Abdullah Aljohar

Annually reviews and makes recommendations to executive management for improvement of the
organization's policies, procedures and practices on personnel matters.
▪ Maintains knowledge of industry trends and employment legislation and ensures the organization's
compliance.
▪ Maintains responsibility for organization compliance with local legislation pertaining to all personnel matters.
▪ Communicates changes in the organization's personnel policies and procedures and ensures that proper
compliance is followed.
▪ Assists executive management in the annual review, preparation and administration of the organization's
wage and salary program.
▪ Coordinates or conducts exit interviews to determine reasons behind separations.
▪ Consults with legal counsel as appropriate, or as directed by the CEO, on personnel matters.
▪ Works directly with department managers to assist them in carrying out their responsibilities on personnel
matters.
▪ Recommends, evaluates and participates in staff development for the organization.
▪ Develops and maintains a human resource information system that meets the organization's personal
information needs.
▪ Directs the staff of the human resource department.
▪ Participates on committees and special projects and seeks additional

Managing Talent Sourcing & Selection process
▪ Ensuring recruitment strategies focus on Diversity & Disability
▪ Development & Execution of Orientation & On-boarding plan of new hires
▪ Manpower Compliance & Head Count Reporting
▪ HR Systems Administration & Management (SAP)
▪ Conducting Employee engagement surveys across the company
▪ Job Description management
▪ Talent pipeline Development through multiple training programs designed around technical & soft skills
▪ Designing training interventions & training material preparation
▪ Manage the development plans to attract seasonal employment outside the kingdom.
▪ Manage the personal interviews.
▪ Cooperate with Ground Service companies in Egypt, Philippines, and Indonesia to attract airport staff.
▪ Coordinate with Human Resource Development Fund.

Update current and design new recruiting procedures (e.g., job application and onboarding processes)
▪ Supervise the recruiting team and report on its performance
▪ Keep track of recruiting metrics (e.g., time-to-hire and cost-per-hire)
▪ Implement new sourcing methods (e.g., social recruiting and Boolean searches)
▪ Review recruitment software and suggest the best option for company needs
▪ Research and choose job advertising options
▪ Advise hiring managers on interviewing techniques
▪ Recommend ways to improve our employer brand
▪ Coordinate with department managers to forecast future hiring needs
▪ Stay up-to-date on labor legislation and inform recruiters and managers about changes in regulations
▪ Participate in job fairs and career events
▪ Build the company’s professional network through relationships with HR professionals, colleges, and other
partners

Analyzes the recruitment process performance, prepares the recruitment dashboards, presents dashboards,
recommends changes to the recruitment process and implements changes
▪ Analyzes the performance of recruitment agencies, the cost per hire, time to hire and recommends changes and
improvements
▪ Tracks the list of the recruitment agencies and their terms and conditions; introduces standardized terms and
conditions for the recruitment vendors if possible
▪ Analyzes the recruitment software and recommends and implements changes to it
▪ Measures the performance of HR Recruiters and provides feedback to them
▪ Identifies difficult job vacancies and investigates the best recruitment approach for them
▪ Analyzes the recruitment software and implements changes and improvements
▪ Keeps the documentation of the recruitment process up to date
▪ Trains new HR Recruiters (induction program

Develop and implement recruitment strategies, tactics, funnels, and procedures.
▪ Communicate recruitment goals and objectives with recruiters.
▪ Train recruiters to perform resume searches on external databases
▪ Maintain the internal candidate database (e.g., updating contact information, candidates’ geographical locations,
and availability for new work).
▪ Communicate with the team to determine the effectiveness of recruitment plans.
▪ Research and recommend new sources for the recruitment of active and passive candidates.
▪ Build networks to find qualified candidates.
▪ Review applicants to evaluate their qualifications and whether they meet the position requirements.
▪ Prepare weekly reports for clients to show tasks in progress, the number candidates searched, and the number of
qualified candidates found.
▪ Proofread job descriptions and other related materials.

Perform customer service functions by answering employee requests and questions.
▪ Conduct benefits enrollment for new employees.
▪ Complete new hire forms and maintains records.
▪ Submit the online applicant investigation requests and assist with new employee background checks.
▪ Reconcile the benefits statements.
▪ Perform payroll/benefits-related reconciliations.
▪ Conduct audits of various payroll, benefits or other HR programs and recommend any corrective action.
▪ Update HRIS database records and process paperwork for new hires, terminations and other status changes.
▪ Assist with the performance review process.
▪ Assist HR Director with various research projects and special projects.
▪ Assist with the recruitment and interview process.
▪ Schedule staff meetings and conferences by reserving facilities at local hotels and restaurants.
▪ Create new employee personnel files and file papers and documents into appropriate employee files.
▪ Assist with or prepare correspondence.
▪ Perform other duties as assigned.

General Hospital