فيصل العبدالعزيز

Managing the entire HR function from end to end for more than 2000 employees working in SNS. My responsibilities are including the below functions: -

• Talent Acquisition & Candidates Sourcing
• New hires Training & HR Orientation
• Talent Services & HR Operations
• Client Relationship Management
• HR Payroll & Payment Management
• Compensations & Benefits and Reward Management
• Employee Retention & Complaints Management
• MIS & Employee Data Management
• Employee Satisfaction & Staff Engagement

ORGANIZATIONAL DEVELOPMENT

• Ensure that SNS has a best-in-class structure to deliver on its strategy and business model along with the adequate supply of talent to perform at expected efficiency levels.
• Establish a structured career management framework to provide clarity towards role, growth and development opportunities within SNS.
• Develop and oversee the implementation of HR policies, systems, processes, procedures and controls so that all relevant procedural/legislative requirements are fulfilled while delivering a quality, cost-effective service in a consistent manner.
• Define and implement SNS’s compensation philosophy in order to attract, motivate and retain talent.

TALENT MANAGEMENT

• Position SNS as an employer of choice to attract and retain talent, and work towards building an internal pipeline of successors for key leadership positions.
• Define and implement SNS’s training and development programmers to foster a culture of continuous learning and development.
• Ensure the performance management system enables an accurate evaluation of employee contribution and improves the way in which managers manage the performance of their subordinates.

TALENT SERVICES

• Design and implement the employee engagement plan and monitor engagement levels to enhance employee engagement and performance.
• Develop and maintain strong relationships with ministries and relevant governmental entities to manage and address issues related to employment matters in alignment with statutory requirements and precedents.

Driving The Transformation project of Institutional Excellence & Human Capital Initiative for MRDA As Part of Saudi VISION 2030, Overseeing the Transformation project of Institutional Excellence & Human Resources function as following:

Key Deliverables with Significant Highlights:

• Build, continuously, an in depth understanding of the MRDA organization structure, process landscape and business requirements.
• Conduct research, and national and international benchmarking to identify best-practices regards to processes and organization structure.
• Receive organization structure, policies and processes change requests from departments and assess the need for change.
• Develop, review, and improve organization structure, including regular updates and maintenance of the organizational units clustering, updates and maintenance of the functional statements down to the lowest level, in coordination with HRD.
• Develop, review, and improve policies and processes, including regular updates and maintenance of the institutional policies (e.g. HR policies, procurement policies), procedures and processes (e.g. process cards, process maps, RACI matrices, process forms and templates), in coordination with departments.
• Develop and maintain a Business Process Management platform to document and integrate all processes across and provide required access to the relevant departments.
• Develop corporate compliance plan and execute it to ensure compliance with adopted MRDA policies and processes, in close coordination with MRDA Internal Audit.
• Assess the impact of changes on internal departments and determine the required actions to manage these changes.
• Touch base with the relevant communication entities inside to effectively communicate changes and engage stakeholders.
• Design and implement a change management methodology, including change measurement criteria, tools, and network.

Driving the Human Resources Transformation Business Function within Gulf Elite Consulting as freelancers.

• HR Strategic Planning ~ HR Management ~ Performance Management ~ Manpower Planning & Recruitment Management.
• Employee Relations Management ~ Workforce Management ~ HR Policy & Procedure Formation ~ HR Automation
• HR Transformation~ HR Process Reengineering ~ Workplace Wellness Initiatives ~ Compensation & Benefits ~ Staff Retention & Coaching & HR Consultation

Owner as of Human resources consultant for organization’s human capital serves the best interests, by creating and developing a human resources model, and dedicated for National Center for Privatization & PPP Therefore, offer more services that are of importance related to HR strategic with ensuring to achieve its stated goals, while also ensuring the workforce is operating at a high level of productivity and efficiency.

Key Deliverables with Significant Highlights:

• Serving as internal consultant by analyzing for current HR programs and recommending solutions, advising executive management on the administration of all human resources activity.
• Developing, revising, and implementing HR policies and procedures with successfully implanted of all HR Systems for all function. ERB (Oracle HRMS systems) with multiple operating models. Also, developing methods for compiling and analyzing data for reports and special projects, conducting audits of HR activities to ensure compliance.
• Preparing and maintaining reports related to specific HR projects and, assisting with the development and coordination of recommended changes regarding workflow.
• Include of Responsibilities of Talent management and, fully understand issues with creating they solutions to be remedy and solving and ensuring HR programs and services are in compliance with established policies and procedures and laws and regulations and presenting training sessions related to specific HR L&D programs at National Center for Privatization & PPP.

