HR Supervisor
Green Dimensions Arabia - NEOM
Total years of experience :10 years, 3 Months
• Planning Human Resources strategy to business industry goals needs.
• Planning Manpower planning needs and budget for the Territory and development effective recruitment strategies.
• Planning and develop inductions /onboarding new employees to the companys policies, culture, and procedures.
• Establishment and motivate the organizational structure, Policies and procedures SOPs.
• Establishment and Managing all Human Resource Management flowchart event.
• Establishment the job descriptions in last update matching requirement business line and company mission.
• Development and implementation of performance Management improvement plans /Performance appraisal.
• Oversee the development and implementation of HR policies and procedures, ensuring compliance with legal regulations and industry standards.
• Analytics and Reporting Human Resource Metrics and provide decision.
• Leadership and development HR Team, learning and training.
• Foster a positive working environment through employee engagement initiatives and activities.
• Resolve HR Working disputes, providing guidance on conflict resolution.
• Managing follow up HRIS (Human Resource information Systems) database and Dashboard.
• Following up on contract renewals analysis, amendments, and extensions as needed.
• Following up on Muqeem, Qiwa and GOSI and any other related platform and recorded no.
• Updated on local labor laws and regulations in Saudi Arabia.
• Foster a positive working environment through employee engagement initiatives and activities.
• Support the performance appraisal process, providing guidance to managers and employees.
• Administer employee benefits programs, ensuring compliance with local regulations.
• Educate employees on available benefits and assist in resolving benefit-related issue.
• Organizational Development (OD): Develop and implement organizational development strategies and initiatives aimed at enhancing organizational effectiveness and employee engagement.
• Conduct organizational assessments and analyze data to identify areas for improvement, proposing targeted interventions and solutions.
• Design and facilitate workshops, training programs, and team-building activities to promote a positive organizational culture and enhance team collaboration.
• Performance Management: Oversee the performance management process, ensuring alignment with company goals and objectives.
• Collaborate with department heads and managers to set clear performance expectations, objectives, and key performance indicators (KPIs) for employees.
• Provide guidance and training to managers on effective performance feedback, coaching, and goal-setting techniques.
• Talent Development and Succession Planning: Identify high-potential employees and working with leadership to
develop tailored development plans.
• Implement succession planning initiatives, identifying and grooming future leaders within the organization.
• Collaborate with Learning and Development teams to create and deliver training programs that enhance employees skills and competencies.
• Employee Engagement and Recognition: Develop and implement employee engagement initiatives to enhance job satisfaction and foster a positive environment.
• Design recognition programs to acknowledge and reward employee achievements and contributions.
• Analyze employee feedback and survey data to identify trends and areas for improvement, proposing action plans to enhance employee experience.
• Change Management: Lead change management initiatives, supporting employees and managers during periods of
organizational change.
• Develop communication strategies to effectively convey changes and minimize resistance, ensuring a smooth transition for employees.
• HR Analytics and Reporting: Utilize HR analytics to measure the effectiveness of OD and performance management initiatives, providing data-driven insights and recommendations.
• Prepare and present reports to senior leadership, summarizing key performance metrics, trends, and the impact of HR
programs on organizational goals.
• Coordinate and oversee the recruitment and selection process, including job postings, resume screening, interviews, and hiring decisions.
• Collaborate with hiring managers to understand staffing needs and ensure timely fulfillment of vacancies.
• Conduct orientation sessions for new employees, explaining company policies, benefits, and expectations.
• Foster a positive work environment by organizing team-building activities, events, and recognition programs.
• Address employee concerns and grievances, ensuring prompt resolution and maintaining a healthy work atmosphere.
• Mediate conflicts and conduct investigations when necessary, ensuring fair and consistent resolutions.
• Implement and monitor performance evaluation programs, providing guidance to managers and employees on
performance improvement.
• Develop and maintain performance metrics to measure employee productivity and effectiveness.
• Provide coaching and training to managers on performance management best practices.
• Identify training needs within the organization and develop training programs to enhance employee skills and
knowledge.
• Collaborate with department heads to create career development plans for employees.
• Monitor training effectiveness and adjust programs as necessary.
