فؤاد الزهراني

Reporting to CEO

Managing the following functions:
- Training and development
- Recruitment
- Employee Services
- Government Relations
- Payroll
- Organization Development
- HR Management system

Global Paradigms is an Human Capital Consulting Company that help organizations to create value, maximize growth and improve business performance.
Our Core business:
1. Human Capital Development
2. HR Outsourcing Services
3. Talent Development
4. Executive research
5. Nurse Competency Assessment

Highlights: • Headed the Operational HR department and managed a range of activities related to HR strategy and planning, recruitment process, facilities management, government relations, training and development for a 4000+ employees across Saudi Arabia, Egypt and Jordan.
• Provided functional HR support to Line of Business of the company, streamlined the organizational structure and prepared job descriptions for all employees in the company.
• Structured the recruitment process through online systems, achieved requiredSaudization Ratio and transformed training processes of the Business Units. Key Responsibilities;
Strategy and Planning
 In close collaboration with the companies General Managers, ensure that HR policies, procedures, and practices are consistent with and support the achievement of company goals and strategy.
 Collaborate with HR GM to plan and implement Central HR Department across the group.
 Review staffing requirements with company VPs, based on Manpower Forecast reports and Organization Charts.
 Monitor and report on Saudization rate and develop strategies to increase ration of Saudi employees.
 Participate in Hay Group salary survey discussions and subsequent analysis.
 Provide day to day performance management guidance to line management and immediate supervisors including coaching, career development and succession planning advice.
 Design career development model (career path and career plans) for high potentials within and across division, aligning with succession planning requirements.
Talent Acquisition
 Ensure the relevant assessments take place to assist the recruitment of talent into the business.
HR Administration and Personnel
 Participate in the development of and propose initiation of projects or improvements to policies, and procedures, in liaison with Group HR. Keep employee handbook fully up to date on policies and procedures.
 Resolve labor disputes and take action on disciplinary measures in line with labor laws. Develop and design the company structure and ensure job descriptions are up to date for all posts.
 Ensure HR workflow works efficiently and seamlessly for all relevant procedures.
 Develop and maintain good practice to facilitate staff communication including exit interviews.

HR Programs and Initiatives
 Participate in projects, programs initiated by the Group HR GM and projects initiated by the Human Capital Committee
 Analyze trends and metrics in partnership with the Group HR to identify business needs and monitor/ evaluate progress
 Consult with the business leads to ensure a clear understanding of their requirements in the short, medium and long term
 In conjunction with the Group HR, research, design and develop initiatives (aligned with the Group HR initiatives) that add real value to the business areas/division.
 Design job family modules and competencies directory.Budget
 Develop the workforce budget for business units, monitor financial performance versus budget to ensure alignment. Budget to include workforce training, salary actions and incentives.
Customer Satisfaction
 Responsible for measuring the quality of service delivery for key stake holders.
 Assesses the impact of HR on employee satisfaction across the division.
Line Manager
 Group HR GM.
HR Structure
 Personnel Manager (1 Supervisors “3 employees“ reporting to this post).
 Personnel Manager (4 Supervisors “13 employees“ reporting to this post).
 Government Relations Manager (2 Supervisors “9 employees“ reporting to this post) .
 Talent Acquisition Manager (4 Supervisors “10 employees“ reporting to this post) .
 Amman HR Supervisor (1 employee reporting to this post).
 Staff Budget/Forecast Supervisor.
 Secretary.
 Total employees are 54 under my department.

* Headed the HR department and managed a range of activities related to HR for a 800+ employees
* In close collaboration with the company General Managers, ensure that HR policies, procedures, and practices are consistent with and support the achievement of company goals and strategy
*Review staffing requirements with company managers, based on Manpower Forecast reports
* Monitor and report on Saudization rate and develop strategies to increase ration.
* Manage specific recruitment campaigns for Project Staff and Labor both in and outside of KSA, including oversight of Recruitment, interviews, tests, and selection of employees to fill vacant positions
* Manage all joining formalities for all new staff
* Manage all personnel issues such as, leaves applications, leave settlements, resignations, terminations, Attendance.
* Manage tickets, medical coverage, and other benefits
* Participate in the development of and propose initiation of projects or improvements to policies, and procedures, in liaison with Group HR.
* Keep abreast of any proposed change to legislation affecting employment or administration of employees
* Manage the administration of the HR information system and run Management Information reports as required
* Resolve labor disputes and take action on disciplinary measures in line with labor laws
* Develop and design the company structure and ensure job descriptions are up to date for all posts
* Maintain professional relations with Governmental Agencies and service providers
* With management, prepare a training and development plan for staff and liaise with OKA on implementation
* Plan and conduct new employee orientation to foster positive attitude toward company goals
* Manage employee social committee, recognition events, and awards for staff
* Ensure payroll is run on time
* In liaison with Group HR implement pay, reward and performance management systems which are fair and transparent throughout the businesses

Highlights:
• Responsible for all Personnel Development Plans, medical insurance and General Organization for Social Insurance (GOSI) of 2000+ employees.
• Handled employee grievance and disciplinary matters including assisting management with advice on hearings and provided substantial input in case of anomalies.

Key Responsibilities:
• Steered HR practices and objectives to provide an employee-oriented, high performance culture that emphasizes empowerment, quality, productivity and standards.
• Examined/ updated company personnel policies in line with evolving labor laws, government legislation's and corporate policies. Advocated revision in company policies to senior management.
• Administered job evaluation/ grading systems to formulate guidelines for promotions / increments. Oversaw recruitment programs to ascertain induction of appropriate personnel in a cost effective manner.
• Directed preparation and maintenance of requisite reports to carry out the departmental functions efficiently and provided periodic reports to the management to track strategic goal accomplishment.
• Identified organizational training and development needs through job analysis, appraisal schemes and regular consultation with business managers.
• Designed, developed and administered health/welfare benefits policies including GOSI and medical insurances, vacation, sick leave, leave of absence, and employee assistance. Ascertained employees understand benefit programs and utilize them in a cost effective manner.
• Provided guidance to line managers regarding disciplinary and corrective action plans inclusive of recommendations on terminations and conducted exit interviews for separating employees.
• Served as administrative liaison for arranging vehicle and housing compound. Managed mobile phone policy, office and stationery supplies, accurate maintenance of files and ensured clear communication pertaining to service terms and conditions.

Designation Chronology:
• Sept 2005 - Feb 2006: Senior Administrative Assistant
• Sept 2000 - Sept 2005: Senior Staff Assistance Public Relation

Joined the organization as Senior Staff Assistance Public Relation and crafted an upward growth curve to merit promotion to the position of Senior Administrative Assistant.


Highlight:
• Deputed to the President office to manage FANAR Project, trained on SAP programs and employee self services portal and assisted the organization manage its administration activities efficiently.

Overall Responsibilities:
• Maintained /supported in-house information technology systems for timely retention of office data and performed quality checks for the president’s office activities.
• Maintained /updated files/ file index and also managed hard copy / electronic files and records.
• Received and screened visitors / telephone calls, provided information, handled issues that required sensitivity used sound independent judgment and interpreted policies, rules/procedures accordingly.
• Prepared travel/training requests; made/confirmed travel and other arrangements for conferences/business trips, compiled expense reports and prepared post-travel memorandum.
• Drafted company newsletter, reported and published the employees’ weekly activities and submitted daily, weekly and yearly production reports to the management.