and classification and define job levels and families
• Create regular reports: Prepare weekly and monthly reports and presentations on HR metrics (e.g.,new hires, turnover rates, etc.)
• Posting of Payroll: work on HR SAP system once the payroll is finalized and approved by the CFO/CEO
• Update HR Database: Appraised HR database and personnel files to assess accuracy of entering data, planned HR strategies
• Implements HR strategies: by establishing department accountabilities, including talent acquisition, staffing, employment processing,compensation, training and development, records management, employee relations and retention and labor relations
• Employees life and health insurance: Process the life and health insurance for the local employees

TALENT ACQUISITION FUNCTION

• Plan and implement company talent acquisition strategy
• Develop the recruitment process, policies and forms ex:(internal\\external transfer, new staff request,)
• Develop company’s policy for talent benchmarking, talent assessment and interviewing
• Perform analysis of organizational development and anticipate future employment needs
• Design and manage recruitment and selection processes (resume screening, screening calls, interviews etc.)
• Provides job candidates by head-hunting, screening, interviewing and testing the applicants
• Reviews employment applications and background check reports
• Serve as ambassador at various events, like career fairs or on-campus recruiting events
• Counsel the candidate on corporate benefits, salary, and corporate environment
• Manage respective candidate pools to ensure qualified candidates remain engaged in current or future opportunities

• Administer and submit all hiring paperwork for new employees
• Steered whole recruitment process of the company, and effectively communicated to all levels of managers to take appropriate decisions related to HR projects, policies and operations
• Generate monthly updates for company’s leadership about upcoming talent acquisition initiatives
• Create monthly reports on key talent acquisition metrics
• Communicate regularly with HR department to get a clear view of company’s hiring needs and organizational goals
• Work closely with marketing department to develop creative ways for addressing talent acquisition challenges

• Proactively seek market intelligence to gain competitive advantage in attraction, assessment and sourcing methodologies
• Suggest new ideas for improving talent acquisition activities

• Research talent acquisition trends in the staffing industry

• Worked with department manager to fill internal positions

• Worked with department managers update job descriptions and position requirements
• Worked with managers to source and screen applicants

• Worked with recruitment agencies to find ideal contractor candidates

• Worked with staff to edit and maintain employee resume library

HR ORGANIZATIONAL DESIGN \\ TRAINING AND DEVELOPMENT \\ HR PAYROLL FUNCTIONS

• Work on HR System Project, Create Project scope, objective, statement, identify all requirements, establish security requirements, interface components, integrate HR fingerprint system with new HR system and set the budget and make sure that project progresses within schedule, under the estimated budget
• Make proper recommendations and set the schedule for meetings

• Implements HR strategies by establishing department accountabilities, including talent acquisition, staffing, employment processing, compensation, training and development, records management, employee relations and retention and labor relations
• Manage and follow team tasks and activities and prepare their objectives
• Prepare and sign required employees’ contract

• Train employees for specific jobs

• Ensure the completion of yearly evaluation by all management and prepare yearly evaluation report

• Develop, organize, conduct and evaluate training programs

• Evaluate training effectiveness
• Hold workshops and lectures, create interactive, multimedia presentations
• Prepare payroll sheet by providing relevant employee information (e.g., leaves of absence, sick days, work schedules, bonuses, loan, and insurance)
• Administer HR departments, develop and implement HR policies and procedures adhering local legislation
• Develop contract terms for new hires, promotions, transfers
• Collaborate with managers and team leaders to translate business strategies into HR actions that drive business results
• Prepare loan policy and process including (Criteria, Procedure statement, authority and Responsibility)
• Prepare and ensure regular update for the probation period for employees aligned with management
• Participate in HR projects (e.g., organize a job fair event, conferences)
• Organize and manage new employee orientation, on-boarding, and training program
• Engaged in recruiting & selection of employees, and guided on Labor/Employment law
• Social security, Labor relations, and employment contracts of the temps and permanent employees
• Prepare HR documents, like employment contracts, life insurance and new hire guides
• Executed a wide range of HR functions, including recruiting and training employees, handling HR records, and diversity issues
• Appraised HR database and personnel files to assess accuracy of entering data, planned HR strategies

• Prepare detailed job descriptions and classification and define job levels and families, in partnership with other managers

• Create regular reports and presentations on HR metrics (e.g., turnover rates)
• Prepare the HR KPIs and Weekly, Monthly Reports

• Recruitment and selection process: job candidates by screening, interviewing, and testing applicants; notifying existing staff of internal opportunities; maintaining personnel records
• Employees personnel and contracts: prepare and sign required employees’ contract
• Leave management Record: track leave, absent and work schedule and update monthly attendance sheet
• Maintain records: human resources records by recording new hires, transfers, terminations, resignation, changes in job classifications, tracking vacation, sick, and attendance
• Training Coordinator: coordinate the trainings session between departments managers and the trainer and nominate the courses and the trainees, assisted in the development and delivery of training programs to enhance employee skills and knowledge and improve overall organizational performance
• On-boarding process: Conducted employee onboarding and orientation programs and provided guidance to new employees on company policies, benefits, and procedure
• Employees relations: Resolved employee relations issues and conflicts through effective communication, mediation, and conflict resolution techniques