Director of Human Capital and Happiness
Saudi Basic Industrial Services Co. Ltd (SABISCO / LEAD) a Subsidiary of Arabian Fal
Total years of experience :20 years, 3 Months
Second in command, and reporting directly to the CEO, and the key goals is transforming HR Department culture and practices from Personal Department to Human Capital, plus Creating Policy & Procedure, Governance, and Implementing SAP Business One.
Duties and Responsibilities:
1. Develop and implement human capital strategies that align with the organization's goals and objectives. Collaborate with senior leadership to identify human capital needs and priorities. Develop initiatives and programs to attract, develop, and retain top talent.
2. Lead workforce planning efforts to ensure the organization has the right talent in the right roles at the right time. Develop and implement talent management programs, including recruitment, onboarding, performance management, career development, and succession planning.
3. Foster a positive and inclusive work environment that promotes employee engagement, satisfaction, and productivity, and develop and implement programs to enhance employee morale, motivation, and overall well-being. Drive initiatives to strengthen the organization's culture and values.
4. Identify training and development needs across the organization. Design and implement learning programs that enhance employee skills, knowledge, and capabilities. Leverage various learning methods, including e-learning, workshops, mentoring, and coaching.
5. Provide guidance and support to managers on performance-related issues, including goal setting, performance reviews, and performance improvement plans.
6. Ensuring compliance goals and requirements with relevant regulatory for Taqat, GOSI, HRDF, Aramco IKTVA, and all other Saudization Programs.
7. Design and implement compensation and benefits programs. Ensure competitive and fair compensation practices. Conduct benchmarking and market analysis to determine appropriate salary ranges and benefit packages.
8. Provide guidance and support to managers and employees on employee relations issues. Address and resolve employee concerns, conflicts, and grievances. Ensure compliance with labor laws and regulations.
9. Develop and analyze HR Metrics and data to identify trends, patterns, and insights. Provide data-driven recommendations to senior leadership for decision-making. Prepare and present HR reports on key metrics and human capital trends.
10. Lead change management initiatives to support organizational growth, transformation, and change. Develop strategies to effectively communicate and manage change within the organization.
11. Ensure compliance with Saudi Labor Law, regulations, and HR best practices. Stay updated on changes in labor legislation and make necessary adjustments to HR policies and practices.
12. Oversee the implementation ERP HRMS solution and leverage technology to streamline HR processes and improve efficiency.
13. Lead and manage the human capital team, including providing direction, coaching, and development opportunities. Foster a collaborative and high-performance team environment. Allocate resources effectively and manage the human capital budget.
Key Accomplishments:
- Created HR Policy & Procedure, HR Forms, Compensation & Benefits Manual, Job Classifications, Job Descriptions, KPI’s and Salary Scales.
- Proposed and implemented a new Company Structure, Organizational Chart and Cost Centers.
- Created a Financial Modeling for bidding propose to calculate the cost to company in the technical proposal as per client scope of work.
- Completed a Manpower Cost to Company Analysis of 2023.
- Lead the whole company SAP Business One Project Implementation throughout all stages, Project Preparation, Blueprint, Realization, Final Preparation, and Go Live.
- Training HR Team and implementing OKR.
- Fixed all wrong calculations in the payroll and implement the negative timesheets.
- Signed contracts with 5 stars hotels for VIP business trips in Khobar & Riyadh.
- Assisting Quality Team in implementing QMS ISO 9001:2015.
Third in command, and reporting directly to the CSSO, and the key goals was managing all Human Resource Activities, coach the HR Team, Leading the HR ERP System Implementation (Odoo Platform), Building Succession Plan, and Payroll Management.
Duties and Responsibilities:
1. Responsible for managing all HR-related functions within the organization. This includes recruitment, training and development, performance management, employee relations, compensation and benefits, compliance, and HR information management.
2. Mentor and coach the HR team to ensure smooth running of HR operations. This also includes setting performance KPI’s and targets, providing regular feedback and implementing development plans.
3. Employee recruitment and hiring. Develop and implement strategies to attract and retain top talent. Conduct interviews, evaluate candidates and make informed hiring decisions.
4. Leading the implementation of the HR ERP system (Odoo Platform) to streamline HR processes, reduce manual work, and improve HR analytical capabilities.
5. Develop a Succession Plan that outlines a clear roadmap for promoting, retaining, and replacing employees as needed. This plan shall be reviewed regularly to ensure it reflects the current business goals and challenges.
6. Develop and implement training programs for employees, including orientation, performance management, and skill development.
