HR Manager KSA
Beiersdorf
Total years of experience :11 years, 11 Months
• Support line management in forecasting and planning the talent pipeline requirements in line with the function/business strategy.
• Maintain and coordinate appropriate learning interventions taking into account learning principles and theories (e.g. training programmes, coaching, on-the-job learning, etc) and manage the ongoing delivery.
• Support the Reward strategy and prepare recommendations where appropriate.
• Provide a customer focused approach with internal stakeholders to address ad hoc issues.
• Maintain custody of the local labor laws and their application to the business.
• Manage key stakeholders’ expectations in growing and developing the business and their people.
• Drive the people processes (Performance, Development, Career) to ensure employees level of performance and capabilities meet current and future standards.
• Promote feedback mechanisms for employees to influence the continuous improvement of HR services and processes.
• Provide expert advice and coaching to employees
• Understand / is in touch with employee opinions and anticipate their needs and concerns.
• Review and benchmark the internal and external environment in order to recommend improvements in HR policies and initiatives to enhance overall business performance.
• Manage third party resources.
• Manage and build the Saudization plan.
• Plan and Manage the staffing budget.
• Create HR policies.
Operational/Professional/Business:
• Support line management in forecasting and planning the talent pipeline requirements in line with the function/business strategy.
• Maintain and coordinate appropriate learning interventions taking into account learning principles and theories (e.g. training programmes, coaching, on-the-job learning, etc) and manage the ongoing delivery.
• Support the Reward strategy and prepare recommendations where appropriate.
• Provide a customer focused approach with internal stakeholders to address ad hoc issues.
• Maintain custody of the local labor laws and their application to the business.
Leadership:
• Support line of sight initiatives to help build a high performing organisation aligned with the strategic leadership agenda.
• Manage key stakeholders’ expectations in growing and developing the business and their people.
Management:
· Drive the people processes (Performance, Development, Career) to ensure employees level of performance and capabilities meet current and future standards.
· Promote feedback mechanisms for employees to influence the continuous improvement of HR services and processes.
· Implement HR policies.
· Work closely with the business in developing strategies for long-term growth and progress.
Relationships:
· Provide expert advice and coaching to employees where appropriate and refer to HQ CoE if necessary.
· Understand / is in touch with employee opinions and anticipate their needs and concerns.
· Maintain close contact with the other Business Units in the Area.
Innovation:
· Review and benchmark the internal and external environment in order to recommend improvements in HR policies and initiatives to enhance overall business performance.
· Identify and drive the communication and sharing of learning across functions within and outside KSA to facilitate continuous improvement.
1. Employee life cycle Processes (Onboarding, Performance Review Cycle, Employee Engagement Survey, Annual Salary Review, Bonus, and Talent Reviews).
2. Recruitment and Onboarding.
3. Handle inbound employee inquiries on all day to day HR operations in MENA (Leaves/Benefits/HR systems etc.)
4. Provide expert HR advice to employees and line managers on policy and procedures across MENA and assist in development of new policies and procedures as necessary.
5. Managing Nitaqat, WP, GOSI and Government Relations.
6. Coach and support employees and people managers on all employee relations issues in line with the relevant policy and employment laws.
7. Identify and implement opportunities for improvement in HR service delivery with relevant HR stakeholders
1. Recruit qualified candidates for the opining positions.
2. Communicate and implement policies and procedures.
3. Maintaining and updating information in the company’s official database in GOSI, HRDF, and Wage Protection system.
4. Employee life cycle Processes (Onboarding, Performance Review Cycle, Annual Salary Review, Reward System, and Exit Interview).
5. Maintaining and updating information in the company’s official database in GOSI, HRDF, and Wage Protection system.
1. Recruit qualified candidates for positions by advertising and sourcing candidates that meet job requirements.
2. Preparing required documents to transfer employees’ sponsorship from and to Al Hokair Group.
3. Add and delete employees from health insurance and send claims to the insurance company.
4. Ensure HR database is updated.
5. Administer HR-related documentation, such as employees' contracts.
1. Recruit qualified candidates for positions by advertising
and sourcing candidates that meet job requirements.
2. Interview candidates and schedule interviews for hiring manager and work with compensation to decide the benefits and compensation to the selected candidate
3. Coordinates on-boarding processing.
4. Managing Human Resources Development Fund and maintaining and updating information in the company’s official database in GOSI.
5. Maintains employee personnel files.
