RANA FAID MANNAA

Birth: 24/3/1979

Nationality: Jordanian

Marital status: single

Tel: + 962 79-5605696

Email: rana_manna3@hotmail.com

Skype: Rana_Mannaa

LinkedIn: https://jo.linkedin.com/pub/rana-manna-a/28/891/693

EDUCATION

2010: Bachelors degree in Business administrations / Human resources, University Of Canterbury,

United Kingdom

2002-2004: Diploma in Management information system, at Al Balqaa University - Amman, Jordan

1999-2000: Diploma in Hospital Management and Medical Records at professional college of

paramedical professions in Irbid, Jordan.

MAIN RESPONSABILITES & AREAS OF EXPERTISE

Recruitment& Manage strategic (organizational positioning vis--vis recruitment, recruitment

Retention supply chain, internal vacancy systems) and operational (selection process)
recruitment.
Provide support to managers in the recruitment of all staff & participate in the
selection of staff, as appropriate. Analyze HR trends internally (turnover,
nationality split etc.) and externally (market trends).Analyze business units needs
and future growth strategy to derive the recruitment plan for the organization.
Develop and maintain a database of candidates / standardize questions and tests
for each staff category, psycho-metric /IQ tests or equivalent, check character
references, and backgrounds. Observe candidates during probation period to
make decisions on retention.

Employee Manage investigations, disciplinary and grievance matters in conjunction with

Relations the Legal Manager. Provide advice and guidance on individual employee
relations cases, ensuring that these are well managed and meet the requirements
of the Boards policies, best practice and employment legislation. Provide

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 support to staff on HR issues, as and when required.

Performance Develop and implement a Performance Appraisal System, develop Performance

Management Management Profiles & Handbook, Balanced Score Card, and KPIs for each
standard post in the company.
Coach & Train managers on conducting and scoring appraisals, train employees
on setting up SMART objectives; disseminate a performance based remuneration
philosophy with the approval of the BOD.

Learning and Work in partnership with line managers; to identify individual development
Development needs and source external training provision as and when required, monitoring
training costs against budget. Administer the evaluation of all learning and
development activities. Make recommendations on a cost-effective management
development program to support the Boards people management strategies.

Compensation Design and implement compensation structures and variable pay plans. Align
And Benefits internal equity with market data, and formulate compensation packages to staff.
Review the salary/grade structure by benchmarking, ensure competitive
compensation strategy. 2 benchmarking study in Jordan /Iraq.

Employee Develop, implement and maintain HR policies and procedures to ensure

Communication & effective, fair and consistent management of staff throughout the organization,
Development and ensure that the staff handbook is comprehensive and up-to-date.
of companywide Ensure that managers and staff are aware of the policies and procedures and able
to operate them effectively. Develop and maintain effective partnerships with
Staff ensuring consultation and communication practices are routinely adopted to
enable management to make effective decisions and successfully implement
objectives.
Policies&
procedures Write, maintain and update HR Polices / Employment contracts (for all
categories of staff) / Group Employee Handbook / Job Profiles / Performance
Mgmt. Profiles & Handbooks / Leadership Competency Rubrics with Behavior
Indicators etc., in coordination with BOD and other key stakeholders.
HR budgeting Develop and manage an Efficient Remuneration And Benefits Package To attract
And Retain Quality Personnel. Manage a Cost-Effective Employees Benefits
Program

Administration Ensure That Administration Services are offered To The Management Team and
Work is complete in a timely and efficient manner.

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PROFESSIONAL EXPERIENCE

November 2015 Now: Center for Victim of Torture Human Resources Senior Manager.
High-Management Position.
Type of intervention: development projects

Main Responsibility:
This position is responsible for overseeing of human resources functions, including recruitment,
retention, performance, reporting, Work force & man power planning , writing policies and supervise
implementation, monitor remuneration system and benefits, administration management and new staff
orientation, legal compliance, data management, and workforce development, provide training in
evaluation and managerial competencies , coaching and provide support for supervisors and
management , improve internal regulation and legal frame work with compliance of Jordanian labor
law. Working closely with the Country Director and managerial team, also will help ensure that CVT
Jordan maintains an effective, positive, and engaged workforce that achieves its rehabilitation and
capacity-building objectives while promoting a healthy team work culture that upholds and reflects
CVT organizational values.
Human Resources Policies & Procedures (25%)
Workforce Management (50%)
Teambuilding (20%)

August 2015 November 2015 : Handicap international International Human Resources

Coordinator for emergency in Irak, based in Erbil , Emergency team management of 150 staff
from diverse backgrounds and following 4 bases ( Erbil Kalar Sulayimaneyah Kirkuk
Dohuk).
High-Management/Coordination Position.
Type of intervention: Emergency & development projects

Main Responsibility:
This position is directly linked to the emergency response department of Handicap International disk in
France , the projects mainly focus in refugees and populations how are disabled and with special needs
from ( refugees and IDPs) , the main responsibility of this position are to insure the local legalization is
respected and that a legal framework is established on HR related issues, developing the human
resources organization and operational framework and policies according to the mission evolution and
strategy ( salary scale, internal regulation , promotions , HR budgeting ..), ensuring proper
administrative management of human resources for Iraqi mission : HR policies , recruitment ,
administration , training , capacity building & career development, plus representing handicap
international toward Local authorities, ensuring the operational management of the team placed under
HR department ( Expatriate and national staff) , relocation of staff .