7. Responsible for ensuring accurate and timely payroll processing in compliance with the labor law and company policy.
8. Responsible for creating an Annual Salary Budget to ensure the organization remains competitive, attracts, and retains quality employees.
9. Plan and manage the employee vacation schedule to ensure smooth running of operations. This involves developing a vacation policy, tracking employee leave days, and ensuring staff coverage.
10. Responsible for ensuring all HR policies, procedures, and practices comply with the labor law, and this includes staying up-to-date with the changes in the labor law and implementing new compliance policies as needed.
11. Form a Labor Committee and investigate any violations of Labor Law and apply disciplinary actions as necessary.
12. Implement performance management system that establish clear expectations and objectives for employees, also provide guidance and coaching to managers to help them achieve their performance goals and address any performance issues.
13. Oversee and maintain employee files and records, ensuring compliance with legal requirements and company policies.
Key Accomplishments:
- Overview the HR Policy, Procedure & Code of Contact and propose some changes to protect the owners interest.
- Created a Salary Budget for 4 companies including cost to company analysis.
- Develop and implement new workflows and process improvement for HR Activities such as Government Expenses, Hiring Process, Onboarding Process, Employee Services..etc
- Assist the CSSO in designing and implementing new Company Structures, and Organizational Charts for 4 companies.
- Overview the manpower plan of a feasibility study to establish a new maintenance company, and provided a valuable recommendations to reduce the overall cost.
- Update the Job Classification and the Job Descriptions for 4 companies.
- Implement Digitalization Transformation for HR Department.
- Solve the manpower issues and vacancies and supply all organizations with high quality and talented employees.
- Lead the Payroll Implementation of ERP System (Odoo), and update the records for 12 months, and coordinate with Finance & IT to fix the Provision Accounts issues.
- Design and coach all M-Level, C-Level on Succession Plan and assist them in implementation.
Second in command, and reporting directly to the CEO, and the key goals was managing all Human Resource Activities, coach the HR Team, Leading the SAP HCM S/4HANA & Success Factors implementation, Create HR Policies, Compensation and Benefits, Manpower Forecasting, Saudi Aramco IKTVA, Maintaining Article of Association and CR's, Training & Development, Staffing and Recruitment, and Payroll Management.
Duties and Responsibilities:
1. Develop and implement effective HR strategies and initiatives that align with the overall business strategy & objectives.
2. Manage the recruitment process, ensuring that all vacancies are filled with the best possible candidates in a timely & cost-effective manner.
3. Develop & implement performance management policies & procedures to ensure employees meet or exceed job expectations as per client requirements.
4. Develop and implement training and development programs to ensure employee skills and knowledge are up to date & aligned with the company's goals.
5. Develop & implement compensation and benefits strategies that are competitive and attractive to employees.
6. Develop and implement affirmative action policies & procedures to ensure the organization is compliant with relevant laws & regulations.
7. Manage employee relations issues, including grievances, disciplinary & legal matters.
8. Oversee and manage payroll processes, ensuring accuracy and compliance with relevant laws and regulations.
9. Maintain and update HR policies and procedures, ensuring all company policies are up to date and in line with legal requirements.
10. Develop and maintain effective working relationships.
11. Monitor and report on HR metrics, including turnover, absenteeism, & employee satisfaction, to ensure continuous improvement in HR processes and procedures.
12. Ensure compliance with all relevant laws and regulations, including health and safety requirements.
13. Maintain all legal documentation required by the company, including Article of Association and CR's.
14. Implement and monitor Taqat, GOSI, HRDF, Saudi Aramco IKTVA, Saudization Program and other relevant HR initiatives.
15. Develop & monitor KPI's and KRA's for the HR team to ensure that departmental goals are met.
16. Ensure discipline is maintained throughout the organization, while balancing it with employee incentives and benefits.
Key Accomplishments:
- Lead the SAP HCM S/4HANA & Success Factors implementation, and coordinate with Finance & IT to setup the Provision Accounts and GL.
- Communicate the policy and procedure manual to all employees, and continuously evaluate and improve the policies and procedures and ensuring compliance with the labor law.
- Review the manpower forecasting for the Technical Proposals of Saudi Aramco Projects to ensure requirements compliance with IKTVA.
- Managing the vaccination of more than 6, 000 employees around the Kingdom against the Corona virus, in coordination with the Ministry of Health and Saudi Aramco.
- Solved the work visa issues and managed all the Recruitment Process and Deployment of more than 1800 employees from different countries.
