Ali Elias

Duties & Responsibilities

• Developing and ensuring compliance with organization policies and procedures
• Responsible for the company’s Admin & GR departments
• Planning HR and administration activities
• Managing the payroll function
• Running employee relations programs
• Manpower Planning, Recruitment & Staffing
• Performance Management Systems(Performance appraisals, promotions, career path, succession planning….etc.)
• Saudization
• Training & Development

Duties & Responsibilities

• Responsible for creating and constructing a completely new HR structure in the company.
• Administration & Payroll.
• Manpower Planning, Recruitment & Staffing.
• Employee Relations & Saudization.
• Training & Development.
• OD(Organizational Development).

ISUZU MOTORS SAUDI ARABIA CO. LTD. (IMSAC) is located in the 2nd Industrial City in Dammam. It started operations in late 2012 to produce light & medium-duty trucks. ISUZU MOTORS SAUDI ARABIA CO. LTD. (IMSAC) is part of Isuzu Motors Ltd.

Duties & Responsibilities

• Employee Relations.
• Payroll.
• Manpower Planning, Recruitment & Staffing.
• Performance Management Systems(Performance appraisals, promotions, career path, succession planning….etc.).
• Saudization.
• Training & Development.
• OD(Organizational Development).

Completed the following projects:
• Updating company job descriptions by using job analysis and conducting one-on-one interviews.
• Revising and updating company job grades and salary scales.
• Working on career paths and ladders.

Contracting and Construction Enterprises (CCE), is a privately-owned general contracting company, operating in the Arabian Gulf and other countries of the Middle East. CCE is a prequalified contractor by Saudi Aramco for the execution of industrial and infrastructure projects.

Duties & Responsibilities

• Company representative for ARAMCO’s In-Kingdom Total Value Add(IKTVA).
• Company Public Relations representative.
• Responsible for creating and implementing a completely new HR structure in the company.

The departments that have been administered and developed in HR are as follows:

• Administration & Payroll.
• Manpower Planning, Recruitment & Staffing.
• Performance Management Systems.
• Employee Relations.
• Saudization.
• Training & Development.

Gulf Steel Works (GSW) is one of the leading Steel fabricators of PROCESS EQUIPMENT & HEAVY STEEL STRUCTURE for the hydrocarbon processing industries (oil, gas & petrochemicals), Fertilizers, Process Chemical and primary utilities (Power generation & water desalination)

Duties & Responsibilities

Responsible for creating and constructing a completely new HR structure in the company, which includes but is not limited to:

• Salary Structure and Salary Grading system.
• Job Descriptions.
• Performance Management system to facilitate improved employee performance. The PEDP (Performance Evaluation & Development Plan) with the use of KPI (Key Performance Indicators) and KRA (Key Result Areas) are put into practice.

• Recruitment & Staffing: Identifying departmental staffing requirements, agree management structures and succession plans and maintain adequate headcounts in a cost effective and timely manner.

• Saudization. To drive the achievement of agreed Saudization targets within the company to ensure the company’s long-term strategic Saudization objective are met.

National Contracting Company Limited (NCC) is one of the leading contracting companies in the electrical and mechanical works in the Kingdom of Saudi Arabia, the Middle East and Africa. NCC is classified as a Grade-1 contracting company by the Ministry of Public Works and Housing in Saudi Arabia.

Duties & Responsibilities

• Responsible for creating and constructing a completely new HR structure in the company.

• The departments that have been and still are being developed in HR are as follows:

• Administration & Payroll.
• Manpower Planning, Recruitment & Staffing.
• Employee Relations & Saudization.
• Training & Development.
• OD(Organizational Development).

Courses & Seminars attended

2nd Talent & Diversity Leadership Forum, 10th - 11th December 2014, Riyadh - KSA

McDermott is a leading engineering, procurement, construction and installation(EPCI) company specializing in executing complex off-shore oil and gas projects.

Duties & Responsibilities

• Report functionally to Saudi office GM and administratively to Human Resources Manager in head office in Jebel Ali, UAE.

• Implemented and administered HR procedures and policies in Saudi office.

• Assisted in re-structuring salary grades and scales for Saudi office.
Localization of manpower content (Saudization): Responsible for achievement of agreed
Saudization levels, and to assure meeting company’s long-term strategic Saudization objectives as per Aramco requirements (Which exceeds Saudi Labor Office requirements)

• Talent acquisition as per company standards and expectations.

• Initiated company’s transportation sector within the administrative services department. Partially implemented Company’s HRMS (KRONOS) in Saudi office. Time sheets and attendance.

Courses & Seminars attended

February 27th - 29th, Certified Talent Management & HR Planning in Oil & Gas 3 days course.

Duties & Responsibilities

• Recruitment & Staffing: Identify divisional staffing requirements, agree management structures and succession plans and maintain adequate headcounts in a cost effective and timely manner to ensure that the business is structured and staffed to meet the company’s objectives.

• Localization of manpower content (Saudization): Drive the achievement of agreed Saudization targets within the company to ensure the company’s longterm strategic Saudization objective are met.

• Training & Development: Develop appropriate, cost effective training, educational and developmental solutions to ensure that an appropriate skills inventory level is maintained to meet current and future company business needs.

• Performance Management System: Ensure the successful operation of the company’s Performance Management system to facilitate improved employee performance. The PEDP (Performance Evaluation & Development Plan) with the use of KPI (Key Performance Indicators) and KRA (Key Result Areas) are put into practice.

• Compensation Management System: Manage the operation of employee remuneration to ensure equitable and consistent application of company policy and procedures.

• Policy formulation & Implementation: Participate in the design and implementation of effective HR policies and procedures to regulate the provision of HR services and to ensure consistent application of same.

