Sanaa AlGharably

Organization Design:-
• Structure Review: developed structure review process and framework to control and standardize overall requests in the organization.
• JD’s & Functional Statements:- Managed to develop & update all JD’s along with division’s functional statements with any structure change to level 2.
• Manpower Optimization: successfully contributed to manpower optimization by reducing the total HC’s.
Learning & Development:-
• TNA: Introduced the training needs analysis exercise to cover all employees.
• Leadership Coaching: Managed the exercise with an external provider.
Performance Management:-
• Enhanced the performance management system to accommodate the business need and maintained the performance cycle. Additionally, reviewed and revamped the PM guidelines.
Talent Management
• Talent Review: built the talent review model and used its results to guide other HR initiatives.
• Career path: Developed a career path model, conducted a 7 years simulation, and designed the communication material in addition to its guidelines.
• Employee Recognition: Identified opportunities to recognize employees to enhance overall engagement.
• Leadership Survey (360 Assessment): helped in managing the overall delivery of this activity.
• Talent Management System (Halogen): managed to upload all JD’s in Halogen and develop the performance management system throughout.
• Succession Planning: Developed the model for executive level and critical positions.
Other:-
• Governance: worked on developing a number of guidelines that governs the HR activities.
• Internal Audit: Managed the internal audit findings on HR Development.

Maintain a successful relationship with all assigned portfolios as a strategic partner
 Weekly visits to respective business lines
 Manage and resolve all level staff complex HR related issues
 Provide day to day guidance to all inquiries and work closely with management and staff
 Regional visits (updates, feedback)
 Understand the daily working activities of each group/division to identify new opportunities for HR to add value to the business

Understand training needs and ensure effective delivery
 Gather Feedback and courses suggestions
 Communicate and brief managers about special programs
 Proper coordination with Learning and Development team to solve related matters

Play a major role in driving a performance driven culture linked to reward and development
 Communicate performance & reward model and ensure the application
 Get closer to staff to identify top and bottom performers for development plans
 Help business leaders with the support of OD team build structures based on their needs

Understand and identify hiring needs along with business lines and recruiters (man power planning)
 Prepare the Recruitment Plan
 Manage the Headcount in terms of new hires and transfers
 Ensure HR criteria is applied and accuracy in data filled for hiring requisition
(grade, salary, JDs, ...etc)
 Monthly update from division managers on hiring changes
 Ensure best quality is delivered throughout the process (agreed timeline, candidates provided, onboarding, weekly reports...etc)
 Provide support to recruiters in any of the recruitment steps
 Control hiring of non saudis
 Participate in career fairs

Play a key role in all HR Projects and initiatives
 Saudization
-Worked closely with the business lines on Midterm & Longterm plan to achieve 30% decrease of non saudis
-Ensure the agreed on Saudization plan is delivered
 Engagement Survey
-Participated in focus groups
-Worked on separate sessions with the business to finalize and submit the action plan
 Data Cleansing
 Exit Interviews
-Conduct exit interviews to all leavers

Responsibilities include:
 Recruitment (CVs screening, phone interviews, one to one interviews, assessments, head hunters, and recruitment agencies)
 Onboarding and off boarding (coordinating with all other departments to insure an efficient process)
 Filing system & documents (employees files, issuing different letters, contracts and offers)
 Induction
 Universities relations (Career fairs and Coop)
 Leave Record (Corebiz and Leave application forms)
 Employees Relation (maintain and improve employee relations, process employees request, and escalate concerns)
 Payroll
 Organization Charts
 Staff analysis reports
 Managing Peoplesoft (employees data base)
 IFC Exam registrations
 CSR Activities
 Other daily HR operations

IT assistant

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