Head Of Talent Acquisition
Almarai
Total years of experience :17 years, 7 Months
Currently leading all recruitment and nationalization services for all KSA and GCC locations and ensuring effective cost control of all recruitment activities. This includes developing and implementing recruitment strategies in a timely manner in coordination with Almarai's organizations across GCC countries and MENA regions. Ensuring that all recruitment and nationalization policies and procedures are in line with market best practices while maintaining the best quality and standards in the service provided to the hiring organizations.
During my assignment as the Head of Local Recruitment Unit, I was responsible for developing recruitment plans, deploying sourcing strategies and introducing new selection techniques. Also, I was responsible for conducting several internal and external recruitment events and career fairs in order to meet hiring organizations' business plans. In addition to managing the recruitment process, I was responsible for defining clear goals and KPIs for each member of my team to ensure effective application of Saudi Aramco's recruitment guidelines. Moreover, I was working towards maintaining high level of employee engagement by providing continuous feedback and coaching to the team members.
As the Head of Local Sourcing & Attraction Unit, I was leading the sourcing efforts of the best qualified Saudi talents to fill Aramco organizations' recruitment needs. In addition, this Unit manages all recruitment campaigns, both internal and external events. I was also responsible for managing the applicants database to ensure that candidates pipeline is always ready for any unplanned recruitment needs.
As a supervisor of the Global Talent Attraction & Employer Branding, I am currently responsible for managing sourcing channels and teams that are responsible to build diverse candidate pipelines utilizing various sourcing methodologies, tools, and technologies. This process involves the development of a wide range of sourcing strategies, employer branding, and Saudi Aramco’s Employee Value Proposition (EVP). I am also responsible for building and maintaining relationships with internal and external stakeholders in order to meet our internal customers’ needs.
As a supervisor of the Saudi Processing & Relocation Unit, I was responsible for leading the relocation and onboarding of newly hired Saudi candidates. This process involved managing the pre-employment contingencies, including background checks, medical examinations, conflict of interest, etc. In addition, I was responsible for overseeing and managing the relocation advisors workload and measuring KPIs to ensure optimum performance is achieved. Also, I was responsible for ensuring work activities are in compliance with applicable Saudi Labor Laws and the Company's internal policies and guidelines.
I worked in the Workforce Planning & Analytics Division on a development assignment as an HR Analyst in the Corporate Manpower Forecasting Group. Our main responsibility was to match strategic workforce requirements to organizational objectives by analyzing historical and current workforce trends.
My role as Processing and Relocation Unit Head was to lead a team of 17 relocation advisors in order to relocate expatriate candidates to Saudi Arabia to settle and resume their duties in their new roles. This process involved a lot of planning and coordination with Community Services, Government Affairs, Saudi Labor Office, Saudi Embassies around the World, Corporate Security and many more Saudi Aramco Organizations.
CR/WR Saudi Recruitment Unit has three offices; Riyadh, Jeddah and Yanbu. This unit is mainly founded to carry out all Saudi Employment Division functions in these respective areas and it is divided into two groups (Central and Western). My role as a Unit Head was to manage a team of 11 recruiters to provide support to the four units located in Dhahran (Saudi Sourcing & Screening Unit (SS&SU), Saudi Recruitment Unit (SRU), Saudi Processing Unit (SPU), and Non-Employee Programs Recruitment Unit (NEPRU) in recruiting Saudi direct hire candidates and also non-employee programs students such as CDPNE, VCGNE, APNE, Summer Program A&B.
In addition to my responsibilities as an International Talent Recruiter, I was assigned to lead a team of 6 International Recruiters handling the recruitment activities for the Industrial Relations and Finance Business Lines.
• Responsible for attracting the best international expatriate talents utilizing our recruiting teams in the US and the UK.
• Managed international recruitment function for Engineering Services Admin Area and Finance Business Line.
• Responsible for determining hiring organizations' current and forecasted manpower requirements and the location of the manpower sources.
• Developed detailed job briefs that includes functional job requirements in our candidate tracking system (Kenexa), and working with our overseas subsidiaries to ensure sourcing the best talents for those manpower requisitions.
• Designed and implemented successful recruiting campaigns in India, Philippines, Europe, Singapore, Australia, and the United States.
• Carrying out goals, policies and activities designed to implement the educational objectives.
• Monitored and evaluated programs to insure plans are being carried out effectively.
• Worked closely with the Ministry of Education in executing initiatives like Teacher Training Program, Learning Institutes Development, and School Transportation initiative.
• Involved in meetings with officials from the Ministry of Education to discuss potential educational development areas.
• Directed research activities concerned with educational programs and services.
• Liaised with relevant key stakeholders, such as the Ministry of Education, to share project progress and milestones.
• Sourced potential project partners by attending networking functions.
• Facilitated introduction between potential partners, relevant directors, and business development specialists within the organization to assess and
evaluate potential business opportunities.
• Maintained the relationship between project partners, THC, and the Ministry of Education.
• Led a group of analysts and technicians who were responsible for providing technical support to all University departments.
Responsible for planning and procuring all IT equipment for the entire organization through SAP portal.
• Investigated, analyzed, and resolved hardware problems on University computer systems.
• Maintained high customer service standards in dealing with customer issues and questions;
• Provided individual and/or group instructions and training on computer technologies to faculty and staff across all University departments.
• Responsible for the Macintosh environment implementation on KAUST campus.
• Responsible for Identifying best ways to integrate Mac clients with MS Windows Active Directory;
• Assigned as KAUST IT contact person to work with Wipro Arabia for ARIS implementation as the Business Process Management (BPM) tool.
• Responsible for developing the support services team members by analyzing job requirements versus employees' qualifications.
• Employed as the first KAUST employee on September 1st, 2007 in the Human Resources Information System department.
• Responsible for the assessment and selection of business applications such as the e-recruitment system (KENEXA) and Microsoft Dynamics Great Plains.
• Participated in identifying mapping business processes for different functional areas and customized business applications to meet business needs.
• Worked with IBM KENEXA during the planning, design, and implementation phases.
• Played a major role in identifying integration points between KENEXA and SAP.
• Developed and presented training and awareness sessions to the HR system end users on the system functionality and capabilities.
• Administered KAUST e-recruitment system (KENEXA).
• Responsible for Identifying training and development needs within the organization through job analysis, appraisal schemes and regular consultation with business managers and human resources departments.
• Designed and developed training and development programs based on both the organization's and the individual's needs.
• Aligned planned training cost with corporate allocated budget.
• Worked in a team to produce programs that are satisfactory to all relevant parties in the organization.
• Developed and presented effective induction programs.
• Monitored and reviewed the progress of trainees through questionnaires
and discussions with line managers.