Mohammed Almousa

Oversee both HR & Administrations at Ibrahim Bin Saedan Investment Co. and its subsidiaries, my responsibilities are partnering with company’s leaders to build the organizations and departments strategy, solving organizations and HR challenges, building HR strategies and goals for 2022-2023, building a new process for talent management, hiring, promotions and succession planning process and managing the Microsoft D365 implementation.
Organization Development and Workforce Planning:
• Managing the development of the best organizational structure to ensure the alignment of the operating model with the overall organizational strategy and efficiency of people.
• Building and managing the workforce planning strategy which articulates workforce requirements in the form of manpower needed and competencies that should be developed to enable achievement of organizational goals.
Talent Acquisition:
• Developed the recruitment process and cycle through setting and an effective recruitment guidelines.
• Developed the induction program to engage the new hires with the company’s culture, strategies and goals.
• Ensure the talent acquisition team are hiring the best candidates and following the HR overall strategies.
Performance Management:
• Developed the performance management system within the company which helps company’s people managers to make a fair evaluation.
• Developed the performance improvement plan, to develop and improve the company’s talents performance through setting a new performance improvement plan system (PIP).
Saudization:
• Built a strategic goal to raise the Saudization ratio and Nitaqat level in the company.
• Overseeing and tracking the Saudization strategy to ensure that the talent acquisition team are meeting the strategy plan to raise the Saudization ratio.
Implementing ERP Microsoft D365
• Managing the implementation of ERP Microsoft D365 for HR, Administration & Procurement.
• Legalizing the system and ensure the system meets with company’s policies and governments regulations.
Daily HR Operations
• Overseeing employees’ relation, payroll, HR services and employees’ relation.
• Overseeing the employee’s life cycle from onboarding to offboarding.



Talent Management:
• Succession planning: promoting and developing the best talents to higher level and providing a coaching and mentoring program to the best talents.
• Diversity: ensure the diversity ratio is meeting with the HR strategies.
• Talents retention: studying the exit interview, HR surveys and market trends to ensure that we are retaining our talents.
• Grading system: developed the grading system and salaries scale and linked it with talents’ positions.
• Job description: built and developed the job description for all company’s talents and linked it with job grading system.
• Employees’ engagement and HR relations: established HR weekly hour with company’s members and management to engage the employees’ with company’s vision and goals, also to answer the company’s talents questions and inquiries.
HR Projects:
• Setting HR & Admin affairs strategies and objectives and discuss the progress with the business leaders in monthly basis.
• Policies and Process: developed the HR policies and process for all subsidiaries and ensure that the policies are met with the company’s strategic goals.
• Employer Branding: developed the employer branding through social media, career fairs and HR activities.

AUGUST 2015 - DECEMBER 2021
HRBP, AMAZON
Managing KSA HR operations (Riyadh BUs & Jeddah)
• SAP: Succeeded to implement SAP project as KSA project manager for (PA, PY, TM & OM).
• HR Policy: Creating & publishing HR policies and procedures to be aligned with the Saudi labor law and the company global policy.
• Payroll: managing & reviewing the payroll in all business units in KSA and ensuring timely delivery of payments.
• Saudization & Nitaqat: controlling the nationalization percentage and analyzing the risks, updates & recommendations.
• PDS & Yearly Appraisal: Reviewing the performance development system “PDS” & yearly appraisal and ensure it meets with our policy.
• Performance Improvement Plan (PIP): working closely with people managers to design a plan to raise the employees’ performance.
• Investigations: investigating on cases related to employees to provide the best work environment.
• Employee Engagement: Raised the level of employee engagement in Souq & amazon through enabling the employee voice in the organization and making a daily survey for all employees.
• Employment Contract: Updating employees contract regularly to meet with MOL standard contract and aligning legal team to ensure all terms meeting the government requirements.
• Medical Insurance: Managing employees’ medical insurance (renewal, additions, deletions, payments and solving employee’s cases).
• New Hiring Orientations & Onboarding: NHO is a project to introduce the culture and environment to new employees.
• Re-organizing KSA structure: remapping and changing the department and line manager making sure that will helps the business and workflow.
• WPS: reviewing the WPS in monthly bases and ensure it meets with MOL requirements.
• Compensations and benefits: Studying Saudi market to be aligned with the benefits in KSA market also managing employee’s compensation & benefits as well as employee’s grade.
• Increments & Promotions: promoting the top performer and ensure equal evaluation for yearly increment and promotions.
• Headcount: Monthly report for KSA headcount should be reviewed and submitted to regional office.
• Budget: creating HR budget and reviewing the budget semi-annually and at the end of the year.
• GOSI: Reviewing GOSI reports and databases in monthly bases.
• Attrition: Managing the attrition project through studding the exit interview survey and retain Amazon’s talents and reduce the regretted attrition rate.
• Coaching and Mentoring: Developed the coaching & mentoring guidelines and deliver trainings to managers to make an effective coaching and mentoring plan, that helped the departments to upskill their talents and maximize their performance.
• Terminations & EOS: Managing & reviewing all KSA terminations process and EOS to legalize it with Saudi labor law and company policy.
• Leaves & Attendance system: Implement clear attendance system, ID badge & ensure leaves are accurate.
• Recruitment Fair: Participate in recruitment events to hire new graduated student.
• Yearly Gathering: managing the yearly gathering for amazon staff.

