خالد الدوسري

A joint venture between Engie and NOMAC (ACWA Power Subsidiary), operate and maintain Marafiq independent power and water project (IWPP), one of the worlds largest power and desalination plants.

Strategically developing and implementing a comprehensive human resource strategy that aligns with the organization's vision and objectives. Ensuring robust HR support across all departments to optimize service delivery for major clients, including Saudi Aramco, SABIC, SCECO, and others. Focused on fostering a high-performance culture that drives organizational success and enhances client satisfaction.
- Ensures the effective provision of services by the organization’s HR functions to all departments.
- Contributes to strategic planning and decision-making for alignment of the human resource strategy with other business strategies.
- Develops the HR yearly plan and budget and manages the HR department to meet budget and non-financial targets Top Management sets.
- Ensures that all activities related to human resources are implemented in accordance with the HR strategy and plan, and in a reliable, timely and cost-effective way: these include recruitment, training and development, compensation and benefits, performance evaluation, personnel administration, human resource information systems, employee communications, employment relations, etc.
- Ensures that the organization's current and future talent management requirements are met and that employees are recruited, managed, organized, trained, evaluated, and rewarded in accordance with HR strategy.
- Plays a lead role in designing and updating compensation and benefits systems.
- Ensures proper execution of strategic HR processes including succession planning and career development.
- Supervises the implementation of the HR operational policies and procedures and ensures continuous improvement of all the HR processes.
- Ensures that all AMHEC employees are remunerated in a timely and accurate manner.
- Oversees HR initiatives, including Saudization and recruitment of females.
- Participates in critical negotiations and dispute resolution procedures with employees, government agencies, labor relations authorities and other relevant agencies so that AMHEC's interests are protected.
- Oversees the development and timely and accurate update of HR Information Systems and databases and ensures they are appropriate for the organization's business needs and are well integrated with other systems used.
- Identifies, evaluates, and prioritizes required developments in the organization's HR information Systems in coordination with the IT Department.
- Leads, directs, evaluates, and develops the HR team to ensure that the objectives are reached.
- Responsible for the development, performance appraisal and succession planning of all direct and indirect reports.
- Promotes a highly e ective management and leadership style in line with the organization's values and that supports the achievement of its strategy and objectives.
- Identifies and monitors key HR functional KPis, and devises plans and initiatives for improvement.

Group HR Director
Al-Othman Holding Company
Al-Khobar, Saudi Arabia

Overseeing teams of HR providing HR functions (Strategically & Operationally) to more than 30 Companies & JV’s that have diversified businesses.

Few remarkable achievements:
• Enhanced the Policies & Procedures.
• Built up two departments: Organizational Development & Training & Development.
• Reviewed and improved employees KPI’s.
• Maintained Saudization for all companies and subsidiaries.
• Automated most of the HR manual functions through Oracle applications.
• Enhance/create JDs for over one thousand jobs.
• Review/Update the Salary Scale & Grades.
• Saved more than 30 million Saudi Riyals of employees’ wages utilizing government initiatives (HRDF & Tawteen).
• Started Career Development Plans for high-performance employees.
• Initiated Succession plans for Saudi workforce.
• Successfully covering workforce requirements / vacancies within short periods by diversifying the search mechanisms and engines.
• Trained more than 550 employees on General and Technical training (virtual / face to face).
• Prepared leadership program for high potential Saudi employees.
• Initiated Employee Happiness team.

Additional Responsibilities:
• Overseeing Legal and Leasing departments.
• Taking care of General Support Services group-wise (e.g.: procurement, contracts, security, etc).

Started developing process for both company and workforce with following objectives:

1. Full Compliance with the following:
• Ministry of Labor Regulations.
• Municipality licenses.
• Civil defense licenses.
• Saudization percentage.
2. Basic Infrastructure
• Effective Time management.
• Creating Job description for key areas.
• Create grading system and salary scale.
• Enhancing of accurate database.
3. Performance Management
• Planning, monitoring, Developing, rating, rewarding.
• Review & Evaluation on employee productivity.
• Identify strength & weakness of employee.
• Retirement plan.
4. Employee retention programs
• Retention of talented & productive employees.
• Compensation & benefits.
• Job satisfaction.
• Scholarship programs.

