عمار عبدالله

Key Achievements:
• Successfully transitioned HR operations to a fully electronic system within just 120 days.
• Designed and implemented the organizational structure and recruited high-caliber talent that boosted sales and work quality.
• Led the project to develop policies and procedures for all departments, including HR.
• Chaired the company’s Digital Transformation Committee.
• Launched programs to attract and retain top talent.
• Reduced waste and inefficiencies in HR practices, saving over 3 million SAR annually.
• Conducted innovation-focused workshops and internal training sessions.
• Strengthened internal communication, knowledge sharing, and employee engagement through creative programs.

Key Responsibilities:
• Overseeing the entire HR function, including recruitment, engagement, training, performance management, compensation, and offboarding.
• Developing HR strategies aligned with the company’s corporate direction and growth plans.
• Designing and executing full-cycle recruitment and talent acquisition strategies.
• Managing HR budgeting and expenditure control.
• Improving HR operations to enhance alignment with business goals and ensure legal compliance.
• Organizing training programs to upskill staff and enhance manpower efficiency.
• Maintaining positive employee relations and resolving grievances professionally.

Key Achievements:
• Successfully implemented the company-wide ERP system after 5+ years of failed attempts.
• Transitioned the HR department to a fully digital system, enhancing employee experience.
• Activated talent management programs within HR, significantly improving employee satisfaction and loyalty.
• Integrated training and development into the performance evaluation process through KPIs.
• Built strategic partnerships with Saudi universities to attract and train emerging talent.
• Developed policies, procedures, employee handbook, and organizational structure.
• Launched an effective onboarding plan for new hires.
• Organized and digitized government records, reducing operational waste and costs.

Highlights:
• Successfully automated HR procedures and reached the zero state with papers.
• Efficiently managed and controlled the Saudization file while ensuring net saving of more than 5 million SR.
• Provided the board of directors with the initiative indicators for the future attitudes of the government regarding the labor, Saudization, some occupations and their changeable percentages such as Accounting, Marketing Specialists and other occupations, which was the big challenge for the business in the company.
• Introduced the concept of small trader in the company to support the young Saudis with little capital to be a partner and help them achieve a good target by selling company products.
• Activated the initiative of part-time jobs to support the business by Saudi employees.
• Protected the company from any labor issues by maintaining the right process according to the applicable regulations in the Kingdom of Saudi Arabia of Human Resources Ministry.
• Developed/implemented policies & procedures in the company, ensuring the smooth running of company operations.

Responsibilities:
• Manage overall HR responsibilities of the group including all aspects of recruitment, employee engagement, staff trainings, performance management, benefits, compensation, and exit process.
• Develop and implement organizational HR strategies and initiatives aligned with corporate group strategy; support current and future business needs through development, engagement and motivation of human capital.
• 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 and business objectives.
• Manage the entire recruitment cycle, screen and review applications, shortlist qualified candidates, conduct interviews, and hire employees. Develop HR budget and control departmental expenditure within agreed budgets.
• Review policies and regulations that raise productivity, reduce costs, and support and develop business.
• Consult, build and implement enhancements to HR processes and structure to improve the HR function's alignment to business objectives and to help drive business results.
• Implement HR best practice policies and procedures throughout the organization, while operating within legal boundaries; consistently ensure compliance with employment-related laws, regulations and corporate policies.
• Maintain good communication and positive relationships with employees to promote employee satisfaction; address their grievances/issues through positive and professional mediation.
• Organize and manage the manpower management cost, and enhance the ability of manpower through training programs for skills and abilities.

Responsibilities:
• Managed all HR and admin activities of the company including all aspects of recruitment, payroll, leave management, benefits, compensation, employee engagement, training, administration, performance management and payroll.
• Coordinated with different departments to determine job needs, accordingly developed plans to meet the manpower requirements and managed recruitment cost-effectively as per recruitment budget, criteria and requirement.
• Led and managed the entire recruitment cycle including designing the recruitment strategy, sourcing new candidates through databases /social media, conducting interviews as well as preparing job descriptions for employees.
• On-boarded new employees, prepared employment contracts and ensured all pre-employment checks.
• Retained top talent through employee engagement, L&D and succession planning.
• Offered HR insight to business leaders, people managers and employees.
• Coordinated with department heads on issues related to organizational design, job analysis and evaluation including implementing procedures related to recruitment, testing, promotion, transportation and termination of service.
• Set up & maintained succession planning process for key positions including recruitment & selection processes (requisition approval, interview techniques, assessments, reference checks, extending offers, tracking applicants, etc.).
• Drafted HR administration policies, procedures, working guidelines and job descriptions; prepared presentations on awareness of HR policies & procedures.
• Worked on TNAs on a yearly basis and worked as an in-charge of the LMS for the region.

Highlight:
• Efficiently developed and managed 7 programs in partnership with the private sector to support the association to carry out its work, generating revenues of more than 1.5 million.
• Developed documentation and accreditation programs through electronic services to document experiences and courses.
• Conducted various events and workshops to activate the association’s role in serving the general community.
• Developed partnership initiatives with the private sector and the charitable sector to provide localization solutions instead of fictitious Saudization, and provided funds exceeding 3 million riyals.

Responsibilities:
• Direct and manage overall operations of the association, develop financial plans that support the association's initiatives as well as adopt the association's policies and regulations.
• Monitor and review the performance of the executive presidency.

Responsibilities:
• Responsible for managing the HR and Admin function by researching, developing, implementing, administering, and evaluating the company’s personnel policies, programs, systems and procedures related to employee relations.
• Actively involved in recruitment by preparing job descriptions, posting ads and managing the hiring process.
• Oriented new employees, distributed the employee manuals, and ensured that the employees have signed a copy.
• Drafted HR administration policies, procedures, working guidelines, job descriptions and handbooks/manuals; prepared presentations/manuals/handbooks on awareness of HR policies & procedures.
• Reviewed existing HR policies & procedures and recommended updates to the HR manager; kept the employees updated on the latest amendments in the policy and procedures.
• Designed training programs to raise the competency level of employees; coordinated with government agencies for training and employment. Organized training sessions and activities; monitored staff performance and attendance.
• Prepared the organizational structure, developed job descriptions with career goals as well as designed salary scale.
• Handled HR administrative activities including managing labor office instructions, dealing with insurance, managing visa-related activities, handling employee affairs, end of service benefits and annual leaves.