Mohammed Al Abdrabah

Develop and implement HR strategies and initiatives aligned with the overall business strategy.
 Partners with the leadership team to understand and execute the organizations human resource and talent strategy particularly
as it relates to current and future talent needs, recruiting, retention, and succession planning.
 Provides support and guidance to HR generalists, management, and other staff when complex, specialized, and sensitive
questions and issues arise; may be required to administer and execute routine tasks in delicate circumstances such as providing
reasonable accommodations, investigating allegations of wrongdoing, and terminations.
 Manages the talent acquisition process, which may include recruitment, interviewing, and hiring of qualified job applicants,
particularly for managerial, exempt, and professional roles; collaborates with departmental managers to understand skills and
competencies required for openings.
 Analyzes trends in compensation and benefits; researches and proposes competitive base and incentive pay programs to
ensure the organization attracts and retains top talent.
 Creates learning and development programs and initiatives that provide internal development opportunities for employees.
 Bridge management and employee relations by addressing demands, grievances or other issues.
 Manage the recruitment and selection process.
 Support current and future business needs through the development, engagement, motivation and preservation of human
capital.
 Develop and monitor overall HR strategies, systems, tactics and procedures across the organization.
 Nurture a positive working environment.
 Oversee and manage a performance appraisal system that drives high performance.
 Maintain pay plan and benefits program.
 Assess training needs to apply and monitor training programs.
 Report to management and provide decision support through HR metrics.
 Ensure legal compliance throughout human resource management.

Maintaining physical and digital personnel records like employment contracts and requests.
 Update company database with the data of new employees (e.g. Background, qualification, skill, etc).
 Update internal databases with new hire information.
 Create and distribute guidelines and FAQ documents about company policies.
 Gather payroll data like bank accounts and working days.
 Prepare reports and presentations on HR-related metrics like the aggregate number of hires by the department.
 Create materials to train and onboard the employees.
 Publish and remove job ads.
 Schedule job interviews and contact candidates as needed.
 Prepare reports and presentations on HR-related metrics like total number of hires by department.
 Develop training and onboarding material.
 Respond to inquiries of employees with respect to benefits like the precedent, number of qualified vacation days, etc.

Administers various human resources plans and procedures for all company personnel; assists in development and implementation of personnel policies and procedures.
 Counsels and guides managers on appropriate performance management measures; assists managers in writing corrective action memos and other documentation; attends or conducts corrective action sessions as warranted;
 performs necessary follow-up
 Coordinates recruitment process for exempt and non-exempt openings; initiates and coordinates recruitment ads; reviews
applications/resumes; assist managers with screening applicants; ensures offers are made in accordance with procedures;
coordinates new hire paperwork to ensure compliance with human resources policies and procedures.
 Partners with managers to plan, analyze, and develop staffing needs ar.id determine organizational structure.
 Conducts new hire employee orientations, apprises employees of benefit options, and accurately completes requisite
paperwork for new staff members.
 Counsels employees regarding human resources policies, procedures, and practices.
 When directed conducts special human resources studies in a variety of areas such as pay practices, turnover, and climate
surveys, etc.
 May perform non-human resources related administrative and operational duties.
 Identifies employee needs with regard to performance problems, training options, and career development and makes
recommendations accordingly.
 Provides input to managers in regard to potential enhancements to current personnel practices; assists in evaluation of reports,
decisions, and results of department in relation to established goals; recommends new approaches, policies, and procedures to
effect continual improvements in efficiency of department and services performed.
 Provides human resources-related training and may act as trainer for training development as needed and appropriate,
addressing areas such as performance counseling and employee relations issues.
 Monitors performance evaluation process.
 Maintains compliance with regulations concerning employment.