HR Business Partner
Muntazah Holding Co- Grocery Retail Division and Catering Division
Total years of experience :18 years, 0 Months
Increased retention 26%. Cut lead time for recruiting by 48%. Raised employee effectiveness by 18%, and training participation by 21%.
♦ Directed all Human Resources functions in a 650-employee Grocery Retailing firm. Handled oversight, payroll processing, HR Talent Acquisition, HRIS, talent management, performance management, learning and development, change management, and documentation.
♦ Developed 21 policies, standard operating process and supporting tools. Created a consistent contract template and new 31-page handbook (reduced from 111 pages).
♦ Filled 25 positions within 3 months of hires, meeting deadline to ensure the on-time, fully staffed grand opening of Muntazah Hypermarket in 2018. Matched the right candidates to the right jobs, winning commendation from the CEO for recruiting quality workers.
♦ Increased the percentage of managers, with active positions in the year of 2018 to 90% compared to 80% in 2017, who indicated satisfaction or high satisfaction with the HR hiring support provided, as measured by survey.
♦ Enhanced the percentage of employees from 65% to 85% in 2018 for whom performance reviews have been completed and documented by the target date.
♦ Maximized the percentage of employees from 73% to 81% in 2018 who achieved their annual performance targets.
♦ Improved the percentage of employees at 77% in 2018 who indicated that most of our employees lived the values of our organization most of the time, as measured by survey, compared to 61% in 2016.
♦Achieved internal customer satisfaction levels with HR services at above 87% in 2018 as measured by annual survey, compared to 58% in 2016 and 71% in 2017
♦ Achieved the Saudization Target at 34% (green high in Nitaqat program) in 2018 comparing to 26% in 2017.
♦ Collaborated with the CEO, and proposed installing “Slack”, a hub communication, to all grocery market stores to connect with and share customer feedback. This resulted to sales increase at 12% two months after implementation, and improved customer satisfaction.
Directed and efficiently managed the Human Resources and Administration functions for the contracting and marine services of the company, reported to the Senior Vice-President. Transformed HR from administrative role to strategic business partner, including working with senior management to drive key business and implement performance initiatives. Conducted extensive analysis of existing HR organization and developed business plan to update all policies, procedures, services, programs and operation. Directed human resource functions, including recruiting, hiring practices, benefits and compensation. Developed standardized organization model to clarify authority and responsibilities as well as monitored Nitaqat for the organization, and ensured effective implementation of existing and new Government regulation implemented in Saudi Arabia.
♦ Managed all Human Resources functions in a 2000-employee construction and marine provider service firm. Handled oversight, payroll processing, interviewing, and documentation.
♦ Managed recruitment for 18 key employees. Drove lead time for recruiting process from 68 days to 45 days in one year.
♦ Enhanced incentive structure. Increased sensitive positions retention 21% for the highly-skilled Aramco certified employees.
♦ Exceeded the Saudi Aramco’s contractually mandated Saudization requirement by 6%.
♦ Reduced the absence rate the Saudies’ skilled position from 50% to 23%.
♦Promoted from auditor to the Talent Acquisition team.
♦Full cycle recruitment for Accounting, Auditors, Marketing and HR positions.
♦ Sourced and screened candidates, coordinated all future steps of the process, collected feedback, delivered offers, and closed candidates.
♦ Strategically partnered with hiring managers to kick off new roles including running intake meetings, writing job descriptions, creating the candidate scorecard and interview plan, and developing sourcing plans.
♦ Measured and tracked employee experience through employee surveys.
♦ collaborated with the Director of Audit department along with the Recruitment Manager and implemented the second batch of SOCPA program for Saudis' recent university graduate
♦ Conducted in depth analysis of the HR functions to identify areas of strength and weakness and where improvements may be needed, and to recommend the courses of action to be taken to influence and make necessary organizational changes.
♦ Ensured that the competences are appropriate to the organization's activities, and that the personnel selected as competent are demonstrating those competences through the verification that some forms of evaluation process is in place. As a result, it’s led to updated job responsibilities and definition of responsibilities and authorities, which has a positive impact on employees’ morals and retention.
♦ Reviewed payroll processes and bookkeeping practices to ensure compliance with internal HR information, documentations requirements and the Saudi labor law.
I work with a team of three recruiters focusing in the areas of candidate talent search and placement, process improvement, and manpower planning. I was able to successfully prioritize and close searches against a timeline and demonstrate the ability to hit benchmarks, and metrics with increase at 24% than the last year.
♦Managed all staffing functions (including recruiting, interviewing, selection process and background checks) to meet the organizational needs of the business.
♦ Conducted Job Analysis that involves reviewing positions for job content as well as analyzing positions and overseeing job evaluations, which includes determining the schedule for jobs to be reviewed; requesting information for each position; collaborated with the compensation specialist for assigning an appropriate salary grade and publishing the results to the HR Manager for a review.
♦ Collaborated with leaders and employees and where necessary legal counsel, to research and resolve various employment-related issues in a manner that is consistent with the Company policies and practices and local Saudi labor law.
♦ Conducted on board training to 120 new employees who joined the organization in order to prepare them to become fully engaged and productive member of organization from day one, as well as developed the operating procedures to be used in this process.
♦ Demonstrated automobiles by explaining characteristics, capabilities, and features; taking drives; explaining warranties and services.
♦ Followed up with customers regarding their request, and after they’ve visited the showroom.
♦ Determined charges for services requested, collect deposits or payments, or arrange for billing
I was assigned to work in the Payroll Department. Some of the key responsibilities I was performing were updating and maintaining payroll records for Saudi Nationals, maintaining leave and overtime reports, calculating and processing of termination payments and reconciling payroll related general ledger accounts. All of the above responsibilities was instructed and under the supervision from my supervisor and payroll officer
The MBA program at JWU the fourth largest in New England (behind only Harvard, BU and MIT. The program has been developed and updated in collaboration with leading companies, their professionally focused curriculum includes real-world projects and challenges so we would gain experience — what employers value the most. In addition, the faculty experts are leaders in the industry they teach. They know what it takes to achieve success in their respective fields and share their insights with you. In the program, I have learned effective approaches for keeping an organization of any size competitive by strategizing and planning for a company’s personnel needs. I would then create effective policies and programs to attract and retain the best talent.
This course was the preparation course before I started the MBA program. I was awarded by my professors in couple of classes and levels. My strong skills in speaking and reading was recognized through the instructors, which resulted me to participate at different volunteers jobs at the University. Also, I was recommended by my instructors to the University to participate at my events that took place on and off campus.
A team leader of a big project called, Society Organized Against Racism (SOAR), consisted of 12 students, has led to the recognition as an undergraduate student organization at my University, JWU. I was awarded the prize for the capstone course and was placed No#2 in the project.