Regional Human Resources Director/ Sr. Business Partner
Future Pipe Industries.
مجموع سنوات الخبرة :18 years, 10 أشهر
✓ Counselling Business on HR topics:
▪ Develops, implements, and monitors P&C policies, plans and procedure, strategies, initiatives, systems, and tactics aligned with the overall global corporate strategy and assure of compatible with the local regulations. ▪ Provides P&C leadership to country diversity programs and human capital activities as a member of the country Leadership team.
▪ Understands and priorities business needs and translate them into P&C actions.
▪ Ensures that all policy and rules are followed according to the Delegation of Authority.
▪ Advices, supports, and influences management on all P&C related issues, policies and processes.
▪ Supervises, lead local HR to deliver day to day operational support (People process, data accuracy, EHS policy).
▪ Facilitates the budget process for P&C scope and is accountable for the budget. ✓ Recruitment: ▪ Evaluates employment risks by ensuring HR personnel receive appropriate guidance on employment law and employee relations issues.
▪ Ensures project staffing and site HR support are secured on time.
▪ Prepares manpower/workforce planning as solid base for recruitment, and create succession plans, and assure enough anticipation and effective implantation.
▪ Builds a good base for sourcing of candidates, including internal candidates, and builds relations with recruitment agencies, universities, and governmental recruitment programs and initiatives.
▪ Interviews for key positions in area of responsibility, recommend whether to employ, and decision on salary & employment conditions.
▪ Makes sure the process of induction and probationary period is performed. ✓ Total Rewards:
▪ Direct development, communication, and implementation of country-level rewards and work/life programs in alignment with business strategy and local business need.
▪ Works closely with Global P&C and Global HRD to develops appropriate policies and practices and to align FPI practices with evolution of market.
▪ Assures implementation of annual salary review and bonus payments on time.
▪ Assures job grading is maintained up-to-date, and develop at the appropriate time supported by Global P&C. ✓ People & Culture Development:
▪ Builds managers’ ownership of the management of their people, including coaching at a senior level.
▪ Actively participates in the implementation of the FPI performance management system.
▪ Prepares & manages the annual People Review, including development plans and ensures feedback to individuals.
▪ Defines and implements the development activities appropriate to everyone. ▪ Ensures the relationships and oversee the contract with P&C service providers. ▪ Builds a high performing P&C Team of professionals that are aligned to the profitable growth of the business. ✓ Performance Management:
▪ Interprets and direct the performance management approach and process for the country, ensuring it meets global and geographic direction, is responsive to local business need and follows local laws.
▪ Monitors the quality of staff performance including review of disciplinary actions, recommendations for suspension or termination as well as establish a regular performance appraisal program for all staff. ✓ People & Culture Business Partnering:
▪ Acts as key support to the Global P&C Director, ensuring delivery of P&C objectives through effective relationships and engagement with managers and staff.
▪ Identified the ways in which the HR function can support holding companies strategies and goals.
▪ Engaged other business leaders in strategic analysis and planning.
▪ Provided HR-focused expertise to other business leaders when formulating the organization’s strategy and goals.
▪ Developed and implemented HR strategy, vision and goals that align with and support the organization’s strategy and goals.
▪ Ensured that HR strategy creates and sustains the organization’s competitive advantage.
▪ Analyzed staffing levels and projections, to forecast workforce needs.
▪ Developed strategies for sourcing and acquiring a workforce that meets the organization’s needs.
▪ Established an EVP and employment brand that supports recruitment of high-quality job applicants.
▪ Designed and oversaw effective strategies for sourcing, recruiting and evaluating qualified job candidates.
▪ Designed and oversaw employee onboarding and assimilation processes.
▪ Designed and oversaw valid and systematic programs for assessing the effectiveness of talent acquisition activities that meet the organization’s needs.
▪ In collaboration with other leaders, defined an organizational strategy to create an engaged workforce.
▪ Implemented best practices for employee retention in HR programs, practices and policies.
▪ Communicated to other senior leaders the results of surveys of employee attitudes and culture.
▪ Designed and oversaw an action plan to address the findings of employee attitude surveys.
▪ Holistically monitored the organization’s metrics on employee attitudes, turnover and retention, and other information about employee engagement and retention.
