Yasser Ali AlDokhayil

• Lead all organization design related activities, including org. restructures, job analysis and evaluation, workload analysis, manpower planning and budgeting, etc.

• Design a new grading scheme and broad-banded salary scale ensuring adequate range spread and overlap, market competitiveness, and other salary scale design principles.

• Benchmark, develop, and implement a new reward framework and policy, including allowances, Short-term Incentives (STI), Long-term Incentives (LTI), and employee recognition program.

• Review and approve promotions, salary adjustments, and job offers ensuring internal equity and appropriate comp. ratio.

• Manage the implementation of SAP SuccessFactors modules, which are organization structure, compensation and benefits, performance management, talent development, and succession management.

• Lead the employee engagement survey design, results analysis, and action plan.

• Create and implement the succession management program, including job criticality evaluation, talent review, and development plans.

• Oversee the individual performance management program in alignment with the corporate performance scorecards and objectives.

• Lead the project of obtaining Best Place to Work certification and fulfilling the required winning criteria.

• Develop organizational structures for newly created/restructured functions ensuring a proper span of control, scope normalization, functional streamlining, technical relevance among sub-functions, etc.

• Manage the project of revamping the organizational paradigm and job taxonomy of the company at the aim of governing and re-classifying grades, seniority levels, job titles and specifications.

• Lead the job analysis and evaluation process, and create the JD drafting guidelines.

• Review and approve internal transfer of employees whether due to promotion, reporting line change, etc.

• Conduct benchmarks to enhance the company grading scheme and salaries.

• Manage the configuration of the OD-related modules in the new HRMS system (Oracle) of the company, which included data cleansing and classification.

• Design and implement the workload analysis framework.

• Supervise the exit interviews and report the relevant analytics, such as turnover ratio, improvement areas, etc.

- Handle the new organization design of SAR due to its acquisition of Saudi Railways Organization, including organizational structuring and workload analysis.
- Conduct job analysis and evaluation of roles at variant managerial levels.
- Lead the succession management and knowledge transfer program, including identifying critical roles, assessing potential successors, and creating individual development plans (IDPs).
- Design the career management framework of both managerial and expert paths.
- Enhance and execute the performance management program, including delivering awareness sessions, setting objectives, and modeling competencies.
- Initiate HiPo Program which is a talent development program consisted of developmental lanes, learning modules, intermodular assignments, coaching sessions, and innovation projects.
- Establish SAR Talent Assessment Center (STAC) which is aimed at assessing cognitive abilities, personalities, and technical competencies.
- Introduce new allowances, risk allowance and hardship allowance, after conducting the needed benchmark and specifying the eligibility criteria.
- Formulate and launch a three-dimensional survey assessing employee engagement, change readiness, and organizational culture.
- Manage the digitalization of Performance Management, Career Management, and Succession Planning processes on Oracle Fusion System.

OD and Performance Management

- Handle job analysis and evaluation using Hay Group methodology.
- Draft organization structures, and advise managers on the relevant areas of enhancement, such as one-to-one reporting relationships.
- Create the manpower planning measures for both business and support functions.
- Set and review individual and departmental objectives and KPIs.
- Map the competencies of each job and develop a competency framework and dictionary for Business Support Division.
- Build and analyze employee engagement and satisfaction survey, as well as provide recommendations.

Organizational Change Management (OCM)

- Develop and implement the change and communication plan using Prosci ADKAR Model.
- Prepare and run awareness sessions to change stakeholders.
- Create and analyze the change readiness assessment survey.
- Train and develop change agents/champions, as well as monitor stakeholder engagement.

Learning & Talent Development

- Manage the E-learning process and platform using Lynda.
- Build and implement the annual training plan after conducting a competency-based TNA.
- Handle the whole process of Almarai Future Leader Program, including talent assessment, performance management, coaching, and final evaluation.
- Prepare and implement induction plans for new joiners at variant managerial levels.
- Draft and review individual development plans (IDPs).
- Deliver Almarai Leadership Development and Succession Planning Program (Horizons).
- Conduct talent assessments through an assessment center and Korn Ferry psychometric tests.
- Participate in customizing the Learning Management System (LMS) of SuccessFactors.

OD and C&B

- Develop competency profiles.
- Enhance the local competency dictionary in alignment with Laureate Corporate Competency Dictionary.
- Create job descriptions and determine employee specifications.
- Review the organization charts.
- Develop the employee handbook as per the international and local HR standards and ethics.
- Compensation and benefits benchmark between Laureate and other competitors in KSA.
- Review the salary scale of certain positions.
- Assist the HR Development Director in setting the training plan.
- Discuss with Laureate Corporate Office new HR development practices, such as career path development and succession planning, to be applied in 2017.

Local and International Recruitment

- Source, screen, interview, select, and offer candidates at all managerial levels.
- Plan and manage Laureate’s participation in career fairs.
- Build relationships with international and local universities to post vacancies on their job board and get access to their graduate databases.
- Liaise with third party recruitment and staffing agencies.
- Generate and present recruitment status reports.
- Handle orientation sessions, as well as onboard new employees.

OD and Performance Management

- Draft job descriptions and determine employee specifications (job analysis).
- Evaluate jobs using Hay Group methodology (job evaluation).
- Design organization structures using MS Visio.
- Create competency models and success profiles of each employee based on his/her job description.
- Run awareness sessions about the performance appraisal system and its outcomes to line managers.
- Advise line managers on how to set SMART KPIs and objectives taking into consideration their departments' balanced scorecards (BSCs).
- Handle the performance management module of SuccessFactors system.
- Revise employees' performance appraisals (i.e. Quality Check).
- Handle psychometric assessments of employees using Thomas Assessment (DISC Theory).
- Conduct exit interviews.

Career Path Development and Succession Planning

- Identify the possible movements of each feeder job (vertical, horizontal, and diagonal movements).
- Determine the requirements of the target jobs.
- Evaluate job positions criticality.
- Assess successors' readiness.

Learning & Development

- Handle technical/English/common trainings held in-house or in-school (International & Local).
- Negotiate with providers the company training needs, course details and costs.
- Conduct a two-dimensional organizational TNA.
- Evaluate trainings (provider, facilitator, course outlines, venues, etc.).
- Manage HRDF training incentives.
- Handle coop and summer training program from A-Z.

- Draft contracts of assessment consultants.
- Develop the blueprint of “Qiyas Award for Scientific Excellence”.
- Acquire data from primary or secondary data sources and maintain databases.
- Interpret data, analyze results using statistical techniques, such as SPSS.
- Provide periodic R&D-related reports.