حسين العبود

▪ Develop and implement HR strategies, policies, and procedures aligned with Saudi labor laws and company
objectives.
▪ Lead recruitment, onboarding, performance management, and employee development initiatives.
▪ Oversee compensation, benefits, and employee relations to foster a positive work environment.
▪ Ensure compliance with Saudization requirements and manage GOSI, Mudad, and Qiwa platforms.
▪ Manage all interactions with government entities including the Ministry of Human Resources, Jawazat, and other
regulatory bodies.
▪ Ensure timely compliance with governmental regulations and maintain strong relationships with key officials.
▪ Supervise the maintenance, safety, and operational readiness of company facilities.
▪ Oversee administrative functions including document control, internal communications, and executive support.
▪ Manage scheduling of executive meetings, preparation of reports, and coordination of cross-departmental
activities.
▪ Coordinate with IT teams to ensure infrastructure reliability, data security, and system efficiency.
▪ Manage IT budgeting, vendor relationships, and troubleshooting for operational continuity.
▪ Support digital transformation initiatives and integration of HR and administrative systems.
▪ Conduct employee engagement surveys, address grievances, and promote a positive workplace culture.
▪ Handle regulatory audits, submissions, and reporting to ensure full compliance with Saudi laws and avoid
penalties.
▪ Stay updated on changes in labor legislation, Saudization policies, and other governmental directives, advising
senior management accordingly.
▪ Implement sustainability initiatives, such as energy conservation and waste management, in line with Saudi
environmental standards.
▪ Develop and enforce administrative policies to streamline processes and reduce operational costs.
▪ Prepare and manage departmental budgets, forecasts, and reports for senior leadership.
▪ Monitor key performance indicators (KPIs) for all managed areas and implement continuous improvement
measures.
▪ Design and implement comprehensive training programs tailored to departmental and organizational needs.
▪ Foster interdepartmental collaboration to align HR and operational functions with business strategy.

▪ Developing and administering human resources plans and procedures that relate to company personnel.
▪ Support current and future business needs through the development, engagement, motivation and
preservation of human capital.
▪ Translate key data into an effective and commercially focused HR and people strategy, working with senior
management and influencing them on the best course of action.
▪ Provides support and guidance to HR generalists, management, and other staff when complex, specialized,
and sensitive questions and issues arise; may be required to administer and execute routine tasks in delicate circumstances such as providing reasonable accommodations, investigating allegations of wrongdoing, and terminations.
▪ Creates learning and development programs and initiatives that provide internal development opportunities for employees.
▪ Oversees employee disciplinary meetings, terminations, and investigations.
▪ Support departments in the development and delivery of strategic HR plans to fit with the overall business
direction.
▪ Maintain management guidelines by preparing, updating, and recommending human resource policies and
procedures.
▪ Completes human resource operational requirements by scheduling and assigning employees and following
up on work results.
▪ Develops human resources operations financial strategies by estimating, forecasting, and anticipating
requirements.
▪ Manages Human Resource Department and provides guidance to resolve complex employee relations issues.
Identifies and consults with the Corporate office on matters of legal importance.
▪ Update and review HR policies, procedures and guidelines and enforce organization values.