- Create and implement a new Employment Contract in compliance with labor law for more than 6000 employees and completed the Mudad authentications in 3 months for all employees allover the country.
- Hired 200 trainees and enrolled them in a technical institute “SPSP” and flow up the training progress.
- Create the monthly budget including Salaries, Government Expenses, Rentals, Training, Travel Expenses, and Recruitment.
- Represent the company in the Labor Settlement and Disputes Organization, and verify complaints and develop future solutions to avoid any complains.
- Design and Lead the Technical Training of employees and increased the CWQAP passing rate from 18% to over 80% which reduced the training budget by more than 50%.
- Solve the manpower issues and vacancies and supply all organizations with high quality and talented employees.
Second in command, and reporting directly to the CEO, and the key goals was managing all Human Resource Activities for 13 companies, including Company Structure and Organizational Charts Update, Maintain Saudization Percentage, Manpower Budget Forecast, Leading the HR ERP implementation “FAME”, Create HR Policies, Compensation and Benefits, Maintaining the Article of Association and CR's, Training & Development, Staffing and Recruitment, and Payroll Management.
Duties and Responsibilities:
1. Consistently maintaining an approved Organization Structure (OS) for organization units & positions.
2. To keep updating the JDE for personnel actions, new employees, transfers, promotions, separations & reporting structure.
3. Develop the “Annual Manpower Plan” & its linkage to structure in term of organization unit and approved positions.
4. Developing the position profiles for all positions while ensuring that positions are differentiated properly for level of the job.
5. Ensuring performance evaluations are done according to given plan & meet the given evaluation standard/guidelines; normal distribution.
6. Developing company policies and procedures, and ensuring the proper implementation in the prescribed time.
7. Ensuring employee information is updated in the system according to company standard/specifications, and all required documents is available in physical files of employees in accordance to given specifications.
8. Ensuring employee’s onboarding and separation process is followed as to the policy requirements.
9. Develop the Saudization strategy to attract & retain employees, and consistently managing the Saudization level while ensuring it is aligned to strategic manpower requirements.
10. Ensuring Recruitment is done in accordance to approved manpower plan, and all necessary documentation is done during recruitment process.
11. Ensuring timely process of timesheets and payments for employees’ wages.
12. Consistently ensuring valid and complete documentation (Iqama, passport, etc.) of all group employees.
13. Establishment of internal Training Facility, and ensuring trainings are delivered in accordance to the training calendar.
14. Identifying the positions required to be developed for next career level and ensure availability of development needs.
15. Timely Processing of the HRDF payroll and invoices.
16. Ensure that human resources policies, rules, regulations and procedures comply with Saudi Labor Law.
17. Manage and Implement Organisation’s compensation and benefits strategy.
18. Design performance management process and systems, and support the business with annual performance setting.
Key Accomplishments:
- Created a new company structure for the whole group including the subsidiaries, and solve all the issues related to the Industrial Licenses for all Factories.
- Lead the new ERP System “FAME” implementation, and coordinate with Finance & IT to setup the Provision Accounts and GL.
- Created a Policy and Procedure, Salary Scale, & a competitive Compensation Manual based on the industry benchmarks in compliance with the labor law for minimum wage requirements.
- Created and implemented Training Programs based on employees career path plan.
- Acting as a Quality Management Representative for subsidiary company INCO Precast to ensure that process for QMS are established, implemented & maintained, and reporting to top the management on the performance of QMS & any need for improvement, & ensuring promotion of awareness of customer requirements throughout the organization.
- Represent the company in the Labor Settlement and Disputes Organization, and solved more than 72 cases for two subsidiaries that the company acquired.
- Solve the work visa issues and manage all work visa requirements for all subsidiaries & manage all the Recruitment & Deployment process.
- Created a Performance Evaluation System with KPI’s that meeting the Vision & Mission, & revised all Job Descriptions accordingly.
Second in command, and reporting directly to the General Manager, and the key goals was managing all Human Resource Activities, Maintain Saudization Percentage, Meeting Saudi Aramco IKTVA Target, Leading the HR ERP implementation, Training & Development, Staffing and Recruitment, and Payroll Management.
Duties and Responsibilities:
1. Review all the company existing HR system, forms, applications & make a full proposal for improvement if required within a month from joining date.
