People Partner Director
Sandsoft Games Holding
Total years of experience :24 years, 6 Months
As the people partner Director, I report to the VP of People & Culture in Spin, Barcelona, I contribute and shadowing to the holding growth and development through effective leadership of the HR functions including formulation and leading the corporate overall HR strategy, policies, talent acquisition, leadership development, diversity & inclusion, organizational design & development, learning & development, total rewards, Talent Management and performance management systems, HR operations and technology.
department, I report to the CEO and contribute to the holding growth and development through effective leadership of the HR functions including formulation and leading the corporate overall HR strategy, policies, talent acquisition, leadership development, diversity & inclusion, organizational design & development, learning & development, total rewards, Talent Management and performance management systems, HR operations and technology to support the business goals and strategies along with the needs and aspirations from scratch as there is not modern HR department for KSA (Riyadh, Dammam, Madinah, Neom) & UAE (Dubai, DIFC)
As the head for the HR department, I report to the CEO and contribute to the holding growth and development through effective leadership of the HR functions including formulation and leading the corporate overall HR strategy, policies, talent acquisition, leadership development, diversity & inclusion, organizational design & development, learning & development, total rewards, Talent Management and performance management systems, HR operations and technology to support the business goals and strategies along with the needs and aspirations of 450 employees with an annual manpower budget of SR 21 million.
• Deliver HR services directly and through a team of HR professionals, procedures, and processes that are considered value added, measurable, directly tied to the Companys business objectives
• Develop Talent vision and strategy, including the definition of the employee value proposition
• Develop values and leadership culture and ensure they are embedded in the companys development and performance management frameworks.
• Provide buy-in regarding Organizational Design and Development activity
• Develop Group guidelines and standards for recruiting, performance management, career paths, succession, compensation and benefits in line with Talent strategy.
• Oversee the development and execution of a structured training, learning and development programs for leadership and middle management, staff, tailored to the needs of each business.
• Work as Trusted Consultant to Management and VPs and Change Management Practitioner.
• Provide employee relations counselling, mediation, and coaching for employees and managers
• Develop and nurture a healthy corporate culture that supports growth and equal opportunity whilst maintaining effective relationships with all internal stakeholders with the highest standards of business ethics.
• Ensure that the divisional strategy is translated into annual operational business plans for the function and the performance is monitored annually to ensure business plans are in line with the overall strategy
• Together with the CEO, establish alliances with key stakeholders on revenue plans and targets to drive the overall corporate strategy and facilitate the achievement of Al-Anwa Holding business plan.
• Manage Data and analytics-driven and capable of using data about talent and Human Capital practices to assertively advise the CEO and formulate strategic business and workforce decisions, including people management, to secure long-term growth.
• Support and Direct the Key Performance Indicator (KPI) tracking and monitoring process (data collection, KPI scoring and report generation etc.) to ensure that performance is measured against the business plan across Al-Anwa and any relevant gaps are highlighted and addressed.
• Direct the preparation and consolidation of the Division budgets, strategic Manpower and monitor financial performance versus the budget so that the business is aware of anticipated costs/revenues, areas of unsatisfactory performance are identified, and potential performance improvement opportunities are capitalized upon.
• Ownership of the talent life cycle including proactive and strategic workforce planning, talent acquisition, performance management, organizational design, succession planning, and employee experience.
• Initiate and lead best practice sharing and process improvement in HR operations
• Ensuring that Organizational Charts, Employment Contracts, Salary Surveys, visas are maintained properly
• Maintain awareness and knowledge of latest HR development theory and methods and provide suitable interpretation to Section Heads, managers and staff within the organization.
• Manage and control HR & Admin departmental expenditure within agreed budgets.
Led a team focused on developing and implementing strategies that drove business results, created a positive work environment and increased levels of employee engagement. Implement the KAFFAT management project, played the advisor role to the executive committee for KFAATs HR development projects in order to achieve the companys strategic goals and maintain its competitiveness by developing and improving the most important assets which its Human capital.
• Talent Acquisition
• Learning & Development
• Performance Management
• Career Path Planning & Succession Planning
• OD, Policy & Compensation & Benefits