National Manager, Organization Development
AL-JOMAIH Automotive Co.
Total years of experience :35 years, 1 Months
AL-JOMAIH AUTOMOTIVE CO. is family-owned-business and today it's the largest General Motors dealer in ME. The company operates business in almost all KSA major cities. The company is currently expanding presence in the KSA market, due to the recent enhancement in the market share and is upgrading all systems and policies including the HR & Financial policies systems and plans.
My duties include the following:
- Design and implement the new salary structure and job evaluation for all business-sectors.
- Forcast and plan the cost impact of implementation and the required manpower budget estimation & control.
- Develop the existing employees performance planning & review system. Including implementation of KPI setting and methodology of review, including training across KSA to unify the conduct of the process and perception of employees & supervisors to the performance review sessions
- Identify the employees' weaknesses and shortfalls to correct and develop the HR outcome across the company.
- Identify the Manpower that is optimally required to keep the business running with continuous improvement and to cut the identified un-necessary manpower in all units within the business to optimize the employment and re-deployment of the required HR within AAC.
- Identify the career progression plans, for young national manpower and ensure the best replacement plans for nationalization of manpower. This would also include the training requirement.
- Plan and communicate the succession required for the senior management members. The succession plans are approved and backed by the CEO.
- Assist the recruitment by identifying new channels to recruit skilled national workforce to meet the government challenges and to improve the quality of the services .
- Review the overall benefits programs offered to employees and compare it with that offered by competitors within the market, to improve the company's attraction, for new job-applicants.
ALBORJ Co. is founded in 2008, to manage the facility and property of King Abdul Aziz endowment for the tow holy mosques, the company corporate is based in Jeddah, KSA, with vision to manage similar projects in KSA. The project is built on BOT model by the Saudi Bin Laden Group, to invest over an agreed period and eventually transfer ownership to the Ministry of Awqaf to invest for the holy mosques.
Joined (as Advisor) to perform the following assignment:
• Develop the company's organization-structures.
• Develop the compensations & benefits pay-structures.
• Develop the HR policies & procedures manual.
• Evaluate all jobs and develop job descriptions manuals.
• Develop the employees' performance appraisal system.
• Develop the employees' incentives & bonus systems.
• Plan and recruit the required manpower within the approved plan and budget.
BARIQ Mining is Saudi/Canadian joint-venture, partner with BARRIK-GOLD, the world leader in Gold production. The company obtained its mining license in 2009, to operate and explore Gold & Copper mines in KSA. The company's first mine was built and operated in MAHD AL THAHAB, in May 2012.
Joined (on 15 months assignment) to assist the head-office (in Canada), to structure and establish the HR department and to recruit the required team, the assignment included the following deliverables:
• Manage the implementation of the approved HR plan, in KSA.
• Structure the HR department and recruit the required team to work in the mine
• Sign SAGIA contract/agreement to facilitate the government support for foreign-investors.
• Start up the HR functions, including the recruitment, training, ER & GR functions.
• Customize the Canadian HR policies to comply with the KSA labor-laws.
• Obtain work-visas for overseas recruitment of geologist, mine engineers & mine experts.
• Build the training center (on-site), with full boarding accommodation, and launch the nationals' training and recruitment plan.
MA'ADEN GOLD Co. is the national leader in GOLD-production and exploration, since 1970, the company is operating 5 Gold-mines across KSA.
Joined (as full time HR manager) to provide HR technical and management advises and assistance to the SBU executive-committee and to facilitate the implementation of the newly approved plan to upgrade the following HR programs:
• Assist in implementing the new HR policies, salary scale and HR-system.
• Assist in aligning the employees' actual pay-level with the market pay-level.
• Implement the training plan, including the personal development plans for management.
• Implement the approved annual manpower and recruitment plan.
• Streamline the employee services, through automation.
• Align the corporate HR-plan with the GOLD-SBU plan for compliance.
• Update the GOLD-SBU executive committee about applications of the new HR programs.
• Obtained work-visas for overseas recruitment.
NIBRAS AL-ARABIA Company is a branch of AL-TAYER TRADING GROUP, UAE family-owned company. The company had established legal presence in KSA, to trade in fashion retail, for women and children wears.
Joined (on 12 months assignment) to start-up the company on KSA ground (Formally & structurally) and to ensure the opening of the first 25 stores (phase 1). The work assignment included the following deliverables:
• Registered the company's CR and commercial brand-names at the ministry of commerce.
• Leased the regional office, in Jeddah and ensured its equipment.
• Leased the first 25 shopping stores in 5 major cities and managed the stores' civil work.
• Leased the warehouse and equip it with the required equipment and resources.
• Signed the shipping & custom clearance agreement.
• Developed KSA organization-structure, with links to head-office main departments.
• Recruited the back-office support team, the warehouse and the sales teams.
• Registered the company in all related gov't offices.
• Managed the implementation of the training plan and budget.
• Signed the HRDF agreement for national recruitment subsidies.
MASHOURA Consultants was founded in 2006 as Saudi/Canadian joint-venture, offering consultancy services in KSA for Mining and HR.
Joined (as full-time HR Consultant) to manage the activities of the HR division of the company. The following HR services and studies were delivered to clients through my service duration:
• Reviewed organization-structures and provided organizational development advices.
• Reviewed pay-structure and provided updates and advices about the market pay-level.
• Reviewed the HR-policies and procedures manual and recommended updates and revisions.
• Designed the performance appraisal program and incentive schemes.
• Provided executive search/recruitment services.
ACC is public-listed-company, leader in cement production, in KSA, since 1950. The company had diversified in production and expanded geographically in GCC & MENA, through mergers & acquisitions.