2. Creating KPI, appraisal system & implement the same
3. Review the compensation manual and suggest improvements.
4. Review the existing Saudi strength & make a recruitment plan.
5. Maintain higher green in NITAQAT and attain Aramco IKTVA targets related to HR.
6. Review & update job descriptions for all departments.
7. Assist & complete the HR provision in ERP system & maximize the employee process though the system.
8. Create CVs database for any replacement if required.
9. Make a yearly training plan with compliance with the company law.
10. Make yearly man power budget for each department
11. Submit a weekly progress report to the top management with HR progress status.
12. Orientation of new Saudi employees and ensuring that they are trained properly and inducted into their roles and responsibilities smoothly and start contributing
13. Motivating employees and boosting their morale.
14. Ensure discipline and follow of rules and regulations of the company.
15. Liaison with Govt depts. related to HR like MOL, GOSI, HRDF and upload documents through their website and follow up the same.
16. Monitor attendance, investigate absences and recommend solutions for chronic absences.
17. Provide basic counselling to staff who have performance based obstacles and work for improving employee motivation and morale.
Key Accomplishments:
- Created and implemented Technical Training Programs based on Saudi Aramco requirements and enrolled them in a Technical Institute to increase the IKTVA rating.
- Lead the new HR ERP Module implementation and built the Master Data from scratched.
- Implement the digital transformation for HR Services and processes.
- Solve the work visa issues and manage all work visa requirements for all factories and manage all the Recruitment and Deployment process from different countries.
- Self-maintained the records of more than 280 employees such as GOSI, Muqeem, Passport, MOL Portal, Contract Renewal, Employees Relations, Attendance Records, Medical & Health Records, and also updating the HRDF records.
- Build annual vacation plan for all factories and follow up with department heads for execution plan.
- Maintain the relationships with the manpower suppliers to ensure the quality of the hired manpower based on company standard and client expectation.
Geyad is a subsidiary fabrication factory in Saudi Arabia of Al-Nasser Holding Group, a UAE holding located in Abu-Dhabi, and it has eight operating ventures in Steel Melting, P.E. Rotomoulding, SMC Panel Steel Rolling, Oil Spill Absorbents, Pet Bottles, Transformers and SKIDS.
Second in command, and reporting directly to the General Manager, and the key goals was managing all Human Resource Activities for 4 companies, including Company Structure and Organizational Charts Update, Maintain Saudization Percentage, Manpower and Budget Forecast, Create HR Policies and Procedure, Compensation and Benefits, Maintaining the Article of Association and CR's, Creating Training & Development Plan, Lead the Staffing and Recruitment, and Payroll Management.
Duties and Responsibilities:
1. Manage all day-to-day HR operations of processing employees personnel services; payroll, transfer, GOSI, vacation & health insurance to ensure a timely and efficient execution & company’s policies and procedure.
2. Oversee employment record keeping, including soft record & hard documents, such as passports, contracts to ensure the compliance with related regulations & company’s policies & standards.
3. Coordinate with different internal parties, like the HR & Administration Departments for company subsidiaries, to ensure finalizing required processes according the company’s policies and procedures.
4. Lead the HR & Administration team & periodically evaluate the effectiveness of different processes to ensure a continuous improvement of the team & their work.
5. Prepare the salary budget for management approval, then monitor & control all related expenditures to insure the cost-effectiveness & meeting the approved budgetary objectives.
7. Prepare training budget for management approval, then monitor & control all related expenditures to insure the cost-effectiveness & meeting the approved budgetary objectives.
8. Forecast the organization's workforce by Working closely with all Department heads and managers to fully understand their manpower requirements & analyzing market supply to create an efficient manpower plan (mobilizing, deployment, hiring and outsourcing processes)..
9. Seek out, review & manage all local or overseas possible recruitment sources; recruitment / outsourcing agencies, universities, schools and/or networks to ensure effective, timely supply of needed manpower.
10. Negotiate with employment and advertising agents on service fees to ensure the best pricing for the best possible service.
11. Prepare recruitment budget for management approval, then monitor & control all related expenditures to insure the cost-effectiveness & meeting the approved budgetary objectives.
12. Ensuring performance evaluations are done according to given plan & meet the given evaluation standard/guidelines; normal distribution.
13. Developing company policies and procedures, and ensuring the proper implementation in the prescribed time.
14. Ensuring employee information is updated in the system according to company standard/specifications, & all required documents is available in physical files of employees in accordance to given specifications.
15. Ensure that human resources policies, rules, regulations & procedures comply with Saudi Labor Law.
Key Accomplishments:
- Maintained all companies official documents & solved all the issues related to the Industrial Licenses for all Factories.
- Created a Policy and Procedure, Salary Scale, based on the industry benchmarks in compliance with the labor law for minimum wage requirements.
- Created and implemented On Job Training Programs based on the succession plan to ensure running operations without any manpower shortages.
