Human Resources Consultant (HR Consultant)
Saudi Chevron Phillips
Total years of experience :15 years, 7 Months
•Developed a corporate learning catalog to offer all the necessary learning programs for different employee levels in alignment with corporate and different individual needs. All programs are mapped against the corporate leadership competencies and other behavioral frameworks to help in creating effective individual development plans.
•Created a HR process catalog to document all the processes and use for different continuous improvement initiatives.
•Conducted a Business Process Management exercise for a number of critical HR processes by modeling the processes, identifying gaps, and proposing different solutions.
•Developed a Knowledge Management framework for the HR Department to identify knowledge gaps and apply different solutions to mitigate the risk of knowledge loss.
•Developed a number of key metrics for the HR Department to efficiently measure the performance of some of the major processes.
•Enhanced the existing Supervisory and Managerial Development Programs by introducing a new program structure for each to address the corporate leadership capabilities and competency gaps.
•Organized and delivered a number of career development workshops for supervisors and managers to build awareness and share knowledge on the importance of career development and how it can be executed efficiently.
•Developed a succession planning and high potentials program for key positions.
Job Profile:
As HR & OpEx Compliance Group Leader-
•Conduct parodic quality assessment through satisfaction surveys and compliance reviews
•Manage the operational excellence assessment and implementation process and ensure best-in-class initiatives are carried out efficiently
•Establish, communicate and implement change management process
•Monitor the KPI’s and propose changes to improve services quality
•Monitor the implementation of the department defined strategies and ensure alignment with corporate objectives
Job Profile:
As HR Business Partner-
•Provide advice and guidance to the R&D department for HR strategy implementation.
•Analyze trends and metrics in partnership with the HR group to develop solutions, programs and policies.
•Manage and resolve complex employee relations issues. Conducts effective, thorough and objective investigations.
•Provide guidance and input on business unit restructures, workforce planning and succession planning.
•Work closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
•Review and update job description and make sure all the required competencies for each job are defined and updated
•Monitor the Department's performance in achieving human capital development targets.
•Track and monitor the succession planning activities to ensure all successors are completing the required development opportunities as planned.
•Lead the Diversity & Inclusion strategy to ensure effective implementation and achieve the required results.
Job Profile:
As HR Project Manager-
•Render consultancy to the senior management in implementing various strategic initiatives to align recruitment processes with corporate HR strategy and Operational Excellence directives
•Evaluate/ recommend changes to the organizational recruitment process to align with new corporate HR strategy
•Spearhead team efforts related to implementing departmental HR goals
Job Profile:
As Recruitment Partner-
•Involved in end to end management of recruitment full cycle for two business lines - Project Management & Finance
•Collaborated with business leaders in implementing recruitment strategies for sourcing suitable candidates
•Organized mini orientation session for interviewers to acquaint them with interviewing and selection techniques
•Reorganized changes to the workforce plans for individual business lines to align with changing market dynamics
•Participated in career fairs to assist hiring managers in selecting suitable candidates
As a member of the steering committee and the change management team responsible for the transformation process required after a new acquisition for Air Liquide in Saudi Arabia. My achievements are the following:
•Established the HR function in the country and ensure alignment with the company global HR standards.
•Developed and implemented new HR policies and procedures.
•Developed and implemented new rewarding programs to support the new transition.
•Implemented a new HRIS to manage and automate all HR activities.
•Developed a branding strategy for the company to target Saudi caliber in cooperation with MENA office and other subsidiaries in the region.
•Developed a company-wide compensation and benefit structure.
•Provided coaching for senior and middle management staff.
I worked at the corporate office as Recruitment Supervisor for 6 months, where I have been assigned to fill several vacant key positions in different business units within the group. Afterwards, another assignment has been given to me to handle all HR activities in the corporate office during the remaining period of my service with the company. Some of my achievements are listed as follows:
•Managed to fill vacant key positions on time during the start-up phase in different business units within the group.
•Reduced the labor budget to 35% by concluding agreements with the Human Resources Development Fund (HRDF) to attract and train qualified Saudi fresh graduates.
•Worked with the organizational development team in developing HR policies and procedures to ensure compliance with Saudi labor law.
•Maintained a solid HR system that integrates the HR function in all business units and provides the ability to run some decentralized activities in each business unit to ensure consistency and efficiency in their HR processes and alignment with the business objectives.
I worked in the Training & HR Development Department as Training Specialist. My main duties have been to arrange the training activities within the company and manage the whole training cycle including design, implementation, and evaluation. I was also in charge of validating the training requisitions and organizing the nomination procedures. In addition to these tasks, I worked with the IT Department to finalize the mapping process of the Training module in the SAP system. Specifically, the details of my duties can be listed as follows:
•Assist with the provision of a highly quality training services.
•Liaise with relevant training institutions and record the progress of employees.
•Identify training needs and review the training requirements.
•Update and review the training policy to ensure alignment with the company strategic objectives and other HR practices.
•Worked as mentor for new employees undergoing the PDP (Professional Development Program).
•Work closely with Recruitment Section in the interviewing process and conduct several assessment tests for the applicants.
•Communicate with regional and international training professionals.
•Designed the annual training plan and ensured alignment with organizational and individual developmental needs.
•Ensure policy procedure compliance.
•Ensure certification requirements are met.
•Select trainers and review programs quality.
•Proposed and recommended a variety of effective courses that meet each department’s development need.
•Monitor training costs to ensure budget is not exceeded, and prepare budget reports to justify expenditures.
•Assisted in set-up of the e-learning center and followed up with the external parties involved.
•Participated in designing and evaluating the succession planning program for different key positions in the company.
•Represented the company in career fairs in universities and technical institutes.
I worked for Saudi Aramco in the Planning and Programs Section for the Communications Engineering & Technical Support Dept under IT business line. I was assigned to handle several HR activities and particularly in the training and development function. The details of my duties can be listed as follows:
•Assisted in the preparation of departmental reports such as Business Plan, Operating Plan, Accountability Reports and other related reports for management’s review and endorsement.
•Prepare individual training/development plans for employees not qualifying for development.
•Review training requisitions and provide technical assistance if necessary.
•Prepare plans for different development and hiring programs within the department.
•Assisted in the preparation of the Advance Degree Program proposals for management’s review and endorsement.
•Monitor the progress of the department's PDPs (graduate program), follow up with their mentors and record their performance.
•Assisted in reviewing and accumulating accountability reports on costs and manpower.
•Assisted in developing justification for deviations from forecasts and prepare reports and as required.
•Organizing the department's seminars and the PDPs quarterly meetings.
The program covered the following areas: - Strategic HRM - Strategic HRD - Talent Management - Leadership Development - Executive Coaching -Employment Relations - Organizational Development - Consulting and Change Management