- To contribute research, analysis and ideas to the development of the Organization’s HR strategy in order to ensure that organizational development initiatives are appropriately integrated and aligned with strategic and business goals.
- To design and deliver OD and change management strategies, processes and interventions that support the Organization’s ambition to be a high performing organization; to include initiatives which foster a high performance culture, where valuing learning, continuous improvement and diversity are the norm. -- To support specific performance improvement initiatives, the implementation of a new behavioural competency frame work and 360 degree feedback process.
- To identify opportunities for performance improvement through, for example, undertaking internal diagnosis, process/system reviews in order to understand barriers and possible solutions; conducting external research into good practice and new Ideas.
- To commission and manage additional internal or external resources as and when required in order to ensure cost-effective delivery of agreed OD initiatives
- To design and facilitate in-house events (e.g. workshops, away days) as required.
- To develop the Organization’s approach to talent management and succession planning and to coordinate
the contributions of key stakeholders to ensure effective implementation.
- To work with line managers on the design and delivery of appropriate and relevant Personal Development
Plans for their staff; to commission and evaluate agree d internally-delivered interventions and to ensure best use of the Organization’s development budgets
- To develop coaching, mentoring and secondment schemes to support staff development and the achievement of Personal Development Plans.
- To lead on the development of skills and knowledge database in order to maximize the diverse talents of the organization.
- To be responsible for the Organization’s overall Recruitment cycle, job evaluation system, advising on job design, job descriptions and the correct grading of jobs.
- To oversee the annual appraisal process, monitoring compliance with the timetable and working with the CSSO to ensure consistency of quality in appraisal documentation.
- To contribute to the development of policies and procedures in collaboration with the CSSO
- Executes activities related to his/her function in safe and environmental friendly methods.
HR Manager August 2013 - March 2014 Hemaia Group, Dammam - Saudi Arabia
Key Responsibilities:
- Conceptualized HR structures, systems and policies as per changing market trends, current/ proposed business activities and local labor laws to better connect employees with business goals.
- Deployed a functional strategy with respect to talent acquisition; oversaw entire recruitment cycle and optimized a variety of selection tools/ techniques to recruit talent that drives forward business performance.
- Devised an integrated organizational structure with clearly specified reporting matrix and well defined roles/ job descriptions aimed at cultivating a result focused environment with precise performance parameters.
- Organized training programs to build critical job capabilities and foster desired learning culture. Piloted
orientation programs to seamlessly integrate new -joiners with organizational policies and work culture.
- Fostered minimum employee turnover while conducting exit interviews; addressed employee concerns/
issues empathetically without compromising on organizational policies/ methodologies.
- Contributed significantly in team meetings as well as presented an array of management reports that involve
compilation of HR related data for strategic analysis and interpretation by senior management.
- Assessed the impact of developments in employment/ HR laws and customized policies to maintain legal
compliance while a governed a progressive Human Resource management function in the organization.

Key Responsibilities:
• Conceptualized HR structures, systems and policies as per changing market trends, current/ proposed business activities and local labor laws to better connect employees with business goals.
• Deployed a functional strategy with respect to talent acquisition; oversaw entire recruitment cycle and optimized a variety of selection tools/ techniques to recruit talent that drives forward business performance.
• Devised an integrated organizational structure with clearly specified reporting matrix and well defined roles/ job descriptions aimed at cultivating a result focused environment with precise performance parameters.
• Organized training programs to build critical job capabilities and foster desired learning culture. Piloted orientation programs to seamlessly integrate new -joiners with organizational policies and work culture.
• Fostered minimum employee turnover while conducting exit interviews; addressed employee concerns/ issues empathetically without compromising on organizational policies/ methodologies.
• Contributed significantly in team meetings as well as presented an array of management reports that involve compilation of HR related data for strategic analysis and interpretation by senior management.
• Assessed the impact of developments in employment/ HR laws and customized policies to maintain legal compliance while a governed a progressive Human Resource management function in the organization.

- Supported and maximized effectiveness of all HR polices/ operations; advised seniors on various HR matters/ labor laws while regularly expressed new ideas and solutions that align with organization’s work culture. 
- Systematized the recruitment function to ensure hiring quality talent; negotiated offers in the best financial interest of the organization while ensured alignment with industry standards and employee expectation.
- Conducted performance assessments jointly with line managers to precisely identify areas demanding improvement/ appreciation. Monitored and maintained attendance records for employees at all levels.
- Chalked out an annual training calendar; organized programs to commission effective learning interventions that facilitate ongoing, long-term improvement of skills/ performance for employees.
- Routinely generated various management reports and MIS; offered coordination and direction to all office/ administrative operations to ensure the workplace is always running smoothly.
- Supporting the development and implementation of HR initiatives and systems.
- Ensure the provision of accurate statistics and records.
- Working closely with various departments, increasingly in a consultancy role, assisting line managers to understand and implement policies and procedures.
- Recruiting staff, which involves developing job descriptions and person specifications, preparing job adverts, checking application forms, shortlisting, interviewing and selecting candidates;