Abdulrahman Aldhabaan

Building the learning and development strategy.
• Design and execute strategic communication strategy to enable change plan.
• Prepare and recommend training and development budget and monitor training costs versus the budget.
• Prepare and recommend training and development policy and procedures and manage implementation to ensure
all relevant procedural requirements are fulfilled.
• Manage training and development activities within the approved budget and in line with the HR policy and
procedures to ensure activities and plans are cost efficient, effective and satisfy the company’s identified training
and development requirements.
• Developing and facilitating management development programs.
• Liaise with third parties and monitor training development and new courses based on the company’s needs to
enable the incorporation of innovations into training programs.
• Managing LMS and E-learning venues to support clients with the most recent learning technologies.
• Work in collaboration with the Centre Managers to ensure learning programs are followed; e.g.: Induction,
Career Development Plans and Reviews.
• Collaborate with HR to ensure that outstanding performance is recognized and rewarded with the incentive and
bonus scheme.
• Evaluate all development activity to provide reports to demonstrate activity and impact on business results.
• Developing and Conducting TNAs for all employees.
• Working closely with line managers for identifying potential key roles / jobs to determine need of successors,
and identify current incumbents in key positions.
• Work closely with line managers to identify and approve high potential candidates who will go through the
succession planning program, based on experience and competencies.
• Building and reviewing Personal Development Plans (PDPs)
• Manage all the training and development activities through 11 Job Placement Centers.
• Make a good lead of a high performance direction within the centers.

Support and work closely with the Chamber of Commerce Executive and Senior Management Team on the
development and delivery of local initiatives /solutions to drive best practice across HR and Performance.
• Evaluate all HR development activity to provide reports to demonstrate activity and impact on business
results.
• Work in collaboration with the departments Managers to ensure learning programs are followed; e.g.:
Induction, Career Development Plans and Reviews.
• Collaborate with Finance to ensure that outstanding performance is recognized and rewarded with the
incentive and bonus scheme.
• Develop and manage personal progression plans and personal development records for all employees; design
and implement observation and appraisal systems.
• Lead and direct the Human Resource Team to deliver a comprehensive HR service to the business Employee
Relations: Managing absence, disciplinary, grievances, sickness etc.
• Supporting Payroll function
• Managing the New Starter and On-boarding Process: Issuance of new staff contracts and offer letters
• Managing the Visa and Iqama Process for Expat staff
• Measure employee satisfaction and identify areas that require improvement
• Performance Management: coaching managers on performance management issues and processes
• Training: providing guidance on development for managers and their teams
• Training: Implementing the training and development agenda; identify areas that need attention and
• improvement.
• Recruitment & retention: managing talent and succession planning; taking overall responsibility for
recruitment activity and campaigns
• Reward advise and support employees on organization benefits
• Policy & procedures implementation of new HR policies, procedures and processes
• Ensure all company policies and procedures are up to date in line with current employment law.
• Ensure line managers are up to date with changes to any policies.
• Deal with complex disciplinary/grievance and HR issues, using HR and company knowledge evidencing
• appropriate decision making skills
• Managing priorities between day to day business and specific projects
• Carrying out career days with external organizations for recruitment activities.
• Responsible for public relations with HRDF, GOSI, International and national Training Centers.

1- To build pool of job ready job seekers in line with Company Targets.

2- Identify job seekers strengths and challenges and allocate to appropriate program.

3- Diagnose and sign post specialist support required for jobseekers.
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4- Create individual action plans for job seekers with SMART objectives and targets.

5- Understand job seeker barriers and build motivation levels to drive their on-going progress.

6- Support job seekers to achieve their personal targets. Skills match job seekers with current job vacancies.

7- Achieve company set targets for job starts and sustained employment.
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8- Support job seekers through initial period of employment to promote sustained job outcomes.

Teaching students aged 7-12