Director of Human Resources Division
MEDGULF
مجموع سنوات الخبرة :24 years, 9 أشهر
.• Working within one of the largest insurance companies in Saudi Arabia
• Overseeing the smooth operation of the full Human Resource Function for the company
• Managing the recruitment and selection process including, screening and interviewing, liaising with external organisations and recruitment agencies
• Ensuring full compliance with Employment Law and SAMA regulations
• Setting monitoring processes ensuring management compliance of HR practice, including recruitment, compensation, career development, performance measurement, succession planning, training and development
• Implementing administrative processes and filing systems, maintaining records and complies statistical reports concerning personnel related data, such as hires, transfers, performance appraisals and absenteeism rate
• Preparing and maintaining the monthly payroll and financial reports including travel expenses and training costs
• Processing of all employee medical insurance claims
• Contributing to success by devising and implementing an HR strategy aligned to the overall business goals
• Ensuring the HR and overall business strategy is successfully communicated throughout the department so that all HR staff understand their role in contributing to organisational growth and success
• Ensuring effective HR policies and procedures are implemented fairly across the organisation, and in line with prevailing employee legislation and organisational objectives
• Driving improvement by constantly reviewing and enhancing processes in line with “best practice”
• Ensuring that the HR function provides a coherent and coordinated service to employees, thus contributing to their motivation and engagement, and delivering all due benefits in a timely fashion
• Developing and leading the implementation of best practice processes to attract, recruit, develop and retain high quality staff for supporting current and future manpower requirements
• Managing relationships with HR Development fund, ensuring compliance to terms, receiving due benefits
• Providing internal customer service to employees by effective leadership, management and direction of HR
• Promoting fairness and consistency, new appointments, vacations, leave of absence, promotions, bonuses, transfers, terminations and disciplinary actions are managed professionally in line with company policies and current labour legislation
• Managing and coordinating salary administration procedures, including daily checking HR records for employee attendance, to enable payroll to make accurate and timely payments to employees
• Driving continuous development of HR initiatives and organisational change, for progress towards objectives
• Monitoring customer satisfaction with HR services, in order to inform the continuous development of processes which better support managers employees, thus increasing their loyalty and engagement
• Supporting in attracting, recruiting and retaining motivated employees with the required skills, by liaising with managers identifying needs and driving delivery of a coherent recruitment and training programme
• Negotiating and implementing annual agreement with HR Development Fund, qualifying for subsidies
• Reporting monthly on number of Saudisation levels to the HR Development Fund, for due benefits to be paid
• Assisting HR staff in providing an effective and prompt service to employees by liaising with Labour Office/other Departmental Heads from time to time in order to solve queries/problems in a positive and prompt manner
• Monitoring progress towards business objectives by regular review with HR Service Manager and heads of department, in order to inform reporting to senior management
• Directing, developing and motivating managers/staff to optimise their skills, performance and potential
• Ensuring all staff appraisals are completed and countersigned as necessary within specified timescales
• Managing training and development activities within budgets and in line with the HR policies and procedures
• Ensuring cost efficient training and development activities, fulfilling identified requirements
• Providing training and development knowledge, advice and counsel to line-mangers within area of incumbent’s expertise to enable them to make best use of available human resources and maximize retention
• Developing and recommending enhanced training and development policies and information systems, improving services, cost controls and communication in accordance with the Bank’s business plans
• Coordinating with division heads and department managers in determining career paths for the Bank’s employees and assists the department managers in providing career counselling to subordinates
• Developing and co-ordinating a succession planning program for high-potential management employees, reviews progress reports from department managers and trainers pertaining to these high potential employee, analysing reports and discusses with Head of Human Resource on a quarterly basis
• Liaising with other companies, training organizations and associations to monitor training developments and new courses, maintaining liaison with colleagues on extension training, government and tertiary systems and course, and other training avenues to enable the incorporation of innovations into the training program
• Maintaining good working relationships with training providers
• Conducting continuous training and development need analyses and prepares annual training prospectus, schedule and budget preparation data to ensure managers have comprehensive information on which to determine their utilization of available training and development budgets
• Organizing and developing training manuals, reference materials and testing, and evaluation procedures
• Coordinating with training consultants and institutions, bringing in speakers and instructors for training purposes
• Coordinating with Group General Managers, Division Heads and Department Managers in assigning instructors from each Division for conducting in-house training
• Screening, testing and counselling employees for participating in education and training programs
• Keeping informed on new developments, methods and techniques in the training and developments areas
• Maintaining records and prepares reports to evaluate performance of trainees; monitoring progress of trainees
.Resourcing-Led Talent Strategy aims to substantially improve our ability to provide a ready, high-quality, internal pipeline to fill key positions against immediate and future business needs. This supports building a high-performance culture based on continuous growth and development, and ensures alignment of career development activities with strategic business needs.