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January 2011 - June2015:MSF Barcelona operational center, MSF Spain, Human Resources
Coordinator for Syria / Irak / Jordan, based in Amman, Jordan Management of 100 people from
diverse backgrounds and in various contexts
High-Management/Coordination Position.
Type of intervention: Emergency & regular projects

Main Responsibility:
Holding strategic & regional responsibilities, reference person within the mission for human resources
management, international mobilizer of human resources between 3 main locations (Jordan / Syria /
Iraq). Elaborate with the mission team on the HR strategy definition of both national and international
staff; to supervise the appropriate management of the mission team in accordance with the MSF HR
policies, procedures and the local legal framework. 18 field visit to Iraq project in 4 years supporting
the HR admin team in Najaf governorate and remote management of MSF team in Syria.
One of the main responsibility leading the harmonization of 5 MSF sections in Jordan /Iraq on 2012 ,
and conduct the regional benchmarking in collaboration with MSF Norway in 2012/2013 and recently
in 2015. Also i manage to provide 2 intersectional training SANOU in Arabic and English language one
in Jordan and one in Iraq , also i provided 5 training on performance management system & Evaluation
of 2015.

December 2014 to March 2015: MSF Spain Ethiopia / Somali region mission HR/Admin Trainer
for 3 projects (Doloado Addis Ababa Degehbur)
HR couch / trainer.
Type of intervention: Emergency & regular projects

Main Responsibility:
HR managers trainer in Ethiopia mission & Somali region, provide on job training covering all
HR/Admin aspects , implementation of MSF standard polices and procedure topics covered during
the training (payroll system , HR system Homere, disciplinary procedure , internal regulations ,
performance management system ,SANOU , Induction , recruitment ,auditing, income tax and pension
monthly preparation ) knowing that Ethiopia Mission have 700 Staff in 4 main regions .

2009- 2010: Rubicon holding group Animation international company, Human Resources Senior
Personnel officer.
Senior-Management Position

Main Responsibility:
Rubicon was huge private company, where 200 staff inside Jordan and 700 staff in Manila-
Philippines, plus Dubai and Los Anglos branches. The HQ located/based in Jordan. I was supervising
HR team (1.Employee Relation officer, 2.Payroll officer, 3. Recruitment officer, 4. Assistant HR
Senior officer).
With the team, the department should cover all the regular HR responsibilities plus administration.
Using 360 Evaluation system, and very advanced HR system Oracle / Mena Itech.

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2007 - 2009: Childrens Museum (local NGO), Human Resources Officer.
Junior position
Main Responsibility:
Provide general day-to-day HR support across the museum , HR function in relation to all HR, Employee
Benefits, Training and Development and other administration for Museum employees and (as necessary)
Volunteers coordination and supervisor, all in compliance with statutory obligations and best practice,

2006 -2007: Audiovisual commission, government / public sector, Administrative assistant

2004-2006: Applied sciences Private University, assistant of certified Human Resources Manager/
Member of HR internal Audit team.

LANGUAGE SKILLS
Arabic: Native speaker
English: Full professional capacity

COMPUTER SKILLS
Microsoft office: proficient, my second degree in MIS, enabled me to understand and work with any
human resources programs and systems.

Key Competencies
Planning and control
Managing employee relationship
Communication & influencing
Team working & personal impact
Attention to detail, Strong interpersonal skills and relationship management
Working in multicultural environment, flexibility & ability to travel when needed.
Excellent written and verbal communication skills are essential.
Experienced n Middle East law and regulation & Regional Recruitment and Mobilization
of staff

Trainings
2007- Certificate of Appreciation Form Social Security Company
2008- Income and Sales tax training certificates.
2009 IELTS International English System Language Testing 5.5
2010 Certificate in legal aspects of HR Management.
2012: Human resources coordination course MSF Spain, Barcelona
2012: field Team management course in Amman, MSF USA
2012: Field Team management course in Barcelona, MSF Spain
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2013 / 2014/ 2015: Participate to the International HR coordination meeting held in Barcelona.
Discussion and elaboration of HR regional and international strategic vision in Middle East, diversity
of the team and HR management updates. Sharing expriences from different countries.

REFERENCES are available upon request

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