• HR Administration: Manage all HR administration activities effectively and ensure that a positive and safe work environment is maintained to encourage retention of a highly motivated and effective workforce.

• Departmental Leadership: Manage the work and skills development of the company’s staff to ensure the effective results.

• Budgetary Control: Control all operating costs in line with agreed budgeted targets to ensure that operating overheads are maintained at agreed limits.

90% of Saudi Consolidated Engineering Company - Khatib & Alami (SCEC-KA) business is aligned towards Saudi Aramco.
The company’s main goals and targets address the compliance to Aramco’s stringent Saudization & and Saudi & Non-Saudi nationals contractual obligations

From May 2004 up to May 2008 was part of a job rotation at Zamil Industrial

Duties & Responsibilities

Committee member for a new Zamil Training Center Project to be completed March 2010 in the First Industrial Area, Dammam, Saudi Arabia.
Responsibilities include: staff & faculty recruitment, setting up Administration & Personnel department and non-technical curriculum formulation.
Formulated the Work Ethics curriculum for all of Zamil Industrial affiliated companies (Zamil Aircon, Zamil Steel, Zamil Glass, AFICO and Cool Care).
Currently assisting to finalize the advanced English curriculum that eventually will be taught in the Training Center.
Responsible for Mentoring & Coaching all student trainees that are enrolled in various Training Programs in Zamil Industrial.

From May 2004 up to 2008 was part of a job rotation scheme at Zamil Industrial

Duties & Responsibilities

Member of Business Plan formulation & updating committee.

Responsibilities include:

Internal / External Assessment & Feasible Alternative Strategies.
Business Review.
Confirm Vision & Mission.
Strategic Plan.
Business Plan.
Synchronize Strategy Map with Balanced Scorecard. Annual Operating Plan.

Balance score card member in the following objectives:

Develop market opportunities utilizing best practices.
Sustained market leadership.
Increased customer satisfaction.

Developing & Re-constructing the following:

Division website.
Pre-qualification documents (PQD) of the division, hard copy brochure & inter-active multimedia CD.
Other related Marketing activities:
Sourcing out potential new clients.
Exploring the possibility of expanding the division’s market outside Saudi Arabia & the GCC.


Courses & Seminars attended


October 29th - 29th, “Strategic Marking Management”, a two-day in-house training course by Institute for International Research.

From May 2004 up to May 2008 was part of a job rotation scheme at Zamil Industrial

Duties & Responsibilities

Responsible for implementing Personnel policies and procedures.

Responsibilities include:

Contract administration.
Personnel files, records, and system administration.
Participate in PEDPs (Performance evaluation & Development Programs) and disciplinary reviews.
Monitor employee merit increase, upgrade, transfer, renewal and termination of contracts.
Recruitment and visa processing.
Progressive discipline, employee relations,
Management of GOSI, HRDF & Saudization.

System administration of all employee personnel related records is automated through the company’s own HRMS (Human Resource Management System) iSWEET.

Courses & Seminars attended

October 2004: “Leadership and Leadership Development”, a one day course by Ian Mann from GATEWAYS Business Consultants in Al-Khobar, K.S.A

Dec. 20th, 2004: 2nd Contractors Saudization Forum, Chambre of Commerce in Dammam, K.S.A

17th - 20th April, 2005: “Leadership Quest”. Arabian Society for Human resource Management (ASHRAM) 8th Conference in Bahrain.

1st October 2005: “Empowerment through Learning”, a one day course as part of a comprehensive Management Competency Development Plan in Al-Khobar, K.S.A

3rd - 7th December, 2005: “Effective Time, Task & work Management”, a four day course conducted by (GLOMACS Training & Consultancy) in Dubai, U.A.E

25th - 28th February, 2006: New Saudi Labor law applications and implementations course conducted by Future Consultancy Center. Chambre of Commerce in Dammam, K.S.A.

9th - 12th April, 2006: “The Power within”, Strategies for Maximizing Human Potential. 33rd Asia Regional Training & Development Organization (ARTDO) International HRD Conference & Exhibition 2006 in Bahrain.

Achievements

Balance Score Card responsible team member for the following measures: ZSI is seen as the Employer of Choice. Implement HR ‘best practice’. Achieve Saudization target.
Managed to increase the Saudization employment level from 14.7% in May 2004 up to 26.7% by September 2006,
Assisted in re-structuring Personnel flow chart for all of ZIIC (Zamil Industrial Investment Company) which Zamil steel is part of.
Responsible for OJT (On Job Training) programs

Administration Manager
Saudi German Co. for Non-Woven Products
Second Industrial Area
Dammam - K.S.A
HYPERLINK "http://www.sgn.com.sa" www.sgn.com.sa

Duties & Responsibilities

Responsible for recruitment, screening, employment and training of employees.
Training owner of the company.
Initiate and monitor Service contracts.
Responsible for Waste management program.
Assisted company representative in preparation and eventual certification for the ISO 9001: 2000 version.
Organized and participated in exhibitions.


Courses attended

Various in-house training sessions conducted by company approved and certified trainers: Leadership, Validation and Quality Assurance.
External training: ISO 9001: 2000 version awareness course.

Achievements

Introduced and eventually joined up with the Human Resource Development Fund (HRDF).
Developed an effective training program in accordance with the company's and our main clients'(P&G) high quality needs and requirements, by identifying and applying the following: Training needs, Training plan, Training Assignment, Training rosters, Training effectiveness, Training records, Training tracking records.
Reconstructed company's employees job descriptions, Administration & Personnel Policies and Procedures and employee work contracts.
Assisted in Initiating and implementing department objectives.

Previous work experience from 1990 up to 2002 was all part of family business in the hotel industry. https://albadiahotel.com/