Director, Performance, Policies & Rewards
Saudi Telecom Company (STC)
Total des années d'expérience :20 years, 3 Mois
Responsible for managing the development of performance practices, rewards schemes and overall HR policies for STC. This includes conducting periodic salary/rewards surveys and benchmarks, developing performance management system and practices, developing financial and none financial recognition programs such as sales incentive schemes, executive compensation schemes and the development of the overall HR policy to govern the implantation of all HR programs and practices to ensure efficiency in achieving STC’s strategic and operational objectives.
Rewards Management
Develops and maintains compensation and benefits structure related activities like rating scale, salary structure, benefits strategy, etc.
Develops and guides the implementation of compensation and benefits strategies, policies and procedures for STC.
Develops the strategy and programs for all financial and non-financial incentives to enhance the Rewards philosophy of STC.
Ensures that periodic salary surveys are conducted and analyses the results of the compensation and benefits surveys for KSA and in GCC countries to ensure that STC’s remuneration structure is competitive and aligned with prevailing market rates to help attract and retain qualified staff within core areas of work and to ensure cost efficiency.
Performance Management
Develop, review and update the overall performance management philosophy, system and policy to help STC and its employees to achieve high performance standards.
Analyses annual performance management results and outcomes to identify performance issues, gaps and correction actions
Coordinates with the Performance Administration Section regarding performance management implementation and outputs to identify any gaps and weaknesses and proposes solutions to rectify the issues
HR Policies Management
Develop, review and update maintains the overall HR policies and ensure the alignment between STC HR policy and Saudi labor law.
Develop reward strategy
Develop career development strategies
Develop Talent management strategy
Develop recruitment strategy and process
Develop and review HR policy and procedure
Develop Learning and development strategies
Partner with senior business management and HRBP communities to develop and implement human capital strategies that effectively help to achieve business results in a dynamic, engaged environment.
Facilitate organizational analysis and design, identify critical skills and competencies to deliver on business strategies, developing jobs description, conducting job evaluation, staffing the organization and developing change management plans
Develop plans to manage and facilitate the implementation of HR processes and programs. Continuously participate with HR Center of Excellence projects and provide input into the design of HR corporate programs, policies and procedures.
Develop plans to conduct & analyze employee’s satisfaction surveys to provide recommendations to improve the organization performance, employees organization citizenship, employee’s engagement and productivity.
Monitor HR policies, practices and procedural compliance. Provide input for policy changes, interpret & communicate policies and policy changes.
Develop plans to facilitate the talent review process with the business and help business leaders in managing employees performance, analyze and provide solutions for talent management/career development of employees, highlight the potential of employees, develop succession plan, leadership assessment, develop and execute development plans.
Advocate Change by becoming a change agent for HR strategically initiatives in the business/functions. Identify Key stakeholders and have regular conversations to support the new changes.
Plan with business leaders their manpower needs and identify the best markets to attract talent for critical jobs.
Communicate with government relations to ensure issuing the required working visas for potential talent from different job markets.
Communicate with recruitment agents outside the Kingdom to arrange for advertising the job openings in the local newspapers or magazines whenever there is ‘hard to fill’ vacancy or mass recruitment need.
Utilizing all available recruitment resources to search and identify potential and qualified candidates in order to establish communication with them to arrange interviews.
Screening resumes of potential talent along with business units’ leaders and arranging the interviews with the pre-selected candidates.
Interviewing candidates along with the technical panels and assess the interviews results to identify ‘recommended for hiring’ talent.
Prepare and negotiating job offers with the potential candidates in order to get their primary acceptance. This includes explaining company’s benefits and motivations for joining.
Preparing the required documents for issuing the work permits from Saudi embassies for new hires and guiding them to ensure the issuance of their visas.
Welcoming new hires upon their arrival and prepare their official employment contracts and explaining the ambiguous articles in the contract to them.
Guiding new hires in conducting their comprehensive medical checkup, issuing their IDs and processing their residence permits.
Revising and processing new comers’ claims to reimburse their recruitment expenses.
Guiding released candidate from local employers in transferring their sponsorship.
Participate in recruitment events such as career days in local universities to attract fresh talent and maintain SABIC image as a first choice employer.
Organize training venues and logistics and material for employee training
Issue training certifications for employees and update employee records
Assess employee training needs coverage in the common training curriculum and trigger amendments for the training program
Manage and approve the communication of training calendar and training opportunities widely across the organization to attract high levels of participation and efficient management of the enrolment process
Assure HR guidelines and policy compliance of training programs provided and attendees
Direct management of training vendors relationships and the related contractual and financial formalities
Manage and oversee the assessment of training programs relevance to training needs to ensure training effectiveness
Evaluate instructor performance and the effectiveness of training programs, providing recommendations for improvement
Review training programs feedback ensuring all programs are well planned, well organized and initial goals were achieved
Monitor identification, assessment and selection of external training providers based on organization’s needs and quality guidelines for areas related to training and development
Administer the process design for recording and tracking the training and development history of each employee in coordination with the career and HR representatives in order to have an archived record
Provide reports on overall training services performance to business leaders
Maintain regular contact with the business and corporate function leaders to understand training needs and promote new training solutions and programs
Manage relationships with external training providers to ensure SABIC’s goals and quality expectations are being appropriately considered
Closely collaborate with SABIC Academy and Business leaders to create comprehensive training and development solutions
Worked on 2 major projects. The first one was health check project for the implemented Oracle HRMS modules and identifying the major problems in these modules in order to be fixed and improved. The second project was to implement other modules such as e-Recruitment, Employee Self Services, and career management.
My role was including but not limited to the following:
- Reviewing the current implemented Oracle modules and identifying the major problems in these modules and areas of improvements.
- Understanding and gathering end-users requirements for system customization.
- Re-engineer currant business processes and reflects these processes to functional systems.
- Prepare needed documents and communicate with end-users to end up with sign off agreement for the requirements.
Worked as HR systems analyst responsible about reviewing all HR systems in order to identify areas of improvements, reporting needs, and automating manual systems. I worked on several projects during my presence in the company such as: developing electronic recruitment system to replace the manual one, managing corporate HR portal on the intranet, redesign all HR forms, design HR reports templates and so many other projects
My role was including but not limited to the following:
- Review and oversee all HR systems and processes in order to identify initiatives and areas of improvements.
- Gathering end users requirements of information and reports.
- Re-engineer currant business processes and prepare automation proposals
- Design proposed systems and coordinate with IT to develop construction and implementation plans.