Director of Talent Management and Development
Saudi Geological Survey
Total years of experience :14 years, 2 Months
− Designing, managing, and overseeing the department's transformation from personnel into a full functioning Human Capital division for the entire organization, collecting data for HR strategy improvements, and managing the budget for the development functions initiatives to ensure an efficient and effective transition.
− Leading the development and execution of the organizational development strategy and plans in 3 departments by aligning with the organization's overall human capital strategy, overseeing the change management, and creating and approving the HR policies and procedures.
− Providing best practices for talent and organizational development processes, conducting performance analysis, KPI reviews, individual development plans, and departmental goals to support the employee's talent skills, engagement, and well-being, and ensuring performance management modules are fully implemented.
− Managing the recruitment cycle until on-boarding, collaborating with USA and South Africa to support the region in sourcing and selecting candidates, ensuring the best talent sourcing practices are implemented, driving cost optimization, and creating and implementing short-term tactical plans to meet SLA performance metrics and financial targets.
− Developing and enforcing the culture code and manpower strategy, identifying talent gaps, conducting succession planning, driving employee engagement, overseeing the creation of organizational values and culture codes, overseeing consultants such as Aberkyn, McKinsey, and introducing and implementing automation software and ERP systems.
− Conducting Training Needs Analysis (TNA), developing the training and development strategy, selecting trainers and creating and implementing a learning and development program in conjunction with relevant specialists in the United States, Australia, and South Africa to address employee needs according to business requirements.
− Developed and reviewed HR policies and program methodologies, including approving, developing, optimizing authority matrix, and executing official delegation of authority in order to successfully transform and carveout the logistics department into a stand alone Company of 300 employees.
− Collaborated with business units to develop the Saudization strategy and the recruitment roadmap, advised managers on effective KPIs and OKRs to decrease costs and increase the number of Saudi Nationals, and positioned the Company as an Employer of Choice to attract the highest Saudi caliber in the market to join the Company.
− Supported the Company culture in promoting the overall talent management strategy to encompass performance, culture, behavior, talent development, talent review, and succession planning, and focused on increasing talent engagement and growing employee loyalty through fostering a culture built around learning and integrity.
− Built a high-quality talent pipeline and maintained connections for future opportunities by creating and nurturing relationships with external agencies/sources of talent and developing alternative sources of expertise, and conducted job profile analysis highlighting the requirements and qualifications of selected candidates for each role.
− Conducted regular HR audits to guarantee compliance with policies, procedures, systems, and regulations and ensured correctness of necessary documentation including but not limited to recruitment, attendance, payroll, employee performance, and training.
− Designed and implemented the HR policies and procedures, ensured regulatory compliance with Saudi laws, selected and setup the required software solutions, and devised the manpower/recruitment plan.
− Set the budget for the entire Company, and created multiple contingency plans for Covid-19.
− Conducted training sessions, the effectiveness of training programs, followed several training methods to ensure knowledge was shared to maximum ability, measured the progress achieved in employee performance and gathered feedback for future sessions, and maintained all participating employees' records.
− Performed job evaluation and analysis, developed and wrote detailed and comprehensive job descriptions, conducted salary/compensation surveys and benchmarking to ensure paygrades are following market range, and generated reports to ensure the Company's structure is up-to-date.
− Managed the administration of HR programs, including compensation, benefits, leaves, disciplinary matters, disputes and investigations, performance and talent management evaluated, productivity, recognition, and morale, and implemented policies and procedures to support the organization’s human resource compliance and strategy needs.
− Identified staffing and recruiting needs, created and executed best practices for hiring and talent management, developed and achieved departmental manpower budget, and designed and implemented HR objectives and Saudization initiatives aligning with the Company's strategic goals.
− Steered the entire recruitment cycle until onboarding and ensured the best talent sourcing practices were implemented to secure suitable candidates, collaborated with business units to develop the human resources strategy and recruitment roadmap, and advised managers on effective KPIs and OKRs.
Job Responsibilities:
• Processing payroll, which includes ensuring vacation and sick time are tracked in the system
• Answering payroll questions
• Facilitating resolutions to any payroll errors
• Participating in benefits tasks, such as claim resolutions, reconciling benefits statements, and approving invoices for
payment
• Participating in recruitment efforts
• Posting job ads and organizing resumes and job applications
• Scheduling job interviews and assisting in interview process
• Collecting employment and tax information
• Ensuring background and reference checks are completed
• Preparing new employee files
• Overseeing the completion of compensation and benefit documentation
• Orienting new employees to the organization (setting up a designated log-in, workstation, email address, etc.)
• Conducting benefit enrollment process
• Administering new employment assessments
• Serving as a point person for all new employee questions