Carrying out the following tasks:
• Administer compensation, benefits and performance management systems, and safety and recreation programs.
• Identify staff vacancies and recruit, interview and select applicants.
• Allocate human resources, ensuring appropriate matches between personnel.
• Provide current and prospective employees with information about policies, job duties, working conditions, wages, opportunities for promotion and employee benefits.
• Perform difficult staffing duties, including dealing with understaffing, refereeing disputes, termination process, and administering disciplinary procedures.
• Advise managers on organizational policy matters such as equal employment opportunity and sexual harassment, and recommend needed changes.
• Analyze and modify compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements.
• Plan and conduct new employee orientation to foster positive attitude toward organizational objectives.
• Serve as a link between management and employees by handling questions, interpreting and administering contracts and helping resolve work-related problems.
• Plan, direct, supervise, and coordinate work activities of subordinates and staff relating to employment, compensation, labor relations, and employee relations.
• Analyze training needs to design employee development, language training and health and safety programs.
• Maintain records and compile statistical reports concerning personnel-related data such as hires, transfers, performance appraisals, and absenteeism rates.
• Analyze statistical data and reports to identify and determine causes of personnel problems and develop recommendations for improvement of organization's personnel policies and practices.
• Plan, organize, direct, control or coordinate the personnel, training, or labor relations activities of an organization.
• Conduct exit interviews to identify reasons for employee termination.
• Investigate and report on industrial accidents for insurance carriers.
• Represent organization at personnel-related hearings and investigations.
• Negotiate bargaining agreements and help interpret labor contracts.
• Prepare personnel forecast to project employment needs.
• Prepare and follow budgets for personnel operations.
• Develop, administer and evaluate applicant tests.
• Oversee the evaluation, classification and rating of occupations and job positions.
• Study legislation, arbitration decisions, and collective bargaining contracts to assess industry trends.
• Develop or administer special projects in areas such as pay equity, savings bond programs, day-care, and employee awards.
• Provide terminated employees with outplacement or relocation assistance.
• Contract with vendors to provide employee services, such as food service, transportation, or relocation service.
• Insure full adherence to ISO procedures.

Carrying out the following tasks:
1- Implementing, maintaining and recommending changes to the human resource policies and procedures manual as required.
2- Ensuring legal compliance by monitoring and implementing applicable Saudi legal requirements.
3- Follow up all government related activities with: SAGIA, HRDF, Seaport Authority, Labor Office, GOSI, Zakah, Passport Department, etc…
4- Ensure adherence to Security & Safety procedures.
5- Recruitment of Manpower (Local & International).
6- Maintaining the Saudization percentage.
7- Ensuring adequate visa availability.
8- Training & Development of current/new employees.
9- Ensuring planning, monitoring, and appraisal of employee work results in appropriate coaching or disciplining of employees.
10- Conduct investigations against the violations & implement corrective actions.
11- Scheduling management meetings with employees in cases of dispute.
12- Hearing and resolving employee grievances.
13- Maintaining historical HR records by adhering to the existing filing and retrieval system.
14- Completing HR Department operational requirements by scheduling and assigning employees and following up on work results.
15- Conducting and analyzing exit interviews.

Admin Activities:
Issue and renew company legal documents
Representing the company in government sectors
Prepared for Classification of contractors
Implementing Saudi legal requirements
Review, develop and implement the HR policies and procedures
Prepare & send monthly HR report to HO in Kuwait

HR Activities:
Implement Annual - Semi-Annual appraisal & evaluation for employees
Issue and renew employees contracts
Issue and renew permanent & visit visas
Provide necessary insurance to employees
Follow up of employees scheduled vacations
Prepare & send monthly HR report to HO in Kuwait

Solving all government related issues and develope the internal HR System

1- Deputy Quality Manager. Enhanced the Auditing division activities to Quality Department and divided it into 3 subdivisions.

2- HR Development Team Member: participated in many activities like:
Comprehensive assessment to the current situation.
Strategic plan for the development process.
Review and create company Vision, Mission, Procedures and Policies along with their forms.
Increase the influence of quality on the HR activity and link them together.
Review and enhance chain of command system.
Making Levels & Ranks for employees.
Recruiting & Continuous Improvement.
Preparation of Job Descriptions, etc…