Key Deliverables with Significant Highlights:

• As of project manager for completion of the National Transition Plan and creation, the full operating model for all REDF function jointly with Korn Ferry Hay Group Consultant.
• Implemented the Internal Job Posting for the first time in a 100% governmental entity without violating any government Law which resulted to activating more than 100 vacancies by internal employees up to May 2019 and targeting 200 by December 2019.
• Increased REDF Business Performance from 2350 loans in July 2018 to be more than 100k by May 2019. This has resulted into growing mortgage market by 83% from Sep-May 2019.
• Designed & Implemented the New Org Structure of REDF after Board Approval, Job levels and salary scale basis Hay Methodology.
• Enhanced employee engagement by establishing Internal Communication and Talent care functions which has resulted to increasing employee satisfaction by 25%.
• In Association with Korn Ferry, designed and implemented REDF Strategy, Competency Frame Work, C&B Philosophy for REDF.
• Implemented the First ever mobile application for REDF Employees.
• Implemented the new CCC's HRMS system and Automated 60% of HR Services through System with Actively involved in the Implanted and the execution of ERP mobile application (Amerni) through Android& IOS systems; developed SOPs to be control department budget &forecasting.
• Implemented the 1st Management Training & development programs based on Behavioral and Technical competencies.
• Leading the transition of moving 1100 employees from Government Scheme to become under GOSI and Labour Law.
• Conducted the 1st ever Team Building activity for REDF Leadership team which has resulted to defining the REDF Vision, Mission, and Strategic Objectives for 2019-20.
• Successfully the new implementation of performance management policy’s and grading scale as additional project.
• Successfully the new implementation of HR information system to improve capability and services up 96% of employees happens with engagement Successful plan.
• Developed policy’s and Procedure for all HR Areas along with SOPs & HR executive list for booth of system GOSI list & system of Civil Service punishments with approved by competent authorities and the General Supervisor of the REDF.
• Created the Initialize ethical conduct and procedural compliance policies and Procedure and release it to all staff with new communication process. Successfully executed & introduced the Employee Handbook.
• Implemented & introduced the medical and life insurance as first year for all government types of employees with special table of benefit.

Acted as owner of ERP HR System projects implementation; member of the HR transformation model project with Hay Group as of Project manager; HR transformation model project with Hay Group as of Project manager; International Financial Reporting Standards Foundation, IFRS related to HR operations, payroll & payment function and medical & life insurance scheme committee.

Delivered proactive, up-to-date, accurate and relevant operational approaches to run HR operations activities for the company staff and the group in general in alignment with the other HR operations related as well as piloted the entire all HR Operations function from end to end for more than 7500+ employees working in AL NHADI staffing business.

Key Deliverables with Significant Highlights:

• Achievement in achieving the strategic objectives and ensuring the implementation of the people set by the organization according to the time schedule for New Pillars of as AlNahdi strategic for transformation stag as talent management.
• Contributed in approving HR Policies & Processes, executive list of violation and punishments from Ministry of Labor; involved in segregation project for 31 sub-companies under AlNahdi group with SOPs fully automated.
• Served as Super User of Oracle HRMS systems and owner of all HR Systems for all function. ERB (Oracle HRMS systems & Oracle vison) with multiple operating models. successfully handled special Human Resource Projects as necessary
• Dexterously configured the WPS system in alignment with the rules and regulations of MOL, Bank’s requirements and the payroll process applied payroll process and payment to be facilitated for 31 sub-companies among Al-Nahdi group
• Providing proactive, up-to-date, accurate and relevant operational approaches to run HR operations activities for the company staff and the group in general in alignment with other HR Partners & Diving.

Acted as member of selection committee for 17+ subsidiary companies under ACWA Holding fully; nomination and Remuneration Committees (NRC) Member in 2 Companies; corporate Social Responsibility (CSR) Member in 1 Company. Served as owner of the all ERP HR System projects implementation. Head of medical & life insurance scheme committee for more than 32+ subsidiary companies under ACWA Holding and head of employee valuation committee

Key Deliverables with Significant Highlights:

• Adroitly accomplished the strategic objectives and ensuring the implementation of the people set by the organization according to the time schedule. Developed policy’s and Procedure for all HR Areas along with SOPs process with approved for Ministry of low within 3 months. Took human resources initiatives through Creating &building an information analysis system for all company’s rated to ACWA Holding.
• Successfully the new implementation of performance management policy’s and grading scale for all campers.
• Development & Achievement in achieving the strategic objectives and ensuring the implementation of the people set by the organization according to the time schedule.
• Creating & Successfully organization HR structure as global for all function to Provide support to HR Manager at business units.
• Successfully the new implementation of performance management policy’s and grading scale for all campers.
• Throughout 2013/2015, Talent Acquisition Team has created training and recruitment opportunities for more than 120+ candidates at ACWA for all levels up to CEO.
• Created a Saudization program as a part of the recruitment of manpower possess and succeeded and train more than 400+ employees for all companies as business need & Between 80% and 90% of the Saudi employment plan has been achieved at all levels of employment and the company's scope has been extended to the diamond range.
• Implanted of all HR Systems for all function. ERB (Microsoft dynamic) with multiple operating models

Key Deliverables with Significant Highlights:

