Organizational Development Director
Saudi Sport Authority
Total years of experience :21 years, 7 months
A- Development and implementation of human resources strategy
B- Planning and Managing Annual Human Resources Budget (manpower requirements)
C- Review and update organizational structure according to organizational variables
D- Review and update job description cards
E- Review and update window frames
F- Review and update human resources policies and procedures
G- Development and modernization of human resources systems
H- Manage the performance appraisal system in coordination with all departments in the Authority
I- Design career path plans
J- Manage the promotion process annually
Click to edit position description- Develop, Design and implement HR strategies, plans, policies, systems, and procedures to support business objectives.
- Attract, develop and retain best local and international professional talent.
- Forecasts, analysis, and plans manpower requirments.
- Establish contracts with local executive search and international recruitment agencies for the recruitment of qualified professionals.
- Prepare and implement reward strategy including compensation and benefits pakages.
- Ensure effective management of employee relations activities.
- Assist HR training and development to identify training and development needsto meet manpower and career development intiiatives and implement the requisite training plans.
- Maintain career development and succession planning programs.
- In coordination with business managers and senior management to develop retention plans and incentives and sales commission schemes.
Manage, mentor and coach HR teams in the implementation and sustainability of the company's performance and organization goals and values.
- Maintain effective working relationship with all internal and external related parties.
A- Provide professional consultation in human resources and management in general best practices that support the client in achieving stated goals and objectives. The job is primarily concerned with the strategy, structure, management and operations of an organisation.
B- Developing and maintaining productive collaborative work relationships and assessing and responding to apparent and underlying client needs.
C- Interpret policies and practices in context of the client’s needs and in alignment with the organization’s best interests and advise clients regarding decisions that are impacted by laws, policies, and procedures.
D- Function with a high level of integrity, independence and participate in policy, service, and/or program development.
E- Maintain confidentiality within established parameters.
F- Research, facilitate, negotiate, develop and document innovative solutions to human resources issues tailored to the requirements of the client and the organization.
G- Assigned to one or more specialties, such as: benefits administration; career planning; classification; compensation; employee retention and organizational culture enhancement; employee relations; employment; environment, safety and health; equal employment opportunity; HR Information Systems; international employment; legal compliance; payroll; policy administration; organizational design; staff development; talent management; workforce planning and/or closely related programs.
Provision of assistance in identifying, evaluating, and resolving human relations and work performance problems within the organization to facilitate communication and improve employee human relations skills and work performance. Including:
1- Management of HR strategy & support:
• Constructs an HR Plan in line with the business plan.
• Determine all costs of operation of HR for input into the Organization plan’s financial forecasts.
• Interprets Organization HR policies and procedures and advises on their application and compliance to line management and employees.
• Suggests amendments and improvements to the Human Capital VP on HR policies and procedures, and enacts and distributes them once approved.
2- HR Reporting & Administration:
• Create and maintain secured employee personnel files that reflect all relevant information regarding their employment
• Provide HR reports to the Human Capital VP and relevant management on a monthly basis (or otherwise as directed)
• Manage the engagement of all employees and management including the execution and renewal of contracts
3- Performance Management:
• Ensure all employees and new starters have a position description that accurately reflects their role
• Train all employees in the Performance Management system
• Train all Managers in the Performance management system and administer it accordingly
• Record progress of employees against objectives set
• Review alignment of performance of individuals with learning and development activities and suggest alterations where required
4- Learning & Development:
• Ensure all employee performance programs have appropriate learning & development activities attached
• Regularly conduct training of appropriate staff in areas of human resources such as
Policies and procedures, Safety, Managing performance, Legal requirements of management, and Induction
• Manage the succession planning program.
Build a strong talent pipeline - Clear strategy and pipeline of talent, internally and externally, that are aligned with the mission and core values of CCC. Build positive work environment that promote growth - A positive environment where all staff are happy and committed to the mission, and where there is abundant opportunity for growth. Build effective HR process - Strong process in place that ensures the two successes above can be achieved. Accelerate organization learning - Build systems and processes that help the organization to learn and capture all HR related knowledge.Managing a range of activities related to employee/labor relations and staffing functions. Essential and other important responsibilities and duties may include, but are not limited to, the following:
1- Drive and oversee all employee relations initiatives within the organisation.