• Ensure compliance with labor laws and regulations, updating policies and procedures as required. Develop and implement HR policies and procedures, communicating changes to employees and ensuring understanding and compliance.
• Maintain accurate and up-to-date employee records, including contracts, attendance, and performance evaluations.
• Administer employee benefits programs, including health insurance, retirement plans, and other company-provided benefits.
• Assist employees with benefit-related inquiries, facilitating communication between employees and benefits providers.
• Prepare and analyze HR metrics and reports, providing insights to management for strategic decision-making.
• Generate regular reports on HR activities, such as recruitment status, employee turnover, and training effectiveness.
• Establish a comprehensive technology facilitating quick employee engagement and management by up to 70%, resulting in a 40% decrease in employee turnover and a 60% increase in manager satisfaction within the specialization.
• Talent attraction, retention of highly qualified individuals, both specialized talent acquisition and general talent attraction.
• Job posting, resume viewing, initial contact, salary negotiation, control, job offers, managing all aspects of the
preparation process, employee orientation program, asset preparation, typing, and their corresponding emails, etc.
• Manage and update the HR database, including (resumes, employee documents, attendance records, payroll slips, monthly attendance management and payroll, etc.). Employees dealing with HR-related matters such as effective
hiring, labor relations, benefits, managing all insurances, papers, taxes, and payments with the companys lawyer.
• Supervise employee compensation and benefits, compensation database rules, job descriptions, insured compensations, in addition to performance management.
• Organizational development, including elements not compatible with processes that parts of HRs core responsibilities, necessary structures, and required organizational and integrative development from its application.
• Handle everything from clear hiring and benefits to employee relations such as HRBP, including updating their motivation, reality in HR with employees and the CEO.
• Provide support in various HR-related topics such as leaves and compensations to resolve any issues.
• Direct HR services programs and our correspondence, making the workplace efficient and presence-free, providing administrative services through immediate problem-solving, benefits, new tools, and organization.
• Annual and quarterly budget assets for the HR department, such as (motivation budget, advanced learning budget, salaries, benefits).
• Collaborate with the top manager in developing specialized intelligent learning, an expert in any HR reports related to
employees, and allocate a specific budget for the estimated budget.
• Recruitment and Onboarding: Assist in the recruitment process by posting job openings, screening resumes, scheduling interviews, and conducting reference checks.
• Coordinate new employee onboarding, including the preparation of orientation materials, scheduling training sessions, and ensuring a smooth transition for new hires.
• Employee Records and Documentation: Maintain accurate and up-to-date employee records, including personal information, attendance, and performance evaluations.
• Prepare and process HR-related paperwork, such as employment contracts, offer letters, and termination documents.
• Ensure compliance with data protection laws and maintain confidentiality of employee information.
• Benefits Administration: Assist employees with benefits-related inquiries, explaining benefits programs, eligibility, and
Hiring procedures.
• Collaborate with benefits providers to ensure timely enrollment, changes, and terminations of employee benefits.
• Assist in organizing benefits-related events, such as open enrollment sessions and wellness programs.
• HR Policy and Compliance: Assist in the development and implementation of HR policies and procedures, ensuring alignment with company goals and legal requirements.
• Provide employees with information about HR policies and procedures, addressing queries and clarifications as
necessary.
• Support HR audits and compliance checks, ensuring adherence to relevant labor laws and regulations.
• Employee Relations: Act as a point of contact for employee inquiries related to HR policies, procedures, and benefits.
• Assist in resolving employee conflicts and issues, escalating complex matters to HR supervisors or managers as needed.
• Contribute to fostering a positive work environment through effective communication and support.
• Training and Development: Coordinate training programs and workshops for employees, including scheduling, materials preparation, and logistics.
• Assist in tracking employee training and development activities, ensuring compliance with training requirements.
• Collaborate with HR team members to identify training needs and recommend relevant programs.
• Reporting and Analysis: Prepare and maintain HR reports, including employee demographics, turnover rates, and
training completion status.
• Analyze HR data to identify trends and provide insights to support strategic decision-making.
• Assist in the preparation of presentations and materials for HR-related meetings and training sessions.
