Senior Human Capital Manager & International Sourcing
Rabigh Refining & Petrochemical CO.
Total years of experience :20 years, 10 Months
Key Responsibilities:
Define the future people related needs of the organization based on The Company Vision and Strategies.
Act as a strategic business partner to Line Management, requiring complete understanding of the business in order to assess the people implications of various business strategies and solve business problems through HR based solutions.
Manage GEOS (Global Employee Opinion Survey) initiatives and drive the GEOS actions with the specific goal of identifying any perceived areas of improvement and solutions.
Create The Company awareness in the job Market and promote The Company in order to strengthen its position as an Employer of Choice through PR, Branding, Career Fairs, Advertising, job portals and The Company website.
Provide direction, coordination and partnership to assigned business units and coordinate with the respective HRBP and Legal to project manage all reduction in force activities.
Performance Management Facilitate the performance appraisal though communicating the agreed templates and formats and timescales, Facilitate with L&D the training of all managers on appraisal techniques.
Talent Management Coordinate with HR & Admin Director to track and follow up on Company Management Development programmed and company Leadership Development programmed also Recruiting/Selection Coordinate with Talent Supply at Group HR to meet business needs of required manpower, Nationalizations.
Employee Relations Survey Conduct annual pulse surveys to measure employee satisfaction & engagement Levels, analyses survey results & develop necessary action plan to address findings involving line management.
Partner with Six Sigma team to develop, maintain, and continuously improve processes, systems and technology to improve effectiveness and efficiency of program delivery..
Manage planning the project Human Resources activities including navigating the approval process coordinating the collection of business requirements, scope definition, and testing strategies when necessary.
Periodically review effectiveness of and adherence to policies and guidelines, provide feedback to Co and discuss improvement opportunities in coordination with Head of HRBP.
Develop detailed project plans encompassing measurable key tasks, milestones, and critical path activities such as design, development, testing, communications, and training deliverables.
Maintain, enhance, develop and implement the ERP system in order to ensure comprehensive implementation and increasing utilization of the systems.
Monitor and track progress of project teams to ensure adherence to project timelines, budget, scope, and quality standards also manage continuous improvement projects.
Ensure compliance with enterprise-wide practices and policies such as the Field Ops governance process and IT engagement. Perform risk management and communications activities such as periodic status, reporting to project sponsors and HR leadership, escalation and mitigation of issues, and project change management.
Conduct project close activities such as lessons learned gathering, archiving project documentation, and completion of all processes as needed.
Support Human Resources reporting as assigned, including the request, consolidation and analysis of data, and creation of documents suitable for executive leadership, all other duties as needed Monitoring the quality of project deliverables and Timely resolution of issues identified, Identifying and quantifying change management issues and impacts.
Proficient at managing existing day-to-day processes while developing and implementing new business strategies in dynamic and high-pressure environments, requiring the ability to multi-task and effectively manage staff relationships.
Coordinating decisions and actions with executive management, Obtaining approval of specifics related to the approach and work plans, ensuring completion of project milestones.
Implements human resources strategies/policies by establishing department accountabilities, including talent acquisition & Development plans, employment processing, succession planning for key positions, competency mapping, and performance Management. Also Providing support to achieve corporate change program, including the development of corporate workforce strategies to achieve priorities and to ensure where process improvements are to be made and impact assessments are undertaken to ensure identified organizational benefits are achieved.
Key Responsibilities:
• Established a high-performance oriented department framework; prioritized optimized resource allocation, a collaborative environment, and staff empowerment to effectively manage/retain top talent.
• Defined long term HR plans aligned with evaluated manpower needs; established policies/procedures complementary to best HR practices to improve employee relations, engagement, and self-sufficiency.
• Oversaw the development, revision and implementation of the HR ERP systems to drive innovation, adaptability and overall productivity; monitored staff KPIs and maintained performance goals to boost morale.
• Maintained open flow of communication to streamline performance appraisals, succession planning and evaluation of training effectiveness; led attentive quality management to attain maximum returns on investment.
• Define an optimum organization structure and Development of department so that resources are optimally utilized and communication can take place in an efficient manner.
• Designs a competency dictionary for all jobs to cover all job families and competencies that are core or common to all jobs within the company.
• Maintain, enhance, develop and implement the ERP system in order to ensure comprehensive implementation and increasing utilization of the systems.
• Analyses the internal environment of the company to come out with weakness and strong points and provides solutions for weaknesses.
• Designs career development programs for staff in collaboration with Line Managers and Human Resource ensuring adequate acquisition of both technical and management skills. and develops a standardized career development system for the company and develops KPIs for effective monitoring.
• Identified talent gaps and training needs; devised training plans, workshops and mentoring sessions to build competence levels, performance standards, and continuous improvement initiatives.
• Assessed training program feasibility and sourced external trainers; maintained budgetary oversight, while reviewing feedback and staff input to confirm realization of leadership development objectives.
• Established timeline and financial constraints for training programs; spearheaded coordination and administration, in addition to keeping abreast of latest techniques, concepts, and instructional methodologies.
• Ensure the effective achievement of HR functional objectives through the leadership of the Training and Development department - setting individual objectives, managing performance, developing and motivating staff, provision of formal and informal feedback and appraisal - in order to maximize subordinate and departmental performance.
• Provides input into the HR capability framework that assists in building organizational development capability within the HR function.
• Develop initiatives, techniques, and concepts which will enhance the training process in order to positively train and develop people and improve organizational effectiveness.
• Coordinates change programs for the company in order to monitor progress against the vision for future service delivery and to take action to ensure alignment as appropriate.
Key Responsibilities:
• Lend a helping hand to the management to develop, implement and maintain company policy and procedures, thus ensured procedural adherence.
• Oversaw all elements critical to the success of the HR function within the organization namely in selection, compensation and benefits management.
• Ascertained appropriate communication link among staff and department heads on company policies and practices for better workflow.
• Extended support and guidance to OPS employees to perform tasks more efficiently to meet long term objectives of the organization.
• Conducted performance reviews periodically to maintain a competent team to increase productivity, market share & profitability.
• Designed and implemented an HR and safety related training for all departments and improved overall work performance of employees.
• Oversaw recruitment and training of staff and managed employee performance evaluation programs.
• Formulated and advised human resources policies and objectives for the company with regard to employee relations to establish a positive employer-employee relationship and promote a high level of employee morale and motivation.
Key Responsibilities:
• Planned, designed and implemented human resource policies and procedures to ensure regulatory compliance, while provided high standards of working practices for all employees.
• Administered programs, procedures, and guidelines to help align the workforce with the strategic goals of the company.
• Ensured alignment, integration and adaptation of HR initiatives to enhance organization capability for meeting business goals/objectives.
• Conducted HR reviews periodically with departmental heads to assess needs and budgets. Established local HR strategy and implemented requisite action plans.
Previous Professional Experience:
• April 2000 - May 2002: Director of Human Resources, Administration and Training with Star Wood Group ( Wisten & ITT Sheraton), Jeddah, Saudi Arabia
• January 1996 - February 2000: Human Resources and Administration & Training Manager with Electronia Group LTD, Saudi Arabia
• April 1994 - March 1996: Personal & Administration And Training Manager with Almarai Group, Saudi Arabia
• February 1992 - January 1994: Senior ( M.M.O ) Material Management Organization with Modern Industries Co.- Procter & Gamble, Saudi Arabia
