HR Operations Director
Jeddah Airports Company
Total years of experience :21 years, 0 Months
Job Summary:
Plan, lead, direct, develop, and coordinate the policies, activities, and staff of the Human Resource (HR) department, ensuring legal compliance and implementation of the organizations mission and talent strategy.
Responsibilities:
1. Recruits, interviews, hires, and trains new staff in the department.
2. Oversees the daily workflow of the department.
3. Provides constructive and timely performance evaluations.
4. Handles discipline and termination of employees in accordance with company policy.
5. Collaborates with senior leadership to understand the organizations goals and strategy related to staffing, recruiting, and retention.
6. Plans, leads, develops, coordinates, and implements policies, processes, training, initiatives, and surveys to support the organizations human resource compliance and strategy needs.
7. Administers or oversees the administration of human resource programs including, but not limited to, compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and morale; occupational health and safety; and training and development.
8. Identifies staffing and recruiting needs; develops and executes best practices for hiring and talent management.
9. Conducts research and analysis of organizational trends including review of reports and metrics from the organizations human resource information system (HRIS) or talent management system.
10. Monitors and ensures the organizations compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews and modifies policies and practices to maintain compliance.
11. Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; applies this knowledge to communicate changes in policy, practice, and resources to upper management.
12. Develops and implements departmental budget.
13. Facilitates professional development, training, and certification activities for HR staff.
14. Performs other duties as required.
Supervise the HR department as the primary leader of HR operations, in the meantime assigned to be leading the whole HR
functions with full supervision on HR functions and units. Functioned as a strategic business advisor to the executive/senior
management and the launch of the HR Management departments. Set expectations with departments across the hire-to-retire
lifecycle on the nature, quality, and terms of services provided by HR. Worked with functions responsible for internal and
external communication to promote JEDCO’s employer branding. Supported the team in the analysis of HR data. Integrated
compensation & benefits into HR policies, resolved employee queries/issues related to compensation & benefits, and prepared
and submitted regular reports on compensation & benefits to the accounting division.
HR Strategy Planning
• Develop, articulate and guide the implementation of the HR strategy to leverage the human capital of the organization for achieving strategic and business objectives within the set KPIs, agreed budget and organizational policies and procedures.
• Lead the development of HR strategy in line with the business strategy and objectives, review and assess the strategy periodically to assess the alignment and drive course correction, if required.
• Develop execution plan for short- and long-term growth with a focus on HR & business strategy alignment, leadership talent assessment & development, leadership coaching, workforce planning, and employee safety, welfare and wellness.
HR Operations Management
• Lead overall HR operations including recruitment, on-boarding, contracts, employee relations, payroll, termination/ resignation, employee transfers, benefits, compensation, training & development, etc.
• Direct recruitment, performance appraisals and change management to generate streamlined, efficient operations and achieve organizational objectives.
• Render proactive, accurate and relevant operational professional HR advice in accordance with organizational values, best HR practice and employment law.
HR Budgeting
• Lead the annual budgeting cycle and process for the HR directorate; ensure proper utilization of all the resources to achieve the directorate’s objectives and goals.
• Oversee, manage and control departmental expenditure within agreed budgets and report progress made and challenges encountered to the CEO.
• Investigate and propose effective strategies for positive financial impact for the directorate/department and mitigate financial and operational risks.
• Ensure that compensation & benefits are integrated into HR policies, resolve all employee queries/ issues related to compensation & benefits, prepare and submit regular reports on compensation & benefits to the accounting division.
• Develop SANS' grading structure, compensation and benefits structure, variable compensation schedules, and incentive bonus programs in line with local labor laws, market trends and benchmarks.
Manpower Planning
• Guide and assist directorate/department heads on manpower planning policies, procedures and processes; resolve related concerns and advise on key issues.
• Conduct ongoing supply and demand analysis on current and future state staffing needs, accordingly develop and maintain the manpower plan in coordination with Department Heads/directorates.
• Monitor the implementation of manpower planning model across SANS’ directorates/departments.
Talent Acquisition & Management
• Design, develop and execute full-cycle recruitment plans and talent sourcing strategies to attract, select and recruit potential talents that will further drive the achievement of staffing goals as well as overall business objectives.
• Build a robust talent pipeline to meet the future needs of the company by identifying, developing and stretching talent.
• Develop innovative sourcing strategies and procedures and ensure that there is a consistent and positive candidate experience, thereby increasing the prospects of acquisition and retention of talent for the business.
Liaison and Coordination
• Direct the team to handle government relation activities including residential permit (Iqama) issuance and renewal.
• Monitor and ensure that all expat employees hold valid work visas and permits; guide team in handling re-entry permits and final visa processing.
• Coordinate with insurance companies for all staff insurance policies and related queries.
Policies, Processes and Procedures
• Develop/implement department’s policies/controls so that all relevant procedural/legislative requirements are fulfilled.
• Lead the change management through continuous improvement of department’s systems and processes considering industry best practices, latest HR trends, changes in technology, business environment, etc.
• Develop KPIs for the team to drive improvement in the performance, ensuring that all jobs have clear KPIs and all systems are updated with the function KPIs.
• Innovate dynamic policies, programs, and initiatives to optimize employee morale and boost retention and satisfaction while providing ongoing advisement and feedback to senior management teams.
