Organizational Development Senior Specialist
Saudia Ground Services
Total years of experience :15 years, 8 Months
- Reviewing Job description, job evaluation and suggesting new OD to accommodate new changes and growth.
- Managing, advising and taking action on various high-level personnel matters such as merit increase, promotion and education assistance
- Research, design and develop organization structures based on best practices.
- Identifying the talents development needs based on the job competencies and skills required to manage the tasks/duties effectively.
- Performance Management System from end to end (Performance planning and objective setting, mid-year review and year end performance appraisal)
- Develop the Competences Dictionary (Core, Leadership) for all departments (Technical Competency).
- Drafting salary scales and ensures that they remain competitive with changing market scales.
- Prepare and update the workflow and process for all HR functions and activities.
- Manage employee’s newsletter for internal articles by writing and collecting articles.
- Prepare OD & Training dashboard monthly.
- Develop career development and succession planning that enhance professional development within the organization.
Responsibilities :
- Responsible for continuous quality improvement through the ongoing analysis of information, obtained from a variety of sources, including PMS.
- To Provide a performance management process that leads to a positive and measurable impact on Saudia Cargo objectives
- Uses the knowledge management system to access required information for specific purposes.
- Reporting the barriers to effective performance and resolving those barriers through constant monitoring, coaching and development interventions
- To support in designing appropriate performance training programs
- Collaborates on the design of the information technology infrastructure required to support a state wide performance system
- Develops innovative solutions by integrating and analyzing complex and diverse information sources.
- Follows existing procedures and precedents in determining the correct course of action for routine functional enquiries.
Responsibilities :
Performance Management
- Cascades Department goals to role specific KPIs for Ewaan employees in consultation with the Human Resources Director, ensuring that these are objective and measurable in nature.
- Collaborates with the HR Business Partners for specific Departments to ensure the timely implementation of the Performance Management System in the Departments.
- Manages the entire PMS cycle end-to-end within Ewaan, starting from communicating the launch of the process to ensuring that end-year review and appraisal is done objectively and as per the set timelines.
- Ensures that the PMS system is linked with rewards thereby incentivizing high performance and helping establish a performance-oriented culture within the organization.
- Establishes a link between PMS system and succession planning process at Ewaan, thereby ensuring that the promotions are carried out only for eligible employees as per the performance policies of Ewaan.
Learning and Development
- Conducts training needs analysis to understand the need for different behavioral and technical (competency) training requirements and accordingly develops a list of trainings required by Ewaan, creating the annual training calendar for the organization.
- Ensures smooth execution of the induction process for the new hires (induction training, cubicle allotment, team introduction, joining processes and formalities etc.).
- Studies training records and performance management development plans, lists identified training needs and conducts gap analysis to suggest training courses and programs.
- Delivers and arranges to deliver training sessions through external vendors to participants through innovative techniques and using best practices
- Uses metrics to measure training effectiveness of programs, makes improvements and follows up with managers and colleagues in regards to training feedback and adherence to assigned development program.
Supervised Recruitment, Payroll and Employee Relation
Responsibilities :
Recruitment
- Supports the entire recruitment process end-to-end to enable selection of quality talent for vacant positions within defined timelines (including conducting reference checks and being a part of the interviewing panel).
- Coordinates with the marketing department to design the advertisements using the best tools in order to advertise the vacant positions.
- Assists in performing initial screening of résumés after comparing it with requirements provided and recommends viable candidates to the line managers.
- Undertakes pre-employment checks in line with Taajeer’s policies and procedures and finalizes job offer after confirming with business manager.
- Maintains resume database of the candidates and manages the recruitment to ensure up to date information of recruitment activities.
- Provides strategic direction and leadership to the Recruitment Officer, ensuring the team is engaged and performing at the highest level.
- Participates in the design of the assessment process with the General Manager - Human Resources and ensures its implementation.
- Monitors and drives the Recruitment metrics: Cost per hire, agency utilization, time to accept, time to present, time from presentation, cost avoidance and pipeline creation.
- Ensures that necessary tools are in place and train team in deployment of the tools (external job boards, data-mining of electronic talent pool).
Payroll
- Processes salary and benefits entitlements and ensures authorization of monthly payroll as per established policies and procedures.
- Facilitates all salary and benefit requests such as salary certificate, annual leave ticket, education allowance claims and other colleague entitlements (such as business trips tickets etc).
- Calculates payments, deductions, overtime and maintains all staff records.
- Ensures that the employee insurance and GOSI requirements are processes accurately and regularly for each employee.
- Follows-up and ensures EOSB (End of Services Benefits) are granted to leaving employees and that they return loans, pending expenses, and other items (e.g. company laptop) to Taajeer.
- Coordinates between finance, human resources, administration and other departments to ensure proper flow and maintenance of employee data.
- Calculates bonus pay-outs based on the performance rating for the company and processes the same accurately and timely.
- Accepts and resolves employee queries relating to payroll and benefits payments.
- Provides information to internal and external auditors’ queries and provides clarifications on policies and processes.
Employee Relations
- Acts as the first line of contact in Human Resources for any employee relations’ issues involving employees across all levels of management within a department for the company and its affiliates.
- Ensures that the stakeholders are always informed of any sensitive employee relations’ issues that arise as appropriate.
- Supports, develops and coaches people managers to manage employee issues using Taajeer policies, procedures and best practice, ideally resolving issues where possible informally
- Provide support to employees in various HR related topics such as leaves, compensation etc. and resolve issues and problems
- Assist in development and implementation of human resource policies
- Maintain employee files and records in electronic and paper form
- Maintains company organization charts and the employee directory.
- Maintains human resource information system records and compiles reports from the database.
- Maintaining records of employee's movement in GOSI.
- Medical Insurance officer.
- Governmental relation officer.