Senior Manager (OD, Management Consulting, HR Consulting)
Confidential - Big4
Total years of experience :20 years, 9 Months
Currently leading major organizational development and transformational projects in the Saudi Arabia market. My responsibilities includes:
- Project Management
- Current State Assessment
- Identify gaps and generate report with design principles, recommended options (with pros and cons) and initiatives
- Design agreed new operating model and structure
- Detail agreed structure and functional remits and departmental KPIs
- Detail job descriptions, required capabilities and competencies
- Develop manpower plan for 3-5 years
- Training and development Plan
HR Transformation Program Management includes:
- Manage and deliver HR Transformation programs including Organizational Design, Talent Management,
- Rewards, compensation and benefits, HR Transformation, as well as change management and HR strategy.
- Led several HR transformational projects that aimed to shape and deliver high quality deliverables and solve a
complex issues within the client’s environments.
- Manage overall People and Organization projects for Saudi Arabian clients.
- Manage performance of project, net profit, and gross margins, manage receivables and timely collection.
- Communicate the results of assignments through written reports and oral presentations on a timely basis to client
management
- Supervise a team of consultants/ Senior Consultants across different client engagements.
- Plan, organize, direct and monitor project deliverables, including overall quality of deliverables, processes and
completion of projects within budgeted timeline.
- Oversee billing and collections.
People Management
- Hire new team members and increase the resource pool within the People and Organization practice for
Riyadh office.
- Manage and monitor team utilization and performance review.
- Demonstrated mentoring and people development skills.
- Develop and engage team through individual contacts and group meetings.
- Assist with hiring, training, and evaluation of staff and take effective actions to address performance.
- Conduct learning sessions and develop knowledge sharing forums.
- Prior management and direct supervisory experience in a team environment as required.
- Hire new team members.
Led multiple HR consulting projects focusing on the following areas within private and public sectors:
- Compensation and Benefits
- Grading and Salary Structure/Benchmarking
- Job Evaluation
- Organizational Design (Organization Structure)
- Job Description Development and Analysis
- Job Evaluation
- Succession Planning Framework Design
- Performance Management Development
- HR Policies, Procedures, Process, Forms and Employee Handbook Development
- Employee Promotion Policy
- Competency Framework and Manual Development
- Manpower Planning and Recruitment
- Training and Development Planning
My responsibility includes the following:
• Review and update the organization charts for the entire organization based on the delegation of authority and global best practice.
• Perform job analysis practice, developing and updating the client’s job descriptions in coordination with concerned departments and business unit heads according to changes in the organization structure, job roles, and delegation of authority and assists concerned departments and business unit heads in setting KPIs for each role.
• Develop and maintain the HR policies, procedures, process flowcharts in line with Saudi Labor Law to enhance organization effectiveness.
• Develop and implement of New Pay Scale and Grading Structure including Compensation and Benefits.
• Identified possibilities for organizational optimization as well as to increase the cost efficiency and operational efficiency.
• Define the Compensation philosophy and compensation design principles and document compensation philosophy, in addition to market pricing strategy and market pricing process (that’s include appropriate survey sources, and target market positioning (Considering the internal Equity & External Competitiveness).
• Define grading terms and validate grades with top management in the GGS Global Grading System, then allocate grade within the band using seven grading factors in the job evaluation tool, and sets the parameters for the job evaluation tool by determining the grade of the top job.
• Determine the Reward Positioning and that includes all rewards elements such as basic salary, allowances, short-term incentives, long-term incentives, benefits, and retirement. I worked with the client teams to identify the market positioning either its 75, 50 or 25 percentile based on the agreed compensation philosophy.
• Design, develop and manage career development, high potential (HiPo), and leadership programs to build and maintain the required talent pipeline in order to achieve corporate objectives (Succession Planning Framework).
• Recommend improvements on policies, and direct the implementation of procedures and controls covering all areas of activity so that all relevant procedural/legislative requirements are fulfilled while delivering high quality and cost-effective results. (Including processes, procedures, forms and employee handbook).
