حسين بن حسين

Demonstrating functional HC leadership through developing, executing and managing a broad range of HC, People and Culture strategies, initiatives, and practices, aligning them with the company’s overall business strategy and translating them into appropriate HC actions, practices, and initiatives in compliance with employment regulations.
Foster a performance and talent development culture, through coaching, guiding, and consulting business managers and internal stakeholders on issues of effective team building, employee relations and organizational effectiveness while ensuring an engaged organization.
Developing long-term human capital strategy and annual HC development plans to support the business operations objectives, developing performance indicators, and metrics to achieve them.
Monitoring the Human Capital Section performance against pre-set performance goals, time frame and ensuring that preventive/corrective actions are taken accordingly.
Setting the estimated budget for the Human Capital Section, monitoring expenditures, and ensuring adherence to the approved budget and financial performance in coordination with the Finance Division.
Preparing manpower requirements for each fiscal year as well as forecasting on future requirements, developing attraction strategies, exploring recruitment channels, and taking an innovative approach in a competitive recruitment market.

Ensuring that correct and accurate employee documentation is maintained as accords with employment legislation, staff grade, role, and performance factors, thereby enabling efficient remuneration and handling of employee issues.
Driving the day-to-day delivery of a high-quality HR service to all managers and employees by promoting good employment relations, staff morale and performance and by overseeing and quickly responding to contractual, operational or employee records queries.
Providing expert advice and guidance and ensuring that support is provided to all employees to positively, promptly and effectively handle all HR Operations issues and requirements (e.g. grievance/disciplinary matters) in a fair and consistent manner and in line with internal HR policies/procedures and prevailing labor law.
To draft, revise and implementation the HR policies and processes for eventual adoption across the Company, taking account of new government legislation and business needs, supporting increased automation accomplishments skills references languages and the improvement/development of the HR function.
To advise and notify managers on HR policy and procedures relating to all HR transactions e.g. appraisals, managing sickness, discipline and grievances.
Managing flight tickets and developing the necessary plans to provide it in the appropriate time and at the optimal cost.
To provide day-to-day supervision of; the Receptionist, the HR Officers, Government Relations Officers/Administrators, Talent Acquisition.

Planning and overseeing, tailoring MESC KSA/UAE Compensation and Benefits programs with business and employee needs by reviewing and amending existing programs and ensuring that they comply with legislation while researching employee motivations to maintain the fairness and attractiveness of the Compensation and Benefit plans in order to, Helping Al MESC in improving employee satisfaction, creating a productive workplace, and supporting employee retention and attracting top talent.
Participating in the development of the department's annual strategic and operational plan by proposing the Compensation and Benefits Section’s annual work plan.
Following- up and monitoring the implementation of the goals approved in the Compensation and Benefits Section.
Monitoring the daily work of the Compensation and Benefits Section and determining corrective actions for team members.
Preparing the required periodic reports on the activities of the Compensation and Benefits Section and submitting them to the direct supervisor.
Developing, implementing, and maintaining systems, procedures and policies for the Compensation and Benefits functions to ensure compliance with company policies.
Evaluating and modifying existing compensation and benefits programs, policies, and procedures.
Developing compensation packages and incentive programs that are consistent with the company’s strategic plan.