Chief Shared Services Officer
Confidential
Total years of experience :24 years, 1 Months
Responsible for the leadership of corporate support service functions including, procurement, human resource, IT and legal. Contribute to strategic planning and policy development.
Enable and assist with continuous improvement and transformation on an on going basis.
Develop business plans for each function and team and ensure adherence to those plans in line with the overall direction and aims of the organization.
Lead the integration of the shared service functions
Oversee development of Corporate policies and strategies.
Lead and deliver on major corporate projects and change management programs
• Bestowing strategic leadership and direction to HR policies and practices to effectively balance employees' needs with goals.
• Establishing and implementing recruitment plans. Successfully handling the life-cycle recruitment for the group, initiates, plans
and implement revisions to the recruitment process, which instrumental in incorporating top talent, plan workforce for the
business with the budgetary norms and time frame.
• Emerging succession planning, talent review and employee rotation processes across the group.
• Dexterously managing work training needs assessment in collaborating with operations leadership at the group to develop
programs related to work skills, employee performance, and leadership development.
• Accountable for developing, maintaining and improving HR policies and procedures according to business strategy, new rules and
regulations for both internal and external guidance.
• Developing an overall strategy/program/ initiative that increases employee engagement, morale. Conducting well-planned induction to manage employee's integration, including pre-joining, the day of joining, and post joining.
• Successfully steering the implementation, data management, reporting and all phases of HRIS functions such as; Payroll, personnel, time attendance, training, recruitment, performance appraisal and self-service portal.
• Developing and implementing organizational long-range and short-term employee benefit plans.
• Providing leadership and guidance on defined strategies, policies, and programs. Coached and developed leaders, managers, and
critical talent to ensure success in their roles
• Instrumentally established various strategic human resource interventions and strategic programs, including Performance Management, Localization Strategy, Succession Planning, THG Academy, Organizational Alignment, Executive Performance and Rewards System, and Learning Management System.
• Developed the HR information system, HR and Saudi Labour Law compliance
• Pivotal provides visionary leadership and human resources guidance in framing an employee-oriented, high-performance culture
to support the company's mission, vision, values, and strategic goals.
• Efficaciously designed an employee engagement strategy that improved morale, retained talent, and business continuity through
multiple changes with the executive leadership team.
• Directed the executive team through organizational restructurings, which created a more flexible, cost-efficient workforce.
• Developed compensation strategy, structure, grades, ranges, and merit process, resulting in improved ability to attract and retain.
• Delivered advises and counsels in areas related to hiring, compensation, position classification, benefits, policies and procedures, employee relations, and employee performance.
• Successfully developed HRD strategies related to recruitment, Training Programs, Employee Retention, Payroll & Rewards.
• Played a stellar role and carried out various activities such as Company policies, procedures and programs, Employee performance
evaluation, Compliance to government laws and directives, Job evaluation and job classification, Job descriptions and
specifications and salary scale, Payroll and workforce budget, and Annual Recruitment Plan
• Successfully managed employee relations matters and making decisions regarding disciplinary action; training program design and
development, Setup of organizational management structure
• Manage life-cycle recruitment for the group, initiates, plan and implement revisions to the recruitment process which instrumental in incorporating top talent, plan manpower for the business with the budgetary norms and time frame.
• Manage work training needs assessment in collaborating with operations leadership at the group to develop programs related to work skills, employee performance, and leadership development.
• Develop, maintain and improve HR policies and procedures according to business strategy, new rules and regulations for both internal and external guidance.
• Assist creating standard adopted as corporate policy with streamlined templates and faster process by developing and implementing change management tools and activities.
• Analyze and develop all jobs within the group, rewriting job descriptions and creating a structure conducive to creative, innovative and collaborative environment.
• Manage and develop Employee Relations matters, including investigating issues, providing coaching to all levels of line management to provide guidance with respect to performance management, discipline and other ER- related functions.
• Develop HR work related processes, documentation and continuous improvement activities for the group.
• Develop and manage implementation of employee performance management programs and guidelines that
• reduce inconsistency and increase productivity.
• Lead implementation, data management, reporting and all phases of HRIS functions such as; payroll, personnel,
• time attendance, training, recruitment, performance appraisal and self-service portal.
• Develop and implement organizational long-range and short-term employee benefit plans.
• Develop succession planning, talent review and employee rotation processes across the group.
MIS