Human Capital Advisor
Confidential
Total years of experience :25 years, 2 Months
This Company is a state of the art aggregated production facility of recycled paper manufacturer, established in 1994 and is now running an investment of over 1 billion US$, and driving towards going public IPO in 2015.
Reporting to the Managing Director/CEO, my scope as an advisor includes: formulating the HR business plan strategy with focus on developing and implementing plans and approaches which will ensure that the business is able to recruit, train, develop and retain the right number of people with the skills necessary to enable the business to deliver its short, medium and longer-term objectives through various approaches which include: organizational development, workforce planning, talent management and succession planning, core-value integration, and future leadership programs.
Lead the provision of best practice Human Capital systems, and Organization Development initiatives and techniques to support the business strategy related to: Sourcing & resourcing, Reward and Recognition which ensures competitive edge which meets future challenges, Saudization initiatives, and talent management initiatives.
Scope of work includes: organization effectiveness and roles, reward, and talent management to achieve strategic objectives, and provide solutions by combining services just right for specific situations
Provide consultation, advice, coaching, education, and decision-making support to clients over Human Resource function
Provide objective advice, expertise and specialist skills with the aim of creating value, maximizing growth or improving the business performance of HayGroup clients
Primarily concerned with the strategy, structure, management and operations of an organization, by identifying options with recommendations, providing additional resources and/or the mplementation of solutions
Typical tasks involve: conducting analysis; running focus groups and facilitating workshops; preparing business proposals/presentations; identifying issues and forming hypotheses; formulating and implementing recommendations/solutions; managing projects and programs.
Leading the development and implementation of Group HR Strategy,
Clarifying Organization Structure, Working Relationship and Communication of Business Units - Corporate Office,
Developing the HR - Authorities and Responsibilities Matrix,
Designing HR Systems and Initiatives; Talent Acquisition Programs, Employee Referral Program, Apprenticeship Program, Executive Management Incentives Plan, HR-Career Path Planning, Competency Profile,
Conducting periodic HR auditing & risk assessments to ensure BU’s' compliance with Group HR Policies, Procedures & Processes, and recommending the corrective/preventive action plans,
Participating in strategic decision making and due diligence activities related to start-up business as an HR business partner, and closure of business,
Manage Third- Party contracts and outsourced Functions, such as SLA agreements, Shared Services, Group Health Care Scheme and Travel Agencies,
Responsible for managing Executive Recruitment initiatives through International Head hunters,
Establishing Group Compensation and Benefits System (salary grades, salary ranges and salary increment system), after implementing the new AFG Grading Structure with Watson Wyatt,
Collaborated with HR and Business Managers to advance the business and build organizational capability, identification of High Potential employees, and appropriate development interventions
Research, analyze, and evaluate, salary rates and benefits offered in similar industries, comparing, analyzing the market trends on internal worth and external market conditions and recommending action for improvement, and recommends plans & solutions to Group HR & Admin. Director,
Develop, implement, and evaluate new benefit packages, variable pay, executive compensation, and incentive & bonus programs,
Develop, maintain and implement HR compensation policies and pay structures to ensure consistency with Group strategic objectives.
Conduct Job Descriptions, and undertake Job analysis and job evaluations for jobs on the corporate level to determine appropriate salary levels and to ensure consistency between pay and job roles,
Review, analyze salary increases and promotions within the Business Units to ensure its alignment with Group policy,
Developing the Organization Structures, Charts, Manpower Planning.
Development of HRIS (SAP) manual & work flows.
Monitoring SAP-HR system effectiveness, conversion of data, implementation, reporting & testing.
Enhancement of SAP-HR module, Authorization Profiles, Validation.
Enhancement of HR Business Process, Quality Assurance Practices, Auditing, and compliance.
Development of Work-life Balance Programs (i.e. dress code, communication, employee counseling, relocation, schooling)
Responsible for Employee relations (i.e. absenteeism, conflict/dispute resolution, discipline, safety)
Participating in implementation of the “Grading Structure” over the Group & Business Units in consultation with Philadelphia Consulting Group
Participating in SAP-HR Module implementation for Group and Business Units
Responsible for analyzing and evaluating new positions within the Group / Business Units, and employee transfer
Responsible for developing Plans & Procedures for employee Career-Path Development based on the conduction of professional Performance Appraisals
Participation in preparing HR Department “Objective Plans & Strategies”, and evaluate their implementation
Responsible for preparing the annual plan & budget format and guidelines for the five Units under Human Resources Department.
Participated in preparing the “Group HR Policy” in both languages English & Arabic. Also preparation of the “Group Internal Regulation” approved by the Saudi Labor Office.