Performance Management
• Build a high-performance culture and create a positive emotional connection in the department to deliver greater flexible effort in their work.
• Provide direction and review all aspects of the employee performance management framework design, and guide the team in deploying the finalized performance management framework.
• Ensure the execution of semi-annual and annual performance appraisals, resolve employee grievances regarding appraisals and lead employee development initiatives and training to develop employees for bigger roles.
Training and Development
• Guide the team to develop employee coaching and counseling process and ensure employee assessments are conducted against a set of competencies, and based on feedback received from multiple sources.
• Assist the team in developing SANS' Training Needs Analysis (TNA) for each of SANS’ directorate/department and direct team to develop training plan and budget on the basis of the needs assessment.
• Identify training needs of various departments, accordingly develop training plans and conduct trainings to achieve the company’s performance standards and enhance the effectiveness of the organization.
• Organized office operations, developed policies, procedures, established standards, updated organizational memberships and controlled correspondences.
• Managed day-to-day office administration activities including managing the inventory of office supplies, renewal of contracts and licenses, facilitating meeting arrangements, bookings, air ticket purchases as well as maintaining records.
• Reviewed the sector’s contracts, reviewed and approved supply requisitions, and managed supplier payments.
• Managed office budget for supplies and identified ways to decrease monthly costs of office supplies.
• Participated in the committees concerned with transferring Prince Mohammad Bin Abdulaziz International Airport (Medina Airport) employees to the investor as well as in committees concerned with relocating the headquarters of GACA to the city of Riyadh.
• Coordinated with the SANS Executive Committee for the transformation of SANS employees from GACA to the newly corporatized company.
• Participated in setting up policies and procedures for transferring employees of the sectors targeted in privatization (Riyadh airports and air navigation services) to the new work teams of companies.
• Participated in committees concerned with labor issues; handled all labor issues, ensuring complete employee satisfaction.
• Provided office services by implementing administrative systems, procedures & policies, resolved administrative issues by analyzing data and identifying solutions, and followed up on the progression of pending matters.
• Prepared financial statements, reports, memos, invoices letters as well as other documents; filed and retrieved corporate records, documents and reports.
• Provided orientation to employees on the rules, regulations, vision and mission of the company and complete job details.
• Assisted in the recruitment process by identifying qualified candidates, scheduling interviews, conducting reference checks and issuing employment contracts.
• Conducted and administered on-the-job training programs in coordination with training providers, evaluated their effectiveness and maintained detailed records of all training and development programs in the organization.
• Arranged files and complete documentation of all employees in the company including personnel transactions, insurance coverage, and pension plans.
• Handled compensation and benefits of the employee, evaluated employee progress and ensured disciplinary actions.
• Reviewed employee performance to determine their strength & weaknesses, and accordingly arranged trainings for them.
• Coordinated with the GACA executive Committee for the transformation of GACA employees from the Civil Service System to work and labor laws including mapping the old salary structure with the newly approved structure and release offers and contracts with zero impact on employees benefits.
• Worked with the Ministry of Civil Service to record the data of employees (career progression) transferred from program 105 to the Social insurance scale after receiving the approval of the Ministry of Finance for the transfer of employees.
• Proficiently transferred all 6400 employees of the Authority to the new work team of the General Authority of Civil Aviation, which is subject to the Labor laws and Social Security.
• Automated the entire process which resulted in minimal employee disputes due to the quality invested in the mapping process and utilization of automation to fulfill the objective.
• Oversaw and managed the transactional service delivery of operational support functions within the HR Systems department, ensuring the complex inter-dependencies are maintained.
• Oversaw the externally contracted services as part of the ‘HR Systems and Payroll - Operations and Projects’ department, ensuring high levels of efficiency.
• Provided technical and operational support for the technology and systems deployed by HR Systems to support the business delivery.
• Administered medical insurance contracts and prepared and maintained medical insurance documents for the employees.
• Opened and managed the Authority’s accounts at the general organization for social insurance.
• Supervised the implementation of the Oracle ERP system as well as reviewed and amended HR procedures to correspond with the new ERP system.
• Supervised the launch of the employee services mobile application.
• Deftly participated in setting up the General Authority of Civil Aviation's policies regarding the job chains (career span) for all approved jobs.
• Excelled as Career Development Specialist and prepared the career path plans and job descriptions for all the technical and authorized jobs
• Worked with Hi Group to form job descriptions for all jobs in the Authority.
• Reviewed the rank for each job according to the approved parameters in line with the set objective.
• Worked in tandem with the Ministry of Civil Service on reviewing and re-housing the employees of program 105 on the insurance scale.
• Oversaw automation & transition of the information of employees to the automated system.
• Participated in transfer of employees’ data (career progression) to the Ministry of Civil Service.
• Proficiently worked with Bozalan Company to design the new organizational structure for the General Authority of Civil Aviation.
• Responsible for housing and transferring employees to the new organizational structure, according to the approved standards and steps.
• Participated in creating the approved mechanism for transferring the employees of the General Authority of Civil Aviation and the employees of program 105 to the salary scale of the General Organization for Social Insurance.
• Oversaw and managed accommodation and transferring 6000 employees to the new organizational structure, according to the authorized standards and regulations.
• Engaged in the committee that is specialized in the objections raised by the employees after the housing process based on the salary scale of the institution.