Head of People Department
DP World
Total years of experience :14 years, 4 Months
• Manages organizational development (OD) strategies and processes.
• Leads the reviewal and development of the organizational structure of the company.
• Develops solutions for specific organizational and business problems, aligns stakeholders
to objectives and plans to implement those solutions.
• Creates resources, tools, trainings, and other related products to enable strategy
implementation.
• Monitors and continually improves the effectiveness of OD programs, products to ensure
advancement of the organizational strategy and culture.
• Partners with senior leaders, teams, finance, HR and operations, to ensure integration of
OD work with other core organizational and talent programs, curriculum and concepts such as talent acquisition, succession planning, performance management, onboarding, competencies and other HR/talent work and priorities. Other organizational priorities and strategies.
• Develops effective internal HR communication and change management strategies, frameworks and project plans to ensure successful implementation.
• Supports realization of the business strategy by building and implementing competencies, behaviors, structures, processes to successfully manage organizational re-structuring, re-design, staffing models, culture, etc.
• Provides expert facilitation and training on change management to ensure organizational performance, team effectiveness, structure/design, governance practices, culture and other HR processes support achievement of business goals.
• Provides consulting support and services, understands business needs and creates actionable solutions, tools and resources in various Organization Management, People Development, Assessments, HR, Organization Design, Staffing and Performance areas.
• Provides expert facilitation, consults with CEOs, senior leaders and human resource partners (as appropriate) to assess and identify business needs and provide recommendations for organization design, staffing and alignment of the structures, processes, and people with the business strategy.
• Provides expertise and supports the development of competency models, talent acquisition, onboarding, succession planning, performance management, and other critical talent and HR systems, processes and resources.
• Supports the implementation of the organization-wide talent management programs, flexibly adapting to serve multiple audiences, across worldwide organization.
• Leads and manages performance management process and evaluates strategies and programs to measure the achievement of established goals.
• Assists with the provision of expert facilitation and coaching to supervisors and managers regarding OD methods and tools.
• Manages culture and performance
• Redefines career paths and competency guide and helps to establish new ways of
defining career development.
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• Manages the Preparing, reviewing, and updating activities to job descriptions as necessary to maintain job descriptions for all positions in the company.
• Ensures Strategic Organizational Alignment with HR and Talent Management.
• Leads HR audit process and employee’s engagement activities.
• Manages HR Systems and ensure its operations and accuracy of data.
• Leads the reviewal and development process of HR policies and procedures and
enhance HR processes.
• Leads Succession planning process and implementation.
• Participate in Initiating and implementing department’s annual operation plan, and KPIs to ensure business continuity and achieve department’s target and company’s strategic objectives.
• Handle workforce planning and acquisition processes, under the supervision of Head of Human Capital, in coordination with department’s heads to ensure attracting the best individuals.
• Work closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
• Manage and establish employer branding positions, as well as recruitment process as of drafting, advertising, interviewing, and selection of candidate to ensure employing the right candidate in the right place.
• Monitor and maintain Saudization level, and culture diversity balance in each department.
• Develop and maintain job description for all positions, and evaluate them according to Hay methodology.
• Participate in developing, implementing, and updating policies on a variety of workplace issues.
• Conduct training needs analysis together with line managers based on employee’s performance and department and origination need.
• Develop the succession plan and identify talents for each critical position.
• Assist in Planning, evaluating, and arranging leadership development and succession
planning programs.
• Manage staff talent competency by enhancing employee’s knowledge and skills, gap
analysis, and planning for training courses.
• Supervise compensation and benefits administration and processing including payroll,
workers compensation, leaves and performance assessment.
• Supervise Payroll activities and employees related matters.
• Oversee new employees onboarding process and coordinate induction sessions.
• Develop, implement, and promote the Corporate Social Responsibility (CSR), culture,
and Public Relations (PR) plans for, and within the company.
• Ensure cultural balance and stability to offer a better working environment and increase loyalty by leading & monitoring Employee Engagement and Satisfaction Surveys.
Manage recruitment primary process, selection of prospective employees to ensure employing the right candidate in the right place and manage staff talent competency and development programs and initiatives to support Tusdeer’s goals and needs.
• Assist in developing HR & admin Services function for all Tusdeer employees, providing initial HR support and guidance on HR policies, benefits, payroll associated information, and reviews other business opportunities for such a service provision.
• Assist HR & Admin Manager in developing and implementing department’s strategy, and setting strategic objectives for the department.
• Assist HR & Admin Manager in developing and implementing department’s annual operation plan, and KPIs to ensure business continuity and achieve department’s target and company’s strategic objectives.
• Organize and supervise personnel activities in an efficient and timely manner, and manage employees ’contract.
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• Develop, manage, update company’s policies and procedures, and maintain job description for all positions and evaluate them according to the Hay methodology.
• Plan and manage compensations and benefits system.
• Monitor and maintain Saudization level, and culture diversity balance in each department.
• Handle workforce planning and acquisition processes in coordination with department’s
heads to ensure attracting the best individuals, as well as managing student summer hiring and internship program, and act as a single point of contact for managers regarding recruitment topics.
• Lead employer branding positions, as well as recruitment process as of drafting, interviewing, and selection of candidate.
• Develop, arrange, and implement the induction program for all new employees, and manage new employee relocation by determining new employee recruitment; negotiating with movers; arranging temporary housing; providing community induction.
• Assist HR & Admin Manager in developing the succession plan and identifying talents in Tusdeer.
• Manage staff talent competency by enhancing employees knowledge and skills, gap analysis, and planning for training courses.
• Supervise all Administration activities that includes offices, stationary, security, gate passes, and utilities.
• To assist in handling talent acquisition, and development activities as well as the implementation of various organizational development functions, and Services.
• Handle talent acquisition processes in coordination with department heads.
• Lead employer-branding activities.
• Implement competence development programs in accordance with corporate policy.
• Assist in general HR development initiatives as deemed necessary.
• Monitor vacations plans and maintain vacations balance and yearly tickets paid to
employees, as per the policy.
• Control Employee’s daily attendance and absenteeism.
• Monitor and update HRMS data.
• Handle recruitment planning and hiring process.
• Develop Job Descriptions and Lead job analysis activities and maintain job descriptions
system accordingly.
• Participate in performance appraisals, job evaluation, job rotation and career path
planning programs.