- Acting as a Quality Management Representative for subsidiary company INCO Precast to ensure that process for QMS are established, implemented and maintained, and reporting to top the management on the performance of QMS and any need for improvement, and ensuring promotion of awareness of customer requirements throughout the organization.
- Represent the company in the Labor Settlement and Disputes Organization.
- Created a Performance Evaluation System with KPI’s that meeting the Vision and Mission, and revised all Job Descriptions accordingly.
Third in command, and reporting directly to the General Manager, and the key goals was managing all Human Resource and Administration Activities for T&G, including training and development, recruitment, organizational development and performance management, design and maintain the job descriptions, make development plan for new employees “especially Saudi employees, ” follow up the recruitment process for all departments and identify manpower shortages and add them to the succession plan, conducts job interviews, taking proper actions to close gaps, maintains work flows and organizational charts, maintains annual performance records, updating KPI's and KRA's, maintains attendance records, and helping all managers to solve their HR & Administration issues.
Duties and Responsibilities:
1. Manage all day-to-day HRD & Administration operations and processing employees personnel services; Employment Certificates, Mobilization, Vacations and Health Insurance, On Job Training to ensure a timely and efficient execution based on company policy and procedure.
2. Oversee employment records and keeping the head office updated for all employees records such as Passports, Iqamas, Contracts Renewal, Leave Vacation Requests, and ensuring the compliance with company’s policy and standard.
3. Coordinate with different parties within Zamil Industrial, for all Saudization Program and reporting the progress to the Top Management.
4. Responsible for the recruitment deployment process under the HRDF program of variety jobs in different fields, contacting initial interviews of applicants, and coordinates with managers/supervisors for the technical & final interview.
6. Organize and follow up the On Job Training Program and verify the performance and progress during the probation period.
8. Monitoring the attendance and timesheets, and issuing a disciplinary action towards violators in compliance with company table of penalties and Saudi Labor Law. 9. Provide feedback to top management on training activities by gathering data and preparing periodic training completion and training effectiveness reports. 10. Maintaining an updated files of in-house training plans and activities. 11. Coordinates with local Banks for employees Bank loan and follow up the process. 12. Preparing the monthly GOSI reports to the Security Department for Factory gates to be used in-case any hazardous or injuries especially during night shift. 13. Handling and Managing all iSWEET requests for T&G in a daily bases. 14. Leading the annual PEDP process and make sure everyone has a performance evaluation. Key Accomplishments: - Active participant and contributor to improvement techniques such as 5S and Kaizen and follow up the implementation and progress reports. - Maintain the Performance Evaluation Development Program (PEDP) for all T&G Factory, including setting up the KPI’s & KRA’s to meet the company Vision and Mission. - Contact Job Analysis and revised all the Job Descriptions to meet the future needs and to be more efficient and to reflect with the new salary scheme based on the weight value. - Revised the T&G Job Classifications to meet the actual jobs and to reduce the number of duplication within Zamil Steel. - Creating all shopfloor “On Job Training Program” which was a very successful program and at later time it was contributed to establish Zamil Training Center, a higher industrial training institute at Dammam. - Acting as a CNC Machine Trainer for almost a year in Zamil Training Center irrelevant with my other HR duties. - Created and Maintained an effective reward and recognition program “Employee of the Month”. - Acting as Quality Management System Auditor for ISO 9001:2000 from 2004 to 2011 and contributed to improve the quality management system within Zamil Steel. - Acting as a Division IT CSL (Computer Security Liaisons) to coordinate between IT Group and employees helping them to solve the ERP and iSWEET problems.
Monitoring and Controlling Productivity Process, Cost Effective, Generating & Flowing up Production Schedule, ISO 9001 Procedures, OJT, 5S & KAIZEN, Rotation Plan, Manpower Allocation Plan, Materials Transaction, Maintain all incoming documents such as NCR, CIF, ITP, Production Reports, Trial Tower Modification Reports...etc As a CNC Trainer.
I graduated with a bachelor's degree in Business Management and minor in Human Resources. The management degree provides me with the foundation to critically analyze the systems, processes, resources and culture of today's organizations and to make critical decisions regarding resource allocations in competitive environments. It is also allows me to pursue one or both specialty paths. In short, with my new knowledge I can focus on the two major elements of any business production process: management of people and management of process.
A Business Management System (BMS) addresses the gap between enterprise systems and business needs. It is mainly focused on communication platform for all organizational knowledge, including strategies, plans, policies, procedures, people and technology.