2- Lead on the employee relations aspects of proposed changes to the business structure.
3- Contribute to the development of the Human Resource function by developing an ER strategy that is aligned with business needs.
4- Advise and support all parts of the business on employee relations matters to ensure their effective management. Issues include: disciplinaries, grievances and performance issues.
5- Advise and guide on pay related matters: pay reviews, reward projects, changes to pay related terms etc.
6- Keep up to date with current ER legislation and ensure this is updated in the companys Human Resource policies.
7- Manage the employee relations team effectively to ensure objectives are met
Managing all activities related to Human Resources department regarding the contract concluded between CCC and STC to operate (906 Project) including:
1- Administering programs, procedures, and guidelines to help align the workforce with the strategic goals of the company.
2- Assisting in the interviewing and hiring of employee with the appropriate skills, as needed. Moreover, establishing and maintaining contact with external recruitment sources.
3- Leading Human Resource practices and objectives that will provide an employee-oriented; high performance culture that emphasizes empowerment, quality, productivity, and standards; goal attainment, and the recruitment and ongoing development of a superior workforce.
4- Serving as a link between management and employees by handling questions, interpreting and administering contracts and helping resolve work-related problems.
5- Performing difficult staffing duties, including dealing with understaffing, refereeing disputes, firing employees, and administering disciplinary procedures.
6- Preparing and maintaining reports that are necessary to carry out the functions of the Human Resources department.
7- Preparing periodic reports for management, as necessary or requested.
8- Keeping employee records up-to-date by processing employee status changes in a timely manner.
9- Maintaining personnel files in compliance with applicable legal requirements.
A- Personnel Manager:
1- Develop recruitment materials including instructing and reviewing job descriptions and testing tools.
2- Collaborate and consult with other business units on strategic and tactical recruitment plan designed.
3- Building workforce plan (supply and demand)
4- Instruct, review, coordinate, and approve recruitment channels such as universities, institutions, and recruitment agencies.
5- Identify staff vacancies and recruit, interview and select applicants.
6- Plan and conduct new employee orientation to foster positive attitude toward organizational objectives.
7- Analyze and modify compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements.
8- Collaborates with management team to ensure departmental orientation processes are in place and employees receive the appropriate new hire training to successfully perform their job.
B- Home Finance Manager
1. Collecting and analyzing data on the Real Estate Market, competitors, demand and supply, construction costs, etc.
2. Developing and maintaining effective business relationship with many builders, developers, realtors, brokers, as well as individuals.
3. Consulting with customers about their financial situation, financial and personal objectives and lending needs for the purpose of helping them achieve their home ownership goals.
4. Visiting customers outside of the company offices to find out the aspirations for the establishment and continuation of relationships with them which serves as both parties.
5. Partner with Operations teams to ensure the seamless transfer of the loan application in order to provide documents to the Processors and acquire any additional information needed by the Processors and/or Underwriters.
7. Work with Processors/Closers and customers to ensure the timely closing of the customer's loan.
HRDF is a financial support and funding for projects and institutions aiming to qualify, train, and employ Saudi nationals in the private sector.
I had been involved in the following duties:
1- Finding, according to the needs of the labor market, for appropriate training institutes
2- Coordinating with King Fahd National Center for employment and providing them with graduates from training institutes to be included in the (Job Seekers Line).
3- Providing and auditing the attendance and incentives reports for more than 1200 trainees.
* The company is an American company that is active in the military sector and was in Saudi Arabia to provide a technical support to the F-5 program.
* Handling all tasks related to comply with all statutory requirements for non-Saudi employees in accordance with the government Law's and regulations, including preparation & submission of documentation, and timely coordination & follow-up with government regulatory agencies.
