Organizational Development Specialist
Medgulf
مجموع سنوات الخبرة :2 years, 2 أشهر
Organizational Development Specialist, MEDGULF. Riyadh, Feb. 2017 - Jan. 2019
Key responsibilities:
• Support in the assessment of the grading and salary structure against the job market to ensure the right functions and roles are occupied by the right candidates and ready to support the business needs.
• Conducts job evaluation with the concerned stakeholders in order to identify the content of the job description in terms of accountabilities, responsibilities, qualifications, etc. and ensure the same is in line with the organization structure and needs of the function.
• Participates in the evaluation and review of all the organization’s organization structure and operating model according to recognized structure review systems to establish a fair practice upon the need of the concerned Division Chief.
• Review, create, and update Job Descriptions in a timely manner and as per the need of the organization.
• Carry out end-to-end performance management cycle in alignment with the corporate objectives
• Conduct workshops to walk the employees through the performance cycle, setting the goals, objectives, and KPIs, and help facilitate any needs.
• Follow-up with line managers to ensure that the performance cycle is running smoothly and avoid any possible delays.
• Review annual appraisals and ensure that the data is aligned with the corporate performance results
• Prepare annual reviews on increments, bonuses, and other rewards to ensure a performance oriented culture.
• Ensure that the reward recommendations are aligned with the performance results and reflects upon the compensation philosophy of MEDGULF.
Achievements:
• Participated in developing HR-OD policies & procedures I.e. PMS, restructure, job evaluation and promotion procedures.
• Participated in developing HRD and Admin Affairs KPIs and measurements.
• Participated in developing across organisational core and technical competency framework including gathering data from managers and developing levels of proficiency levels to support based competencies PMS.
• Participated in developing Organizational Paradigm (standard), include: job classifications and job levelling, core skills levels, Organizational duties & responsibilities, working actions, years of experience, required academic degrees and professional certificates for each existing position.
• Created and evaluated job descriptions for new positions, updating job descriptions and re-evaluation of vacant positions to close pay equity gaps/variations through Hay method and broad banded salary structure.
• Designed and delivered learning sessions for setting and cascading objectives, semi-annual reviews, evaluation/appraisals and ratings for HR and other divisions.
• Reviewed appraisals alignment to org objectives. Also, closed a compliant rating and prepared costing for annual bonus and requested salary increments.
Organizational Development Analyst: Tawuniya, Riyadh, Sep 2015 - Oct 2016.
Key Responsibilities:
• Continuous benchmarking of compensation and benefits against market and competitors. Research and evaluate potential HR programmes to identify best practices, success factors, or effectiveness, and to draft business cases for investment in these programmes.
• Identify employee survey providers and recommend purchases or subscriptions, for approval by the Organisational Development manager.
• Coordinate the design of employee surveys with external providers, by translating the organisation's strategic priorities into survey items.
• Recommend action plans and changes to HR programmes to close gaps or address issues or mitigate risks identified through surveys and analysis; submit these changes for approval by the Organisational Development manager.
• Review changes to HR policies to identify implications for employee engagement, performance or productivity and to highlight risks or opportunities.
• Maintain organisation structure charts and governance/authority/delegation matrices for approved organisational changes.
• Prepare organisational change and communication plans, as directed by the Organisational Development manager and in line with business requirements.
• Collate workforce data from departments and HR systems, and use this to prepare workforce analyses, manpower calculations and projections for incorporation to strategic workforce plans Monitor specialist media for insights to people management and engagement trends, and escalate these to the -Organisational Development manager for consideration.
• Investigate specific organisational issues, proposed programmes or policies as directed by the Organisational Development manager.
• Clarify and improve job design, career ladders, generic functions, position qualifications and other aspects of organization structures as per established HR Strategies.
Achievements:
• Participated in project of re-structuring Infrastructure Service Division, 5 departments and 140 employees, including job analysis, job design, Hay job evaluations, teams and structure options, organizational layers and salary adjustment cost.
• Participated in a project of building Call Center structure including creating job descriptions, job analysis and Hay evaluation, creating structure and teams, cost benefit analysis to save high cost of lost productivity.
• Contributed in setting and delivering HR - OD Action plan for 2016 and close it’s projects on time including development on policies, carrying out restructures, completing missing JDs, developing and implementing PMS.
• Participated in Payroll & Contracting processes re- engineering project that reduced manpower cost, workload and processing time.
• Assessed reward eligibility that reduced 1 Million SR hidden cost in allowance spending every 3 years.
• Written Rewards - Compensations Policies & Procedures writing including: policy, procedure, process, calculation formula and KPIs.
• PMS development for result-based performance including projectized process, fairer rating and rewarding exceptional performers against proven results.
• Designed and delivered PMS learning sessions for setting and cascading annual objectives, semi-annual reviews and evaluations. Also, closed annual rating on time and reviewed objectives and appraisals alignment to org objectives.
• Project Planning of Time Attendance Solution including: cost benefit analysis of two products, impact on culture, engagement and trust, link to HR operations to cut hidden cost. The project was budgeted 750, 000 SR and spent only 350, 000 SR, was approved by board.
CIPD Level 7 advanced awards both in OD and reward management
PGD in HR