Reham Kahtan

www.nahdi.sa

Talent Sourcing

Handling all the recruitment issues to BAG clients as well as establishing the dept. from A to Z.
•Handling all HR issues, business development, formatting & translating all agreements with our clients.
•Formatting & translating all other issues related to job descriptions & making job analysis to the existing vacancies.
•Preparing all the action plans needed to fulfill the required positions.
•Managing a team of recruitment consultants to achieve the set target.
•Opening new accounts in different areas of business.
•Responsible for the dept. budgeting & planning.
•Guiding my team & coaching them how to utilize all the available sources to identify suitable candidates against each required positions.










www.alfanar.com

Responsible for TNA for different clients
•Make some English & soft skills Courses design
•Give lectures to adults (11 levels of English-ordinary course).
•Give conversation courses
•Give TOEFL courses


Coordinator & English Instructor

Give lectures to the American Section students (English & History).
•Coordinate their courses selection - exams booking

From modest beginning 26 years ago, Nahdi Medical Company has grown dramatically to become the largest retail pharmacy chain in the Middle East and North Africa. Starting with two small pharmacies in Jeddah was the foundation for what has since become a nation-wide network of more than 750 branches. Cosmetics, baby care, and medical equipment were added to further expand the product range, and customers took the new concept to heart. By 2004, the Nahdi chain had grown 200 outlets, a milestone figure at the time, but one that was to prove only a staging post in the spectacular growth trajectory.

Duties & Responsibilities:
•Contribute to manpower budgeting and planning process
•A Team member of the HR committee for preparing & revising all related HR policies
•Develop recruitment strategy. This may include job posting optimization, recruiting marketing channel development, job board procurement, digital and non-digital employment marketing, comprehensive recruitment campaign planning, talent planning, etc…
•Act as an HR business partner to Supply Chain & Commercial Divisions
•Plan & execute recruitment-selection, implement plan for employee induction at all levels, and monitor progress of recruits whether locally or overseas
•Set KPIs for recruitment team & work accordingly
•Interact with Vice presidents/ directors within the company to understand their recruitment needs to meet these needs in the most effective way
•Consistently focus recruiting efforts to meet minority recruiting goals
•Dealt with various local and overseas agencies, negotiate with them and finalize recruitment agreements, moreover, prepare job vacancies advertisements to be released in local as well as international news papers
•Total recruitment cycle of sourcing out CVs & conduct interviews locally and internationally, selection, negotiate salary, prepare employment offer and follow up including visa process for overseas candidates till joining for successful recruitment.
•To deploy the candidates at their respective division /dept and complete the joining formalities including salary advance and arrange accommodation & transport
•Preparing & maintaining CV

•Responsible for keeping excellent ties with both local & international entities like universities & recruitment agencies all over the world
•Job sizing committee member for all the newly sized positions based on mercer methodology
•Team member of the team preparing the job descriptions for all the new positions in cooperation of Job Masters consultants
•Fully accountable on project of revising the Talent Sourcing policies & procedures. Determining & Writing the SOP’s

The following projects completed successfully:

•Implementing the Management Trainees Program starting from building the program till hiring & maintaining all the program’s phases
•Launching Al Nahdi Career Page & Maintaining the database
•Transfer the Warehousing labors from males to Saudi Females (50 Ladies Joined during 2013)
•Implement the exit interview project to extract disciplinary action to reduce turn over percentage to 5% compared to 10% the previous year
•Design & implement the Induction program to all the newly joined employees
•Lead the project of designing the interviews guidelines & manual based on the company’s competencies frame work
•Hiring more than 700 WH blue collars in 2014