Mohammed Al-Kridis

Selected Accomplishments:
• Successfully prepared / organized annual Manpower Budget for departmental review and updated to the final approval stage. Key person to liaise with departments and prepare spreadsheet with relevant costing data and advice on the final approved budget.
• Prepared and updated HR manpower budget for Exploration department using Hyperion software.
• Played a key role in various HR development project - ETGAN covering improvisation EVP, Sourcing, Recruitment, On-Boarding Process and Employer Branding.
• Recruited resourceful candidates from local and also International market from junior level up to executive level and for various categories such as Technicians and Engineers.
• Reviewed and amended the Recruitment Section’s Policy and Procedures; and redrew the Recruitment processes to be aligned with the current practices.
• Drafted contracts articles and recruitment agreement in line with the Company’s policy and vendor limits to be finally reviewed and approved by the legal department.
• Successfully facilitated the recruitment and onboarding process for the company for Saudi Nationals. Drew strategies to for retention of Saudi Nationals to meet the company Saudization targets.

Key Responsibilities:

Recruitment Operations
• Design and implement overall recruiting strategy, procedures and funnels - Manage and organize all hiring processes from start-to-finish - recruiting candidates, assessing resumes, interviewing, hiring, and onboarding all new employees.
• Develop and update job descriptions and job specifications.
• Source CV’s through ICIMS, Gulftalent, Infomine, LinkedIn, Bay.com, LinkedIn, Monster, Zoominfo and jobs for mine.
• Perform job and task analysis to document job requirements and objectives.
• Assist in developing solid job specifications, competitive compensation packages, and assessed processes for candidate identification and tracking.
• Negotiate offers with experienced staff: senior engineers and projects managers; and represent the Company in the best way and image to end up with a win/win outcome.
• Filter CVs from various sources: job e-mails, job portals and classify them according to categories for future reference and need.
• Monitor the job market and prepare analyses and summaries of the main job market movements.
• Develop a pool of qualified candidates in advance of need.
• Among other potential recruiting and hiring measurements, collect data on cost-per-hire, time to hire, the impact of a continuous improvement process on cost savings, and improvement of work processes in the time taken or steps involved.

Continued from previous section

Key Responsibilities:
HR Operations / Policies
• Facilitate the development of a comprehensive diversity plan in support of corporate strategic goals and presented to the senior leadership team.
• Handle confidential employee information, i.e., employee compensation, employee performance issues and benefits data.
• Work with senior management to create HR policies and procedures; recruit employees; and develop orientation, training and incentive programs.
• Study employee manual covering issues including disciplinary procedures, code of conduct and benefits information.
• Efficiently collaborate with other departments to identify human resource needs.
• Ensure consistency, transparency and accountability regarding HR matters.
• Develop and implement short and long term goals and objectives for HR department

Continued from previous section

Key Responsibilities:
Performance Management
• Communicating an organization’s mission and values to its customers and employees.
• Clearly defining the work expectations and communicating to everyone for ensuring success in the achievement of business goals and facilitating an overall performance improvement.
• Keeping the employees informed about their progress towards the achievement of goals and suggesting corrective actions for non-achievement of performance.
• Establishing a shared belief amongst the employees regarding the importance of continuous improvement in performance.

Continued from previous section

Key Responsibilities:
Employee Engagement
• Strategize and develop an effective employee engagement approach, initiatives, programs and practices that enhance and enrich the culture of company, working with cross-functional teams.
• Lead and manage the full employee engagement program through the complete life cycle from requirements and planning to rollout. This includes employee engagement definition, project scheduling, budgeting, resource planning, managing stakeholders.

Talent Management
• Align talent management solutions with Business/Function Heads and support them in planning and reviews.
• Strategizing and Leading all people development interventions for the organization which will include selection, coaching, individual development planning, talent review, succession planning and executive development programs

Selected Accomplishments:
• Successfully developed the organizational structure with job descriptions of each job listed of HUTA Hegerfeld AGI Saudi Branch and HUTA Company for Marine business. The same was approved by the chairman and also implemented.
• Established as the first company for successfully forming the labor committee required by the Ministry of Labour for purpose of voting for companies with workers over 100 person. This set-up was communicated by Ministry of Labor and followed by other companies.
• Played a key role in recruiting more than 300 trainees who finished their training as per agreements with Human Resource Department, Chamber of Commerce, and Labor Office in Jeddah. Achieved a ratio of 97% of continued workers who successfully completed the training.
• Initiated the system of preparation of trainee salary for two years and accounting overtime working hours. In
• Selected to evaluate the courses for all departments and discuss on the format of training. \{Internal / External / During Work Hours\}
• Successfully managed the Recruitment and Training department for more than 10 months.

Key Responsibilities:

Learning & Development Management
• Provide direction and development of leadership development programs within the business; ensure that programs meet deadlines and are completed within the allocated budgets in co-ordination with Learning Development Team.
• Direct the training and development processes ensuring all new hires receive high-quality orientation and on-boarding experiences in order to maintain a high employee performance level.
• Drive the development of programs that incorporate overall business objectives and meet the business’s financial goals.

Trainings Management
• Responsible for communicating the mission / vision of the company`s training systems and ensure that these goals are transferred in to the work of employees; Responsible for the quality of training and for the transparency of all operations of training and oversee the completion of essential tasks.
• Ensure that the process of needs analysis, negotiating trainings with managers, delivering, evaluating and follow-up of trainings in the company.
• Lead the training / development programs for new recruits and existing employees.
• Develop effective behavioral and technical training programs in collaboration with the organization departments.
• Develop evaluation techniques to assess the effectiveness of training programs; prepared requisite reports and presented the same to management for review.
• Recruit trainers and monitor their performances and of the employees on the receiving end of training sessions.

Selected Accomplishments:
• Successfully achieved the Saudization ratio required from the company for labour office.
• Filled the vacant jobs in the company by effective co-ordination of internal and external recruitment for personal interviews.
• Selected to conduct few tasks about personnel and relations with the Government.


Started career with Asda`a Institute as Personnel Affairs Specialist from August 2005 - April 2006