People Development Sr. Manager
Saudi Downtown
Total des années d'expérience :14 years, 8 Mois
• Direct the effective achievement of department objectives through effective leadership and by setting of individual objectives, managing performance, developing, and motivating team to maximize performance.
• Consults with management on performance, organizational and leadership matters. Conducts needs assessments to determine measures required to enhance employee job performance and overall company performance.
• Manage the employees’ performance management system and guide the effective and efficient utilization by all parties, to enable an accurate and fair evaluation of employee performance.
• Ensure active collaboration with divisions / departments and oversee the identification of training and development needs for employees.
• Design and deliver career development programs and trainings to address employees’ skill development needs.
• Direct the execution of customized training programs / initiatives in the areas of technical training, executive development, competency development, assessment and feedback, coaching, etc., to improve employee and organizational capability to achieve all present and long-term business objectives.
• Manage Succession Planning for All SDC Level based on critical positions
• Direct the administration of employee engagement surveys to measure employee satisfaction and identify initiatives to improve employee satisfaction and create a productive working environment.
Key Responsibilities:
• Lead the development of the HR management framework covering HR policies and procedures, employee handbook and job descriptions to achieve objectives of standardization.
• Provide guidance to management and employees in effective execution of the HR strategy ensuring compliance with organizational values.
• Review and approve organizational development (OD) and manpower plans aligned to the company’s strategic requirements.
• Develop and implement human capital acquisition and management processes to establish the reputation of Tamkeen as an employer of choice.
• Administer the talent management process including performance management, identification of high potential resources and succession planning to create career paths for competent personnel to meet current and future requirements.
• Manage the development and implementation of the organization’s compensation and benefits program to assure competitiveness to attract and retain talent.
• Contribute to the development and updating of HR processes, policies and procedures to reach the to-be-state as the organization attains maturity.
• Participate in the development of the strategic HR plan for Tamkeen and in translating it into effective execution on the ground to deliver HR goals aligned to the overall organizational objectives.
• Negotiate with vendors and service providers to source and acquire needed outside expertise, provide services meeting Tamkeen standards and guidelines and facilitate knowledge transfer to Tamkeen
Key Responsibilities:
• Report to the Chairman and direct all aspects of the Human Resources function of the organization with a headcount of 700 employees.
• Develop and implement HR polices covering all key areas like employment, compensation and benefits, labor relations, training, discipline and employee services.
• Lead the team of HR department and ensure efficient and effective execution of all HR activities adhering to approved policies and procedures.
• Structure, systematize and manage the Human Resources department to achieve the organizational objectives of efficiency, cost effectiveness and growth.
• Define the vision, mission and objectives of the company aligned to the overall vision and mission of Al Rajhi Group and formulate effective strategies and action plans to deliver targeted outcomes.
• Developed a corporate culture and customer service orientation that encouraged the team member to enhance quality of performance and volume of output.
• Manage all activities related to employee relations including prompt resolution of all labor and employment issues and conflicts to build a harmonious work environment.
• Update frameworks governing the company’s incentive systems and provide inputs for the compensations system to motivate staff and deliver performance improvements.
• Introduce bonus schemes and cascade them down to departmental level based on the company’s objectives.
• Manage the development, implementation, maintenance and coordination of computerized human resources information system (HRIS)
Key Responsibilities:
• Established and implemented competency models for various positions in the company and advised managers in competency assessment of employees.
• Supervised the implementation of the group’s compensation and benefits programs aligned to the organization’s mission, goals and compensation objectives while ensuring compliance with applicable statutory rules and regulations.
• Administered the Performance Management System adhering to approved processes and procedures covering HR, corporate control and CEO departments.
• Researched and identified the best practices related to human resources performance management to design and update the performance management system of the group.
• Advised departments on the implementation of competency based performance management systems to improve their performance.
• Updated framework for improving the group’s incentive systems provided inputs for compensation system to improve performance.
• Led initiatives for continual improvement in processes to develop performance appraisal systems.
Implementation of Competency Models
• Researched, developed and implemented competency models for various positions in the organization.
• Designed and developed standards for competency assessment for recruitment, development and promotion of employees.
• Implemented the competency framework system in the group and trained managers in conducting competency assessments, determining employee development needs and supported competency development.
• Guided the human resources consultants and representatives and the group community in the implementation of staff compensation policies, strategies, programs and practices.
Key Responsibilities:
• Developed and implemented recruitment strategies for hiring of 65 management-level employees to meet the company’s requirements.
• Led the Saudization team and implemented plans for increasing the percentage of Saudi nationals in the NADEC staff.
• Managed various recruitment channels for sourcing Saudi - referral, website, head hunters and universities and expatriate - agencies - employees.
• Collaborated with Mihnati.com - KSA’s #1 jobs website - to develop NADEC web presence to improve visibility and brand equity in the market.
• Developed and implemented the group’s Saudization strategy; set up a training center in NADEC to train fresh Saudi graduates and owned the Saudization orientation and induction program.
• Managed the complete recruitment cycle of the Saudization program in coordination with the Human Resources Development Fund (HDRF).
• Supported HR managers and supervisors with insights for resolving issues related to employee relations and participated in disciplinary actions.
Key Responsibilities:
• Participated in the development, implementation and integration of effective HR processes, programs and practices adhering to the best human capital management practices.
• Ensured communication of the organization’s HR policies and procedures to employees and provided training to ensure consistent compliance with the framework.
• Implemented and managed appropriate recruitment processes, developed talent acquisition strategies and strengthened sourcing channels to help the growth of Accenture’s growth in the region.
• Administered the payroll and validated monthly salary computations factoring in allowances, deductions, perquisites and leave salary credits and approved salary sheets before disbursement of monthly compensation.
• Ensured compliance with the company’s personnel policy and internal procedures and initiated disciplinary actions to address violations.
• Supported project HR staff in all aspects of employee relations, staffing and recruitment, learning and development, visa authorization and blocking, statutory documentation and relations with government entities like GOSI and Saudi Labor Office.
• Dealt with the company’s Saudization program including finalization of contract with HRDF, issue of employment contracts as per HRDF conditions and induction/management of new joiners.
• Collaborated with the GM and business heads in conducting annual reviews of the project policy.
PREVIOUS EXPERIENCE
• English Trainer - Supported the HR Team, Quality Training Center, KSA, January 2012 - July 2012
• Assistant to the Chairman, King Saud University, Riyadh KSA, October 2008 - August 2009
• Customer Service Trainer, Zain Telecommunication Company, KSA, September 2007 - October 2008
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