People Strategy Sr. Specialist
VRO | Confidential Government
Total years of experience :5 years, 0 Months
• Administer the process of development and implementation of overall HR strategy, workforce strategy and policies in order to ensure HR excellence and achievement of business objectives.
• Assess current HR capabilities, support in conducting gap analysis and forecast HR requirements.
• Gather requirements from organization Divisions and derive strategic priorities for direction for the HR & Corporate Services Division strategy.
• Prepare communication and awareness material for updated HR strategies and policies.
• Identify and propose critical success factors / metrics to monitor implementation of the HR strategy and plans.
• Gather data and report on the contribution of HR initiatives in the achievement of overall organization objectives as well as improvement in service delivery.
• Recommend latest tools / technologies to improve the efficiency of HR and business processes.
• Creat Employee Engagement frameworks.
• Enhance recognition program.
• Identify opportunities for continuous improvement of processes and practices considering leading practices.
• Escalate problems to ensure case/issue is closed efficiently and in a timely manner.
• Create and develop employee journey starting from attraction to retention and exit in order to ensure people engagement and satisfaction in each journey stage.
• Develop employees journey mapping and create high level employees experience across touch points in order to identify and recommend improvement opportunities.
• Create People persona's and map people journey across the lifecycle/journey.
• create wellbeing Initiatives.
• Presents the function and actively contributes in various committees/meetings “internal and external”.
• Follow and oversees the implementation of division policies, procedures and controls covering all areas.
• Create and develop employee journey starting from attraction to retention and exit in order to ensure people engagement and satisfaction in each journey
stage.
• Develop employees journey mapping and create high level employees experience across touch points in order to identify and recommend improvement opportunities.
• Gather insights on employee's experience and therefore develop an engaging peoples experience.
• Create and use data gathering tools which includes and not limited to surveys, 1:1 meetings, design thinking groups in order to gather people's feedback to understand their experience, and therefore enhance people journey.
• Create People persona's and map people journey across the lifecycle/journey.
• Ensures that all division reports of RB are prepared timely and accurately and meet RB and division requirements, policies and standards.
• Presents the function and actively contributes in various
committees/meetings “internal and external”.
• Designing employee experience "Engagement" frameworks.
• Creating and conducting periodic surveys to measure employee experience and engagement; ensuring any complaints or concerns are facilitated through the proper approaches.
• Create and Handel On boarding program.
• Create and Handel Off boarding Process.
• Reviewing Employees appraisal and investigate if needed.
• Member of Mentors & Mentees Program.
• Leading MISK Initiative, Job Shadowing Program.
• Lead & Member of Shabab Mujtamai | Youth Council Committee.
• Reviewing management practices and their impact on the employee experience.
• Creating proactive approaches to well-being in the organization in order to drive physic mental well-being.
• Reviewing and enhancing the employer brand.
• Building a culture of trust.
• Work closely with Business Partners and other specialist areas within the employee team to ensure resource and support is in place to successfully execute plans.
• Diversity assessments of wider organizational practices and processes.
• Creating diversity networks to ensure all groups have a voice in the organization.
•Analyze Employee Metrics to monitor and proactively manage their related key performance indicators, and define strategies for improvement and management.
• Manage the HR manual polices by following up with the legal consultant and make sure that the manual meets Company’s corporate culture and Saudi Labor Law.
• Involve on all recruitment activities starting from the sourcing phase and ending with the hiring phase.
• Source and maintain good relations with technical colleges, institutes, universities, in order to source for fresh graduates.
• Develop and update the salary scale of Company and ensure that it meets the management requirements.
• Prepare and organize the Organization Structure of Company to distributed to all department managers upon the approval of management.
• Follow up on the attendance records and ensure the accuracy of the payroll sheets in order to report to management or nance upon request.
• Prepare and manage the Job Descriptions of Company by consulting and assisting department heads and job holders to ll-out the job description questionnaires and have all the jobs approved by the top management.
• Source for training services to be provided in house, while supervising the coordination of all training programs.
• Align with all departments to manage the performance cycle twice a year, recommend succession planning and training programs by doing the training needs analysis and report the performance of every department to the management.
• Prepare and update HR procedures and ensure that they are complying with ISO requirements.
• IKTVA requirements.
Human Resources Officer Jun 2019 - March 2021
Support the development and implementation of HR initiatives and systems.
Provide counseling on policies and procedures.
Be actively involved in recruitment by preparing job descriptions, posting ads and managing the hiring process.
Create and implement effective on boarding plans.
Develop training and development programs.
Support the management of disciplinary and grievance issues.
Maintain employee records according to policy and legal requirements.
Review employment and working conditions to ensure legal compliance.
:Employee Relation Officer June 2019
Conducting exit interviews.
Collecting and analyzing employee data.
Using data to create employee profiles.
Organizing and updating employee files.
Adhering to regulatory standards.
Representing the company at job fairs and college campuses.
Overseeing employee orientation and training.
Liaising between employees and management.
Managing employee complaints.
Undertaking communications and interpersonal skills training.
Assist with payroll to close the month.
A list of Aramco Project I was involved in:
Abqaiq 56' Inch Sep 2019 - Dec 2019
HR Officer - Holding Part of Saudization
analyze the nature of the services provided by the company and define the jobs and the number of manpower for each job for the contract’s duration.
Calculate the total number of required manpower and the number of Saudi workforce
required per job .
Calculate the required numbers of Saudi manpower for each job for every year for the contract’s duration.
Monthly Report of manpower and Man-Hour.
MASTER GAS OVER PRESSURE MITIGATION FACILITIES . Dec 2019 - Present
Human Resources Representative - Saudization and Iktiva
Maintain Records.
Provide Benefits Consultations.
Participate in Recruitment and Hiring.
Me and my team shall recruit, hire and train Saudi Arab Personnel so that the actual level of Saudization performing the work shall not be less than the specified minimum.
Analyze the nature of the services provided by the company and define the jobs and the number of manpower for each job for the contract’s duration.
Calculate the total number of required manpower and the number of Saudi workforce
required per job.
Calculate the required numbers of Saudi manpower for each job for every year for the contract’s duration.
Monthly Report of manpower and Man-Hour
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