• Identifying and developing clear, consistent and co-ordinated policies to ensure that the SABB Graduate Development Program is maintained as a “best in class” program
• Managing the Recruitment process of the Management Trainees and Clerical Trainees in line with the new selection process by working closely with the line manager, HR RMs and the business
• Actioning all on-boarding requirements for the MTs and CLTs employment
• Leading the selection process of SODP and SOTP internal development programs, working closely with management
• Working closely with Learning and Development in developing the training curriculum, coaching and guidance for SABB MTs, CLTs and internal Development program trainees during the program, ensuring a broad range of management skills are developed and ultimately preparing all trainees for their new permanent appointments
• Centralising monitoring and tracking of the MTs’ performance on a monthly basis
• Ensuring Career Guidance and Progress Meetings are undertaken regularly for the trainees
• Managing the discussions and negotiations in securing all job rotations and placements for the trainees
• Championing the implementation of development tools such as 360 degree assessments, career discussions and panel assessments for high potential employees
• Monitoring of the development plans of the high potential employees to ensure proper career progression is in place
Development Programme unte is committed to the development of its staff whether they are new recruits or existing staff. Development Programme unit has been established to design and manage four core Cadre programmes two of which are for fresh graduates and the other two are for existing staff who are considered by the business as high flyers and the bank is willing to invest in them. In addition to the four Cadre Programme, Cadre unit is also responsible of managing Non-Core Cadre Programmes
.• Implementing the term and annual training plan, coordinating with area heads and following its implementation
• Put the training table of the department and update the department employees' data continuously
• Following and activating the instructors' performance and making supervisory visits continuously and providing the support and consultants in a way that helps to apply the training program correctively
• Following the new instructors and helping them in the trial period
• Developing the talented male and female instructors and encourage the innovative thoughts and initiatives, and to spread the modern training methods in the specialization and encourage the use of them
• Stimulating human relationships continuously among the instructors of the department
• Following trainees evaluation through various reporting systems, securing the validity of procedures and results
• Supervising trainees during the period of the cooperative training and evaluating them
• Providing training on equipment and materials, adhering to procedure, updating skills with new developments
• Adhering to professional safety requirements and protection procedures, monitoring departmental training risks
• Professional performance monitoring and reporting of instructional personnel, identifying training needs
• Preparing annual evaluations of the plans and the content of training packages according to the requirements of the labour market and the remarks of the department instructors
• Preparing term reports about the accomplishment levels and the recommendations to improve the work quality
Business field.
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Major Responsibilities & Accountability: Recruitment & Selection: Manage the complete recruitment life-cycle for sourcing the best talent from diverse sources Developing and implementing recruitment and selection strategies. Review and Shortlist the resumes and applications according to the JAL standards required for the job opening. Identifying the new recruiting agencies with cost effective and obtain productive information. Creating, implementing and monitoring cost effective recruitment strategies on Job Adverts, representing JAL in job fairs and head hunting to attract talented candidates. Create and communicate job vacant positions internally and externally. Monitor employee basic information on the Human Resources and payroll system. Execute orientation program for new joiners. Compensation & Benefits: Benchmark existing compensation and employee benefits with the market. Constantly review benefits program and drove changes if required to ensure competitiveness. Prepare monthly payrolls and submit to the authorized superiors for review and approval. Plan new strategies and propose new programs to enhance the employee benefits. Executive the productive salary increment process as per the JAL budget. Training & Development: Assist the Human Resources Department in training needs assessment. Drive initiatives to understand the training needs of personnel and organize customized training programs to bridge the gap at the appropriate training place with proper requirements. Maintain register and records of trainings for JAL employees. Prepare training budgets in line with organizational objectives. Ensure training spends were in line with budgets. Actively support the deployment of appropriate training. Ensure new employers were seamlessly inducted to the organization. Performance Management: Instrumental in formulating and implementing the performance appraisal process. Ensure completion of the performance appraisal process including distributing forms, collating MIS and coordinating compensation changes. Employee Relation & Welfare: Taking end-to-end ownership for employee relations including formulating and implementing employee relations strategies and organizational goals. Designing and developing effective employee relations programs like employee meets, company events and team building activities among others to foster employee motivation and a spirit of employee camaraderie. Measuring and analyzing key employee relations metrics like absenteeism, voluntary attrition and incidence of disciplinary action to continuously monitor effectiveness of initiatives. Setting and tracking measures to evaluate performance of employee relations team using HRMS system. Coaching and mentoring team continuously to drive performance improvement. Drive & support a regimen of collaboration and constant communication with Line Managers to ensure effective implementation of employee relations strategy by agreeing to a mechanism of rollout & review. Other Responsibilities Primary Objectives: Formulation and implementation of Policies & Procedures Saudi Labour Law compliance & other government bodies regulations compliance Implementation of Grading & benchmarking Designing Job descriptions & KPIs for all critical positions Drafting & implementing department objectives and to find the root cause of issues or deficiencies if any Ensuring Manpower plan, HR Budget, Vacation plan are at place in given time frame from all the departments Conducting employee satisfaction and other surveys General Administration & Facility Management ISO Compliance & Audit Safety of the workforce. Development of a superior workforce. Organization Development of the Human Resources department. Development of an employee-oriented company culture that emphasizes quality, continuous improvement, and high performance. Personal ongoing deve