Achievements:
• Restructured the entire organization chart, implement new policies, procedures, improve and develop employee’s performance, and increase employee’s productivity by recommending and implementing leading practices.
• Analyzed the current existed process, sharing with all employees in improve it using all modern HR methods and tools, create the entire organization chart; implement new policies and procedures.
• Implemented succession planning framework and promotion guidelines based on best practices.
- Compensation and Benefits
- Succession Planning Framework Design
- Performance Management Development
- Grading and Salary Structure
- HR Policies, Procedures, Process and Forms Development
- Employee Handbook
- Total Rewards
- High level business strategy development for different clients, this includes identifying mission, vision and strategic objectives, develop operating and business model, organization structure, functions, functional description, job descriptions, business processes, policies and procedures, grading and salary structure
- Organizational Development Projects, enabling clients to manage their organizational change efforts, such as the transition to outsourcing, system and process change, and large-scale transformation, among others. Within Organization Change Enablement
- Change Management Activities, bringing proven change architectures and best practices to help clients navigate change.
-Shaping and delivering business transformation projects to respond to our clients' business challenges
- lead a range of activities from identifying client value creation opportunities to project managing the business solution implementation
- Understand client's organization and change management issues, explain the factors involved and shape organizational solutions to deliver value to the client
- Help re-align the organization, its people, and their actions with critical business imperatives and specific objectives
- Execute the Communication Strategy and Plan; create communication materials
- Support defining the Learning Strategy and Training Plan; create or deliver training and user documentation
- Change impact analysis
- Develop training needs analysis
- Develop training curriculum design
- Map business role with new system role
As an Assistant Manager in the People & Organization sub-service line, I'm currently working on organizational development, restructuring and business process re-engineering project for a semi-government entity in Saudi Arabia. I also worked as a senior consultant for different initiatives in the perspective of organization restructuring for governmental and non-governmental entities in Saudi Arabia, the projects included:
• I was heavily involved in preparing organizational development, designing and developing organizational structures in line with the overall strategy of the organization. That was incorporating the organizational structure including the functional structure, sub functions and the positional structure.
• Develop and prepare functional descriptions (functional roles & responsibilities) for the proposed functions.
• Developing and leading the development of job description cards including strategic, technical and administrative duties and communication channels inside and outside the organization.
• Conducting job evaluation process for the suggested positions by using Ernst & Young job evaluation tool, and that in support of developing the grading structure and salary scales in comparison with market survey data.
• Develop compensation and benefits plan.
• Participated in facilitating employee’s assessment by using Thomas International Personal Profile Assessment.
• Conducted human resource transformation and developed human resource policies and procedures.
• Participated in developing enterprise operating model and value chain.
• Participated in developing training & career development plan and performance appraisal system.
• Preparing and developing technical and financial proposals in order to generate business for the company.
Change Management:
- Change Impact Assessments
- Key Stakeholder Analysis
- Communications approach and detailed communication plan
- Created Key Communication Messages
- My role was including operational and business generation side (Sales)
- Generate new business through selling the company services and solutions to the market
- Retain existing clients
- Developed organizational structure, functional description manual, job descriptions cards, job evaluation process, grading structure report, and salary scale report.
- Responsible to manage the team members for developing the job descriptions, job analysis and grading structure for different levels.
Highlighted Achievements
- Assigned and promoted to be in charge for Riyadh branch area manager.
- Drafted a business plan, objectives and targets for Riyadh branch.
- Accomplished and delivered several engagements in different sectors, Telecom, IT, FMCG.
- I was able to recruit, train and manage a team of joiner consultant’s level
- Attaining requirements from the clients, analyzing job description and understanding the requirement of organization.
- Sourcing potential candidates through existing data base, corporate websites, social networking sites, news repositories.
- Receiving and reviewing applications, initial candidate screenings, and short-listing candidates.
- Arranging interviews for the right candidates with the clients
- Preparing correspondence to forward to clients in respect of suitable applicants
- Maintaining internal recruitment pipeline in order to track project timelines and workflow
- Collaborating candidate pipeline, to be sent to clients on a weekly basis
- Informing candidates about the results of their interviews and passing the offer letter from the client to the potential candidates.