General Manager of talent acquisition governance and staff redeployment
Ministry of Human Resources and Social Development
Total years of experience :15 years, 2 Months
Demonstrating all activities and related type of activities that support to reach the redeployment of staff, which includes the strategic related activities and operational activities as well.
Key Contributions:
• Manage all transformation process of entities starting with designing measurement mechanism and the standard of the transformation to identify competent talent to the transformation.
• Review the process of staff migration of entities
• Redeployment process of incompetent employees to the transformation
• Day to day activities towards transformation and staff redeployment
Demonstrating all HR functions for health care employees, which includes Minister of Health and other sectors, and starting our HR projects with clear mapped deliverables throughout a clear mapping for all HR projects.
Key HR projects contribution to:
• Capacity planning which defines the required number of staff to do the job efficiently based on scientific ratios and benchmarks.
• Staff Migration, which would have all employee transferred from current system to the new system with the consideration of policy changes, reward and structures. Starting with the position development with all kind of attributes and related stakeholders for this program, then the people transformation to these new roles as per their capabilities and abilities.
• Assessment Centre, to assess all employees versus the new structure, accountabilities and requirements
• Capability buildings for all employees to define the gap in capabilities and to bridge these with the methodology of (70, 20, 10) or online courses.
• Performance Management System, along with employee’s objectives or annual goal plan, MYR, YER and calibration phase which aligned with the annual increment or bonuses
• Competency matrix for each role to support the assessment center for each individual and define related IDP for each employee.
• Job family, Job profile, Job analysis and Job Description for each role as part of Organization Design phase.
• Succession plan which is aligned with all functions of above
Systemize HR procedures and implement new structure, define delimited position, Merge jobs to eliminate some positions by utilizing MOOC tool, Advocate the lawsuit against company for terminated employee in case of suing the company in labor office court, GOSI, and HCIS. Key Contributions:
●Defined successor based on HCP ratings and capabilities and introduced strategic and tactical actions by utilizing succession plan tool with competency assessment tools.
●Established and sustained link between all HR functions that achieved challenging HR goals.
●Developed and implemented overhead cost optimization methodology in business to assure knowledge retention.
●Reformed some articles in housing policy by reducing and controlling cost.
●Executed career development program to define gaps between individual capabilities and position requirements in terms of skills and key role competencies.
Amended salary scale to add cost-of-living allowance for Saudis and expats. Managed significant challenges associated with demand phase analysis and supply phase analysis. Streamlined activities regarding conversion of manpower planning model to a practical form and automated these forms with an automated calculation in excel sheets.
Key Contributions:
● Collaborated with IT for developing recruitment website to prepare and provide required workflow for candidate, deliver required data, upload 450 vacant positions, and export around 700 filtered CVs.
● Analyzed zero manning tool to convert manpower planning model from theoretical work book to a practical form
● Onboarding process and strategy
Identified, organised, and fulfilled company requirements for processing of Saudi Aramco identification card system and all certification necessary to be certified from Aramco such as Work Permit Receiver’s certification. Dealt with employee’s performance evaluation form and managed internal and external training. Provided management with feedback regarding performance of training and development programmes and the trainees.
Key Contributions:
Identified the training need analysis and evaluated training and trainer to enhance work capabilities of employees.
Attracted, shortlisted, selected, and appointed suitable candidates for jobs by evaluating professional skills of candidates.
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