• Have been a key member of the implementation team who has worked on the start-up phase of CCC.
• Implemented the HR policies & procedures of CCC as per the global standards of AEGIS & Introduced the Employee Handbook.
• Implemented the concept of conducting policy awareness sessions and was successful in conducting more than 20 policy awareness sessions to our existing employees in both Riyadh & Jeddah, which has effectively helped in resolving queries related to HR policies and processes. I also, implemented the same in our new recruitment Induction program.
• Owner & Implanted of all HR Systems for all function. ERB (Mena Me) with multiple operating models.
• Implemented CCC Careers Website. http://www.ccc.sa.com/career/career.php.
• Introduced the Reward & Recognition Program (R&R) program within the company.
• Successfully signed 7 agreements with the Human Resources Development Fund to finance CCC’s recruitments and saved more than 7.4 million for the company & HR executive list of violation and punishments got approved from Ministry of Labor.
• Successfully acquired 70+ work visas for expats from India with Exceptional Approval by Minister of Labor Low.
• A Lead the transition of transferring 216 employees from STC to CCC payroll for 906 processes.
• Between 96% and 98% of the Saudi employment plan has been achieved at all levels of employment and the company's scope has been extended to the diamond range.

HR Payroll & Personnel responsibilities:

• HRIS. Member of team to evaluating new implementation of Oracle Table and development.
• new module on the system.
• Developing, creating procedures related of interaction between Personnel and Payroll daily activities and create KPIs.
• Part of the annual negotiation of the medical insurance scheme committee.
• Managing and monitoring payroll related activities on daily, weekly, and monthly basis
• Analysis on monthly basis to be provided to top management
• Reporting over all manpower and compensation, benefits, allowances and monthly costs to be provided to SAMA on semi-annual.
• Managing subordinate appraisal on annual basis
• Personnel; oversee all related transaction of employees on daily basis, such as leave, vacation and other requests.
• Assist in standardizing letters: salary increment, promotion and bonus salary adjustments, special payments, employee deductions and warning letters.
• Prepare final settlement for resigned/terminated employees
• May participate in conducting exit interview with resigned employees
• Facilitate management and employee understanding of payroll procedures.
• Answers employees’ day-to-day inquiries related to payroll, solve problems concerning payroll, and enforce payroll policies.
• Participate in conducting training sessions for new and current employees in the sector on the usage of payroll system and HRMS
• Establish and maintain a positive working relationship with coworkers, and supervisors to promote a quality service image.
• Update the payroll system when changes occur in employee’s packages and benefits
• Prepare monthly, quarterly and year-end reports on turnover statistics, reason of leaving the bank etc.

Participated in the Compensations & Benefits area in the following:

• Participate in managing the compensation function for all Bank employees.
• Responsible for administration of employee benefits across the Bank.
• Provide special guidance and assistance to all departments on various employee compensation programs and benefit plans.
• Surveys industry and/or region to determine Bank's competitive position in employee compensation and benefits.
• Develop, recommends, and installs approved, new, or modified plans and employee benefit policies, and supervise the administration of existing plans.
• Plan, develop and implement new and revised compensation programs, policies, procedures, in order to be responsive to the Bank's goals and competitive practices.
• Assure that the Bank’s compensation programs, and benefits plans are consistently administered in compliance with Bank policies and regulations.

HR business Compliance Officer responsibilities:

• Take responsibility for maintaining and developing the relationship with the SAMA ensuring that the required reports and documentations are provided on time and in line to the regulatory framework.
• Keep up-to-date and aware of changes in legislation and regulation, advising the relevant area within HR for action plans.
• Work closely with the HR implementation teams.
• Ensure that all HR policies and procedures as well as the employee handbook are compliant with the applicable laws in Saudi Arabia such as Labor Law or SAMA.
• Develop and promote a greater awareness of compliance issues amongst staff.
• Develop and promote a stronger awareness of staff on boarding requirements as well as assisting in the development of anti-money laundering programs for new employees with other functions related to Payroll and HR Compliance but not limited to the above tasks.

HR Payroll & MIS responsibilities:

• Organize the processes of the Payroll in order to ensure that all bank’s employees receive their salaries timely and accurately every month.
• Generating Monthly payroll and related transaction (debit or credit)
• Reviewing the monthly journal and entering the amendment data such as vacations, absence etc.
• Delivering quarterly, semi-annual and annually reports to financial control units to ensuring meets with department’s budgets.
• Delivering analysis reports “MIS” to each departments head or manager for yearly increments and changing in compensation.
• Dealing with all finance control which related most to the employees.
• Dealing and preparing all the expenses and cheques for the GOSI, Training centers, recruitment agencies or other payments.
• Managing Leavers and Termination of Employment and the leave indemnity as well as the end of service calculations.
• Runs reports annually for promotions, bonuses and further changes in employees’ salaries.
• Adjusting GL’s accounts monthly if needed.
• Familiar in the salary structures and variable pay schemes (basic salary, grades and reward systems in samba).

Other aspects of HR

* Training & Development
* Personnel & Recruitment (involving on annual manpower plan and recruitment progress on monthly term).
* Budgeting, Compensation & Benefits.
* Other Administration task.
* Strategic partner with business units such as (set authorization of signatory and workflow process).