Achievements:
• Project manager to update and publish the KSA HR Policies.
• Presenting the monthly business review & quarterly business review to Amazon leaders.
• Change management for new culture, benefits, systems and new polices.
• Raising the nationalization percentage and Nitaqat level through a strategic plan.
• Reduced medical insurance cost around SAR 1.5M comparing with previous year with better health benefits.
• Project manager for KSA retention project.
• Launching SAP ERP system.
• Project manager for diversity and inclusive in KSA.
• Reduced the compliance risks by regular review on the on-ground practice and process vs government & company polices.
• Provide training to managements and individual contributors. MIS reports to regional management team.

I was responsible for payroll & personnel as mentioned below in details:
• Processing fortnightly and monthly payroll, ensuring timely payment of salaries and entitlements.
• Processing GOSI on monthly basis (Company & Employees Share).
• Responsible for preparing monthly overtime payment as well as related reports and analysis.
• Participate internally amongst the Finance Team regarding routine payroll matters.
• Prepare and maintain all reports and statistics related to payroll.
• Processing staff final settlement.
• Handling and updating provisions; leave provision, EOS provision & ticket provision.
• Managing all medical insurance transactions such as renewal, addition, deletions and payments.
• Issuing employee letters such as salary certificate, service certificate, appreciation certificate, etc.
• Renew all staff contracts based on the contract period.
• Tracking staff attendants and prepare monthly reports to management.
• Handling all kind of leaves.
• Coordinating with Chamber of Commerce to be a member of Human Recourses Committee.
• Coordinate with fitness club companies, car protection companies and Nesk Company to obtain a special offer for ACWA staff.
• Signing of with HRDF and prepare a plan for hiring through HRDF.
• Prepare HR Budget.
Member of Microsoft ERP implementation for installing, testing and launching:
• Matching the system with ACWA policy & government regulation.
• Testing payroll elements & Accounts Payable functions.
• Testing all kind of leaves and leaves provisions.
• Testing organization structure and positions.
• Testing recruitment, training and development modules.
• Testing & tracking self-services & archiving.

Scope of work:
1- Processing monthly Payroll and ensure timely delivery of payments.
2- Processing GOSI on monthly basis (Company & Employees Share).
3- Creating budget for employee’s expenses.
4- Handling reimbursements to employees.
5- Responsible for preparing monthly overtime payment as well as related reports and analysis.
6- Processing promotion & increment for the staff.
7- Coordinating with Bank for all payment related issues.
8- Preparing employee contracts and letters of offer/rejection.
9- Create job descriptions.
10- Participate internally amongst the Finance Team regarding routine payroll matters.
11- Handling Leaves provisions.
12- Handling EOS provisions.
13- Prepare and maintain all reports and statistics related to payroll.
14- Generate the month end closing report.
15- Maintaining wages master data.

Worked with oracle team for ERP HR & Payroll implementation.

Scope of work :
1- Successfully managed multi-dimensional payroll activities for over 350 employees.
2- Processing fortnightly and monthly payroll, ensuring timely payment of salaries and entitlements.
3- Producing payroll reports.
4- Processing accounts payable.
5- Processing staff final settlement.
6- Managing GOSI and making sure that all processes related are on track.
7- Implementation of annual increment process, promotion process and issuance of increment/promotion letter as per schedule.

Workshop member to implement& launch HRM System (Payroll & Personnel) with IST & Malath IT team.