HR manager
bechtel
مجموع سنوات الخبرة :13 years, 0 أشهر
. Design and develop HR strategy and functions and monitor the implementations
. Develop and lead HR strategy to match market condition emerge from 2020 and 2030 vision, and match IKTIVA requirement.
. Develops HR strategy that ensures compliance with Al-Kifah’s Vision, Mission and Values, internal and auditing standards, adherence to operational policies and procedures., as well as synergy with Al-Kifah’s business objectives and risk management.
· Benchmarks internal performance against external indicators and applies best practice to the business.
· Defines and prioritizes HR policy and process improvement, and manages key HR processes from end-to-end to ensure that they add value to the business.
· Drives opportunities to integrate, standardize and simplify systems and processes.
. Create strong and clear career path for a specific entry level jobs for talented employees to enhance retention and employee satisfactions (engagements).
. Develop effective induction programs.
. Conduct performance management system and ensure that organization performance is at least stable and identify the area of improvements.
. Develop a training programs that align with career path and PM systems.
. Provide a critical support by affording recommendation for managers to solve any issue with employees or HR issues.
. Monitor and review the progress of trainees through questionnaires and discussions with managers.
. Work as a point of changes to help other departments achieve their targets.
. Work align with other departments to solve any issue that related with HR functions.
. Design and develop Saudizaion module to achieve Netaqat requirements to enhance company capabilities to obtain multi visas for many job categories from MOL.
. Work align with L&D manager to develop many induction modules for many kind of jobs to help new hiring involved with rotation period and make them ready to occupy and handle assigned job.
· Work align with all departments heads to conduct a precise and clear job description and align it with Group yearly objectives.
Enhance all senior management in estimating and planning their talent pipeline needs along with the business strategy
Accountable for understanding the business needs and provide professional HR constantly to clients.
Dealing with grievances and implementing disciplinary procedures to reduce absenteeism and inanimate.
Ensure that HR requirements are provided for each clients to help them implement their strategy.
Implement employee performance management and analyses by using 360 feedback degree.
Ensures compliance with organizational policies, procedures and quality standards to enhance safety, health and industrial relation.
Prepare the required management reports to support functions and ensure they aligned with their objectives.
Work with clients on development of their HR strategy requirements.
Advise the clients on multiple options available to them to resolve their HR concerns.
Developing and updating as necessary the Organization Chart, updating job requirements and job descriptions for all positions.
Establish a selection process for recruitment, coaching managers to ensure fair and objective selection. Identifying and attracting key people that will create a competitive advantage through effective means of recruitment and induction.
Maintains a pay plan by conducting periodic pay surveys; scheduling and conducting job evaluations; preparing pay budgets; monitoring and scheduling individual pay actions; recommending, planning, and implementing pay structure revisions.
Manages/support current staff to meet the changing needs through effective performance management and development addressing under performers.
Assist managers in identifying individual training needs through performance and development reviews and provide advice on appropriate training solutions and individual training plans for their staff. And work closely with all manager to prepare a sold orientation program.
Administer performance review program to ensure effectiveness, compliance and equity within the organization.
Rewrite and review the whole job discerptions quarterly to ensure that all employees are in a right spot and we benefit their abilities, and work closely with HSE to ensure that all job discerption are safe for all employee.
Develop and supervise the implementation of human resource activity shush as not limited to recruitment and selection, ordination, training employees and develop retention strategy.
Implement annual employee engagement process to identify the employee satisfaction.
Ensures legal compliance by monitoring and implementing applicable human resource requirements; conducting investigations; maintaining records; representing the company at employment tribunal hearings.
Support the hiring manager to implement all recruitment process from job request creation till the final stage.
Enhance all senior management in estimating and planning their talent pipeline needs along with the business strategy
Provides professional advice on all HR systematic issues to clients.
Maintains recruitment plans as per the yearly set manpower budget.
Developing and implementing policies on issues like working conditions, performance management, equal opportunities, disciplinary procedures and absence management.
Work with clients in terms of HR technology & operation development to solve their issues or obstacles that may face in future.
Actively reviewing HR client’s requirements to provide high quality services in future.
Maintains historical human resource records by designing a filing and retrieval system; keeping past and current records.
Maintains human resource staff by recruiting, selecting, orienting, and training employees.
Manage benefit programs such as health & wellbeing, absence management (recommendations to reduce absenteeism and turnover).
-Provide HR guidance to Support Functions team to enable managers to meet and exceed department objectives
-Ensure alignment of support functions’ HR strategies and policies with central HR policies, and liaise with corporate core functions on issues relevant to the different areas
-Provide HR support and solution to support functions from an HR perspective that includes talent and training requirements.
-Provide HR support to all support functions (HR, Finance, IT, Procurement, HSE, Legal, Corp Communications, Internal Audit, Strategy and Growth, Technology &Innovation) on the company’s policies, processes and procedures.
- act as change agent to promote the orgnaztion to the next level.
Direct the development program of graduate engineers at their first year of employment by mentoring their professional graduate training plan with their managers and implement monthly work performance appraisals to identify their weaknesses.
Administer training needs by work closely with all heads after reviewing all job performance appraisal.
Ensure that all employee files are ideal and matching the company policy and local law.
Implement KPIs metrics to evaluate and review human capital value added, training programs efficiency, cost per employee and recruitment efficiency to identify the weaknesses area and improve organizational capabilities.
Assist with day to day operations of the HR functions and duties.
Work with the hiring manager to ensure that all the candidates are meet the company requirements.
Manage human resources records by recording new hires, transfers, terminations, changes in job classifications, merit increases; tracking vacation, sick leave time.
Be the first point of contact for all HR-related queries.
All administration related with GR coordinator.
Coordination and management of payroll, ensuring that the correct information is exchanged with finance, ensuring all staff are paid accurately and on time.
Conducts weekly meetings with respective business units.
Consults with line management, providing HR guidance when appropriate.
Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies.
Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations.
Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required.
Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions).
Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
Provides HR policy guidance and interpretation.
Develops contract terms for new hires, promotions and transfers.
Assists international employees with expatriate assignments and related HR matters.
Provides guidance and input on business unit restructures, workforce planning and succession planning.
Identifies training needs for business units and individual executive coaching needs.
Participates in evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met.
Accomplishments:
Worked with a team and we have made manpower planning recruitment for 3 years.
I was serving approximately 15 employees per day in terms of HR services.
Coordinator for two-year training program for a 50 workers.
I worked with Oracle company specialist and we developed Alkhorayef HRIS and we enhanced HR technology of the company.
Develop retention policy and reduced employee turnover rate in the workplace by 70 % and in contrast we raised loyalty.
I got promoted to be Human Resources Specialist.
Work with accounting and audit stuff and we obtained the Iso certificate.
This program of study encompasses staffing, training and development, compensation management, labour relations, unions, managing diversity, and workplace health and safety. I learned how to develop procedures for analyzing jobs and identifying job applicants best matched with the job requirements, conduct the recruitment process, select the best candidate, train and motivate employees, operate in a workplace with a union and collective agreement, manage compensation and benefits and deal with organizational change.