Joined (as full time HR manager) to implement the approved re-formation and re-structuring project, this project was launched by the BOD, in early 2004, the assignment included managing the completion and delivery, from the external consultants, for the following studies and included managing the implementation of the plans and programs:
• Reviewed the consultants' deliverables, for fine-tuning, before presenting to BOD for approval.
• Provided advices to BOD, to ensure understanding and to facilitate the approval decision.
• Implemented the approved HR policies, system and salary-scales.
• Adjusted the employees' actual pay-level to match with the market pay-level.
• Completed the job descriptions manual for all positions in the company.
• Assessed and recommended the annual training plan & budget and managed implementation.
• Planned the required manpower and implemented the recruitment-plan.
Al-SORAYAI Group is public-listed-company, leader in Carpet & Rugs weaving and production in KSA since 1955. The company exports over 30% of its production, to GCC, USA, Europe and Middle East.
Joined (as full time HR manager) to assist BOD to re-structure the company and establish the new HR department. The assignment included delivery and completion of the following due-diligence to enable the company to obtain the CMA approval to register as IPO Company:
• Designed & implemented the overall organization-structure, for the industrial & trading sectors.
• Established the HR department and recruited the HR team.
• Developed the HR programs, including policies, JDs, salary-scales & incentive scheme.
• Assessed and planed the training requirement and managed the implementation.
• Planned the required manpower and recruitment.
• Assessed & updated the salary-scales and adjusted the employees' salaries accordingly.
• Developed the employees' performance appraisal program and incentive scheme.
• Re-trained employees to re-deploy, as a result of re-structuring and outsourcing of services.
AL-SHAYA Co. is family-owned business, based in KUWAIT and is investing and operating in real-estate, autos, hotels, restaurants and in fashion retail. The company operates over 1500 retail-stores, out of which over 300 are in KSA, including major department stores.
Joined (as full time HR manager) to assist the head-office in managing the overall operations, in KSA, including the HR activities, the Admin support, the government support and the IT support. The scope of work included the following:
• Represented the company in KSA.
• Ensured LAN & internet connections in all stores, warehouses and back-office.
• Ensured security control of all stores and warehouses, through CCTV.
• Obtained trading permissions for sales and promotions.
• Implemented the HR plans in compliance with head-office.
• Received 4 awards in 2 years, for best nationals' recruiter, from the ministry of labor.
• Ensured good management of public events for stores openings across KSA.
• Obtained work-visas for overseas-recruitment.
• Increased the national-recruitment from 27% to 52%, over 2 years and utilized HRDF subsidy.
SEDCO is Saudi family owned business, based in Jeddah and is investing and operating in real-estate, financial investment, hotels, autos, restaurants and travel. The company was founded, as sister-company of NCB in 1996, to manage direct and in-direct funds in and out of KSA.
Joined (as full time HR manager) to assist BOD in designing and setting-up the required HR scales and programs for the corporate groups and for the different sectors, including the organization structures. The work scope included, formulating and following up the approval of the newly developed HR programs. The work scope also covered the implementation of the following studies and programs:
• Managed the consultants' survey and design of the employees' salary and benefits structure.
• Developed the job descriptions manual (which included all jobs in all sectors).
• Evaluated all jobs and placed employees on the newly approved salary structures.
• Facilitated the consultants' presentations to BOD for approval.
• Designed and implemented the performance appraisal system.
• Ensured implementation of the approved policies and programs, for all sectors.
• Compiled the overall manpower and recruitment plan.
• Managed and controlled the overall sectors' payrolls.
IDB is an international development bank, founded in 1974 to be based in Jeddah. Its membership includes over 50 Muslim countries. IDB also serves Muslim minorities living in none Muslim countries. The bank's mission is to provide economic development, financial-aid, technical-assistance and humanitarian aids for the less developed Muslim countries and for the Muslim minorities. It operates multi funds to ensure delivery of the technical and financial assistance to different parts of the Muslim world.
Joined (as full time HR Specialist) to upgrade the HR pay-system and benefits-programs, this was mutually agreed upon and coordinated, to unify and align it with the World-Bank, the Asian-Bank, the African-Bank and the UN-funds (the sister-institutions). The scope of work included, but not limited to, the following assignment:
• Worked with the external HR-consultant to develop and implement the new job evaluation, which was implemented by other sister-institutions, to facilitate the salary and benefits comparisons among sister-institutions.
• The new salary-scale was approved and implemented.
• Updated and completed the job descriptions manual.
• Coordinated with sister-institutions to seek implementation advices.
Upon completion of the HR upgrading project, I was promoted to manage the newly established compensations & benefits section, which scope included managing the job evaluation, the manpower planning, the performance appraisal system, the medical program, the life insurance program and the pension fund.
BECHTEL ARABIA Co. is an American construction company, the company had completed and handed-over many projects to the Gov't of KSA, such as the Royal-Commission's projects. The company was awarded three mega-projects, from the civil aviation organization, to build, to start up and to operate the three international airports in Jeddah, Riyadh and Dammam.
Joined (as scholarship student) studied in USA and returned to join the Graduate-Development-Program (GDP is 2 years management-rotational-program). The program was designed to develop younger generation of management, to enable the gradual hand over for the completed airports. This program provided me the opportunity to rotate in all HR sections, including the recruitment section, the training section, the personnel section, and the HR planning section. Upon successful completion of the program rotation, I was appointed in the HR Planning section, as compensations & benefits specialist, with focus on developing the job descriptions, conducting the job evaluation reviews and conducting salaries & benefits surveys and comparisons.