Sr. Manager Human Capital
AMAALA
Total years of experience :17 years, 2 Months
I. Talent Acquisition / Onboarding & Relocation:
• Involvement on manpower plans to lay out yearly/biannual talent acquisition projections and manpower budgets, post discussion with divisions heads.
• Monitors the hiring, onboarding & relocation cost.
• Develop Talent Acquisition road map with continued focus on streamlining and automating business process to create a value added to HC organization that effectively support our growing and business goals.
• Maintaining Onboarding & Relocation process, standardize AMAALA onboarding experience that immediately connects our new hires to our vision, mission, culture and values which guide the way we work and deliver a better world.
• Collaboratively with the business to ensure our onboarding process runs effectively for our new hires.
• Working with AMAALA offshore service centers as an advocate during transitions of work scope.
• Onboarding ensure a consistent and exceptional onboarding experience.
• Successful transition for new hires journey in to the organization.
• Interact directly with new hires at multiple points throughout the onboarding process.
• Serve as an escalation point of contact for hiring manager during the hiring process.
• Maintaining effecting operations with multiple departments to disband all challenges of new hiring journey.
• Key player in implementing internal hiring documents audits.
• Preparing and develop reports and HC data analysis.
• Explores the market best practices in talent acquisition, onboarding & Relocation.
II. Human Capital business partner:
• Partner with Talent Acquisition activities to provide support in the recruiting / onboarding process.
• Serving as an internal consultant to management all division needs on human capital and relations support.
• Supports HC-related needs, communication proactively to appropriate solutions.
• Work closely with each division leader to improve work relationships, build morale and engagement, increase productivity and retention for assigned business units.
• Provides HC policy guidance and interpretation.
III. Human Capital Communication and Culture:
• Manage the development and execution of multi-channel, integrated Human Capital culture and engagement strategies.
• Create and development Happiness Hub.
• Plan execute tactical communication plans to effectively disseminate messages across channels.
• Provide updates on status of Human Capital activates to our employees, business partners and project teams.
• Partner with HC operation to drive all administration of employees’ records.
• Directs and manages the Onboarding & End of Employment mandates, providing leadership and facilitating work processes in order to achieve world class employee experience.
I was promoted into this newly created role with national responsibility across Saudi Arabia for 16 projects across 5 offices and direct management of a team of 24 staff. Overseeing all aspects of talent management and HR, this includes recruitment and onboarding, payroll and employee benefits and performance management. I have also developed a manpower strategy in line with the company strategic plan.
Successfully achieving all targets, this includes a company staffing plan to recruit 600 new staff. I spearheaded the implementation of an employee benefit compensation policy and procedure and ensured the successful transfer of knowledge from the USA office into relevant and compliant information. I have also secured strong relationships with Saudi embassies and achieved monthly recruitment and mobilization targets.
With extensive travel, I have completed hiring and visa processes for candidates in different countries and developed HR polices for travel, leavers, bonus, medical benefits and a complex pay strategy. I created a 6-month training program in 2017 for new engineering graduates. 20 graduates accepted in 1st year with the best 5 graduates permanently recruited after 6 months. In 2018 42 graduates accepted with the best 10 hired.
Additionally, I have linked the recruitment process and onboarding system, liaising with IT to integrate the systems effectively. I have also successfully recruited 40 team members over 3 different offices (Riyadh, Jeddah and Dammam).
Reporting to the Country Talent Management Director, I oversaw the talent management operations function for the Riyadh office coordinating closely with project/program directors. This included coordinating recruitment, mobilization, demobilization, employee relations, benefits and compensation.
I led the recruitment and mobilization operation process of 2200 candidates for 13 projects in 2014 and 2015 and successfully over achieved the monthly hire target of 100 with 135 hires per month.
Recruited as the first team member, I oversaw all HR project operations in KSA. I successfully secured the mobilization of more than 2000 staff and led the whole mobilization and demobilization process. I also headed up all HR and personal processes and managed all HR reports.
The role also included coordinating the medical benefits process and I oversaw the HR system for all talent management processing and records. I managed all employee relations, issues and employment agreements and collaborated with the finance team on payroll, GOSI payments and final settlements.
- New hires documentation, offers preparation, medical insurance management, leaves & benefits administration, ticket & booking administration, medical claims processing.
- Having responsibility over new hires documentation.
A. Responsible for new employee joining Go.
B. Make check list to complete new employee file and review there documents.
C. Inter the new employee data in Oracle system (HRMS) to complete the process.
D. Make the medical and IT request (checkup, computer, email and employee ID).
E. Writing and print the joining date confirmation letter and employee contract and following up to be signed from the Chief Business Support Officer.
F. Following up with government Department to complete Non-Saudi employees file before send their file to payroll.
G. Providing the payroll department all date of the new employees to start presses their salaries.
- Medical insurance management.
A. Request new medical insurance card of the new employees.
B. Request to add employee’s family member.
C. Review all GO employees issues with the account manager from medical insurance company.
D. Medical claims processing.
- Ticket & booking administration.
A. Responsible for all Go employees Tickets and the encashment Tickets.
B. Dealing with the Travel agent to make reservation and issue tickets of employee annual leave tickets and business trip tickets.
C. Process the encashment tickets, by comparison two fares from the travel agent to providing finance and payroll department with amount.
- Documents preparation
A. Writing and print all GO employees letters.
B. Identification letters (banks, Embassies and government department).
C. Commitment letters (banks).
D. Helping Recruitment for offers preparation
E. Responsible of all employees files and keeps it updated.
- Having responsibility over ex-employees documentation.
A. Review and complete their documents.
B. Clearance form (following up with IT, admin, security and financial departments)
C. Exit interview
D. Experience certification and release letters
- leaves & benefits administration
A. Annual leaves review and approve it through Oracle system.
B. Review and verification form all sick and emergency leave requests.
C. Providing finance and payroll department of any unpaid leave or absence days.
I performed all secretarial and administrative duties on behalf of the CEO.
Managing customer relationships, I provided excellent customer service and secured repeat business. This included preparing internal work procedures and business support activities and coordinating and managing call operators. I oversaw the preparation of business courses in Kuwait, managed trainers, marketing and advertising.
- Auditing and reviewing personal and factory hygiene.
- Reporting on a monthly basis on any malfunctions, problems, and hygiene.