Organization Development Manager
Amazing Business Solution
Total years of experience :15 years, 0 Months
*. Supporting Organizations in transforming to High-Performance Business by depend on Compensation Plan
*. Managing Recruitment process and procedures with project plan, Provide unique and high level of services Recruitment process, Maintain the discipline of the Recruitment workflow
*. Managed multiple projects while working closely with different agencies to execute training programs to provide required support resources; ensuring for proper personnel, equipment, supplies and making transportation arrangements for deployments
*. Responsible for identifying, planning and executing needs for training, performance, educational programs, while locating and recommending available resources to attain organizations objectives and enhance employee development
*. Supervise the follow up process of Recruitment plan on a weekly and monthly. *. Providing variety of solutions & services using ERP solutions and Organization *. Strong reporting system by: Design Dashboards and reports for management. *. Dynamic Workflow Management by: Design management, policies and procedures.
Collaborating with organizational leaders and their groups to create systemic change and root-cause problem-solving on behalf of improving productivity and employee satisfaction through improving the human processes through which they get their work done.
Some models of my training and consultancy
My ACHIEVEMENTS:
Develop and communicate the organization design principles
Mange, Analyze, Develop, Realization and Testing for ERP applications.
Facilitate the execute workforce planning strategy
Design and develop a total rewards strategy
Adopt and implement a job analysis and job evaluation methodology
Provide support in all organization development initiatives such as HR initiatives.
Maintain awareness of compliance requirements and best practices in ethics management.
Managed the implement policies and procedures for the company
Develop Performance Management system (KPIs)
Implementing a talent acquisition strategy in alignment with the organization strategy and business plan.
The entity is an MNC having a strong presence in the IT and ITeS sector.
Achievement:
• Successfully build mechanism for the generation for performance management (KPIs) for managers and evaluation system such as HR Department.
Responsibilities:
• Working closely with line management to survey, diagnose and analyze organizational problems, performing root cause analysis and instituting remedial action.
• Coordinating corporate communication programs and supporting the Managing Director on corporate and organizational initiatives company wide.
• Ensuring that all recruitment and manpower plans are fulfilled as per organizational and departmental needs in a timely manner, in line with nationalization requirements.
• Facilitate coaching and mentoring sessions focusing on behavior changes and improving competency in line with learning and development plans.
• Coach, support and advise managers to achieve performance objectives through learning initiatives.
• Develop and implement strategy for OD policy that includes, planning, policies and procedures, learning needs analysis, design, delivery and evaluation of learning and development programs and performance management.
• Conduct special studies, mechanism for the generation to build performance management (KPIs) for managers, ensure the effective development initiatives and manage, contracts, addressing any pay increases or contract extension. in Conference at Imam University in Riyadh.
• Developing OD policies in line with Saudi labor laws Based on my cultural Awareness.
• Supervised enterprise management and OD planning projects such as incentives and performance management system, competencies mapping and other frameworks.
• Managed the entire recruitment process, right from formulating staffing practices and procedures necessary to recruit and retain an effective workforce to ensuring all resources are readily available as per costing, time and skill parameters.
• Instituted several organizational development initiatives that covered a broad spectrum of areas such as succession planning, organization structure, workflow efficiency and change management.
• Manage follow up and direct reports demonstrating the level of integrity and data quality by PMP tools such as smart sheet online.
• Developing and establishing HR policies in line with Saudi labor laws, keeping in mind the objectives of employee welfare and corporate profitability.
• Devising various organizational development measures like performance management systems and learning and development initiatives to ensure company as well as individual progress.
• Formulated and imparted several management development programs for existing employees and Saudi nationals, catering to actual and future demands of the business.
• Attaining and sustaining an optimum level of performance for both individuals and divisions as measured by productivity, morale and organization climate
• Working closely with line management to survey, diagnose and analyze organizational problems, performing root cause analysis and instituting remedial action.
• Coordinating corporate communication programs and supporting the Managing Director on corporate and organizational initiatives company wide.
• Ensuring that all recruitment and manpower plans are fulfilled as per organizational and departmental needs in a timely manner, in line with nationalization requirements.
• Designing and implementing training plans and programs as per organizational and departmental SJF.
• Planning, developing and implementing strategy for HR policy and administration encompassing areas of grievance, counseling, pay, conditions, contracts, compensation and benefits.
The entity is a Bin Ladin group firm engaged in systems integration and integrated infrastructure technology. it has over
2000 employees and projects over SAR 1 billion under management.
Responsibilities:
• Monitored overall performance of the employees and raised the efficiency of analysis reports for executive management to take the necessary developmental, corrective and preventive decisions.
• Determined the required work, size and level of staffing and the necessary qualifications to fill vacancies and defined career paths for all employees.
• Undertook studies and formulated proposals to develop programs that support the objectives of human resources, labor nationalization of those programs,
• Developed competency models, conducted gap assessments, ascertained critical areas and developed training programs accordingly.
• Collaborated with other managers in identifying training needs of employees, determined the required work, size and level of staffing required and planned career paths.
• Devised organizational structures and formulated job descriptions for all engineering jobs under the purview of the department.
• Provided education on change management as well as executive coaching through a telephonic or one on one method as required.
• Undertook survey design and analysis, assessed employee training needs and proactively appraised effectiveness of training courses based on results from post training tests.
Responsibilities:
• Implemented training plans learning strategies, policies and procedures in addition to monitoring of annual learning plans and budget.
• Evaluated learning and training proposals from external consultants, and simultaneously ensuring conformance of learning interventions delivered to school needs and standards.
• Formulated training manuals, multimedia visual aids and other educational materials as per requirements.
