HR Center of Excellence Expert
Summary
| Title: | HR Center of Excellence Expert |
|---|---|
| ID: | 2990 |
| Department: | Human Resources |
| Location : | Riyadh |
| Nationality : | Saudi Arabia |
| Industry: | Government |
| Type of Contract : | Full-time |
Description
Responsibilities
- Directing goals and action plans and their implementation to participate in achieving the envisioned future.
- Identifying the required projects and initiatives that support achieving future aspirations.
- Taking the necessary actions to maintain the effectiveness and efficiency of human resources in a proactive and effective manner.
- Developing plans to mitigate risks according to the risk management framework.
- Monitoring the budget and ensuring its effective use.
- Providing support by proposing implementation strategies that lead to risk mitigation and increase the value
- Effectively and within budget reviewing human resources and providing an accurate report on progress made and difficulties faced.
- Managing, directing, and assisting the team in implementing operations according to the specified policies and procedures.
- Identifying and hiring HR talent.
- Setting performance goals, providing the necessary support, and evaluating job incumbents and providing regular performance feedback.
- Promoting a high-performance work environment that embraces the values.
- Providing expertise and contributing to the design and implementation of policies and procedures covering all areas of activity in a way that meets all relevant procedural or legislative requirements while delivering high impact and achieving results effectively and efficiently.
- Supervising the application of procedures and controls to ensure efficiency, transparency, and accountability in all areas of work within the general administration and providing expertise in identifying and implementing areas of improvement.
- Providing guidance in identifying opportunities for continuous improvement of systems, processes, and practices with consideration of leading practices and improving business processes, reducing costs, and improving productivity.
- Keeping up with leading HR practices and new trends and identifying recommendations for corrective actions, updates, and improvements when needed.
- Keeping up with the latest relevant forums and seminars, etc. to enrich the network and learn about the latest developments and opportunities.
- Actively acquiring knowledge and insights to develop the local market and business opportunities and the existing organizational landscape.
- Contributing to the preparation of progress reports directed to all relevant stakeholders to keep them informed of the progress made.
- Collecting feedback from stakeholders on issues faced and other requirements.
- Developing, disseminating, and managing analytical activities that support the function of planning short-term and long-term strategic goals.
- Assessing current state capabilities and gap analysis of the HR function to identify the necessary practices for development and improvement.
- Assessing the strategic and organizational requirements of human resources and developing the HR strategy in line with the overall strategy, while meeting the needs of employees and stakeholders.
- Developing annual HR plans (such as recruitment and training budget, time frame, etc.) in line with the developed HR strategy.
- Developing documents to help maintain an effective set of policies, procedures, and work instruction requirements to ensure consistent application of standards.
- Developing HR manuals and a code of conduct to ensure their compliance with national laws and regulations.
- Following up on the application of the HR management system in terms of recruiting and tracking candidate lists, training employees, storing employee data, dealing with the payroll and benefits schedule, and other matters as needed.
- Conducting a current state assessment and gap analysis of HR frameworks and programs to identify and analyze requirements and areas for improvement.
- Holding workshops to inform and train relevant teams on changes and updates to HR frameworks and ensure their smooth adoption and implementation.
- Designing tools that align with regional and international best practices to improve the effectiveness of performance evaluation.
- Developing updates on frameworks, strategies, tools, assessments, guidelines, and standards to achieve the best results.
- Evaluating the organizational structure and the challenges and issues of the operating model to focus on potential areas of improvement.
- Developing, updating, maintaining, and detailing the organizational and positional structure and cascading it to the lowest level.
- Developing/updating key managerial sequences, delegation of matrices, job overlap, communication mechanisms, and division of roles and responsibilities.
- Analyzing jobs and updating current job descriptions and developing the required responsibilities for new and updated jobs in coordination with the relevant jobs.
- Developing a detailed framework for technical and behavioral competencies and assigning competencies with the level of competence for organizational jobs.
- Maintaining the organizational structure, job structure, job descriptions, and updating them according to the HR management system.
- Identifying ways to contribute to achieving savings or cost avoidance and improving efficiency in existing technical solutions.
- Conducting a job evaluation to assess and determine the balance between jobs and positions in the approved organizational structure in order to develop and update the salary structure.
- Developing a multi-level job classification structure, setting minimum ranks for each job, and developing a basic salary scale according to the approved salary structure.
- Recommending the preparation of a reward structure, short- and long-term incentive plans, and a benefits system in line with the HR strategy and its aspirations.
- Assisting in the design and development of strategies, policies, procedures, and other related activities.
- Developing and implementing a detailed guide for workforce strategy planning that effectively aligns best practices in this field with the current talent situation.
- Holding workshops in line with the functions of the organization to identify and detail workforce needs according to the approved methodology and tools.
- Unifying, classifying, and prioritizing workforce needs by job category, as well as expected attrition and predicting workforce supply for each job.
- Determining the workforce size and capabilities for each job in the organization.
- Setting limits on the workforce budget based on the approved budget and developing it based on the plan of the organization, approving it, and communicating it to the relevant jobs.
- Conducting periodic assessments of the effectiveness of the workforce plan in the organization and developing reports and identifying potential improvement initiatives.
- Conducting and identifying the analytical process for reporting on progress, as well as identifying and addressing risks or any other linkage.
- Monitoring key performance indicators (KPIs) and conducting periodic HR compliance checks and highlighting areas for improvement.
- Developing a framework and tools for periodic reporting and sharing results to ensure compliance with HR strategy, policies, programs, frameworks, and plans to ensure their alignment with strategic goals.
- Analyzing HR data, interpreting results, understanding trends, and taking proactive steps with different jobs to maintain smooth operations and and plans to ensure alignment with strategic objectives.
- Analyzing HR data, interpreting results, understanding trends, and taking proactive steps with different jobs to maintain smooth operations.
- 9+ years of experience in the field of HR.
- Bachelor's degree in Human Resources or equivalent.
- Master's degree in Human Resources or equivalent is preferred.
- PhD in Human Resources or equivalent is preferred.