▪ Designed and oversaw processes to measure the effectiveness of performance management systems.
▪ Designed and oversaw efforts to collect data on critical gaps in competencies.
▪ Provided guidance to identify and develop critical competencies that meet the organization’s talent needs.
▪ Monitored the effectiveness of programs for emerging leaders and leadership development.
▪ Created long-term organizational strategies to develop talent.
▪ Aligned HR’s strategy and activities with the organization’s mission, vision, values and strategy.
▪ Monitored results against performance standards and goals in support of the organization’s strategy.
▪ Established measurable goals and objectives to create a culture of accountability.
▪ Consulted on, planned and designed organizational structures that align with the effective delivery of activities in support of the organization’s strategy.
▪ Ensured that HR initiatives demonstrate measurable value to the organization.
▪ Reviewed, designed, and oversaw organizational compensation and benefits philosophies, strategies and plans that align with the organization’s strategic direction and talent needs.
▪ Ensured the internal equity of compensation systems.
▪ Evaluated how the organization’s strategy and goals align with future and current staffing levels and workforce competencies.
▪ Developed strategies to maintain a robust workforce that has the talent to carry out the organization’s current and future strategy and goals.
▪ Coordinated with business leaders to create strategies (e.g., succession planning, leadership development, training) that address the organization’s leadership needs.
▪ Developed, implemented, and monitored HR plans and procedure, strategies, initiatives, systems, and tactics aligned with the overall company strategy.
▪ Revised, and recommended company policies and procedures.
▪ Implemented talent acquisition strategies, with respect to recruitment, interview skills, and candidate selection.
▪ Supported current HR strategy and future business needs through specific focus on employee career development, employee engagement, motivation, employee relations management, talent assessment, retention plans, and talent acquisition.
▪ Ensured legal compliance throughout human resources management including all government and non-government related issues such as the regulations of GOSI, and Ministry of Labor.
▪ Implemented, managed, and tracked a performance plan and strategy in order to insure high performance results.
▪ Maintained a healthy, safe, and comfortable work environment which eliminate any stressful or awkward atmosphere that may hinder the employee's performance.
▪ Designed, managed, and tracked the incentive and reward programs.
▪ Identified gaps in workforce competencies and misalignment of staffing levels.
▪ Implemented approaches to ensure that appropriate workforce staffing levels and competencies exist to meet the organization’s goals and objectives.
▪ Planned short-term strategies to develop workforce competencies that support the organization’s goals and objectives.
▪ Administered and supported approaches (e.g., succession plans, high potential development programs) to ensure that the organization’s leadership needs are met.
▪ Supported strategies for restructuring the organization’s workforce (e.g., mergers and acquisitions, downsizing).
▪ Managed small to mid-sized projects and initiatives, as required by the reporting senior.
▪ Managed collation of data used for various Human Resources Planning & Development processes including high potential information, work force requirements, employee engagement data, by coordinating internally with various sectors.
Updated current and designed new recruiting procedures (such as job application and
onboarding processes).
• Supervised the recruiting team and report on its performance.
• Kept track of recruiting metrics.
• Implemented new sourcing methods (e.g. social recruiting and Boolean searches)
• Reviewed recruitment software and suggested the best option for company needs.
• Researched and choose job advertising options
• Advised hiring managers on interviewing techniques.
• Recommended ways to improve our employer brand.
• Coordinated with department managers to forecast future hiring needs.
• Stayed up-to-date on labor legislation and inform recruiters and managers about changes in
regulations.
• Participated in job fairs and career events.
• Built the company’s professional network through relationships with HR professionals,
colleges and other partners.
• Participated in extracting all government licenses for the company in collaboration with the
Public Relations Department and registered the company as a certified contractor with Saudi
Aramco.
• Evaluated, developed and recommended office procedures and practices to senior
management. Ensured that approved office policies, practices and procedures are understood
and followed.
• Responded to outside inquiries about services offered by the company. Communicated with
other community services agencies and/or ministries.
• Collected data from a variety sources and produced reports in addition to complete analysis
and implementations.
• Recruited for all staff positions.
• Created the company policy, and procedure which is identical with the Labor Office policies in
Saudi Arabia.
• Created the HR strategy plan.
• Managed the payroll process.
Denver