Key Responsibilities:
• Organizational Needs Assessment: Conduct comprehensive assessments of organizational structure, processes, and company culture to identify areas for improvement
• Change Management: Lead and facilitate organizational change initiatives to ensure a smooth transition when new policies or procedures are implemented
• Design and development of structures: Assist in the design and development of organizational and functional structures in line with the company’s strategy
• Developing leaders and employees: designing programs to develop leaders, develop employee capabilities, and build effective work teams
• Data Analysis: Collect and analyze data related to employee performance and evaluate the effectiveness of initiatives to provide recommendations for improvement
• Collaboration with departments: Work closely with HR, senior leadership and other departments to develop integrated strategies
• Improving work culture: Promoting a positive work environment that encourages continuous employee engagement and continuous improvement
• Performance Management: Assist in developing and implementing performance management processes to ensure employee goals are aligned with company goals
• Conflict Resolution: Diagnosis and intervention to resolve potential conflicts between individuals or groups within an organization
• Periodic review of the company’s current organizational structure, taking into account the company’s fixed and changing goals and the necessary implications for the structure to achieve those goals. (organization chart)
• Monitoring the implementation of the new structure after its approval by senior management and linking this to the matrix of powers given to the company’s financial and administrative decision makers.
• Assist in designing a matrix and models of competencies in accordance with the company’s values and the nature of the industry in which it operates, in addition to the requirements for filling the position of each employee in the company, including duties, responsibilities, tasks, knowledge, skills, and abilities (competency models).
• Constant and continuous identification of studies related to organizational development, measuring and comparing them with competing companies, and constantly linking this to the company in which he works.
• Providing organizational development initiatives that improve the performance of employees in facilities and increase productivity
• Develop and update the matrix of powers of management policies and procedures based on the changes that may occur to the company’s organizational structure and the new approved processes.
• Collecting the necessary data for job descriptions in coordination with department managers and updating them periodically in accordance with the company’s objectives and job filling requirements (job analyzes through which job description cards are created).
• Participate in updating human resources management policies, processes and procedures and update them when needed
• Permanent and continuous research into the best local and international practices for human resources management and submitting reports on them to the director of the department, including the necessary recommendations regarding those practices and the company’s relationship with them and whether or not they can be applied by the company.
• Support, implement and participate in the implementation of the department’s operating plan annually or periodically at the specified costs
• Support and implement the periodic or annual performance evaluation process, follow up with all employees of the company, and take the final evaluation result to be taken into account in the training, benefits, and compensation processes.
• The department director’s participation in preparing the goals and key performance indicators of the company’s employees and management. Key performance indicators (KPIs) in business and management: means “Key Performance Indicators,” which are measurable measures that organizations use to evaluate their progress towards achieving their goals.
Examples: evaluating employee performance, measuring the effectiveness of marketing campaigns, or monitoring customer satisfaction levels
• Participate in assignments related to analyzing the causes of the labor turnover rate and preparing reports on it, reducing that rate and working to retain workers.
• Conduct systematic processes to evaluate and distribute tasks and projects among employees to achieve a balance between productivity, quality, and employee satisfaction, workload analysis by reviewing the productivity indicators required for the company as a strategic goal.
• Contributing to the preparation of a succession plan and job promotions with the participation of directors of relevant departments
• Analyze and report data on talent management initiatives, develop necessary conclusions about them, and make recommendations
Verifying the company’s annual training plan to see if it reflects the company’s goals and following up on the results or ROI of the training process.
Requirements:
University degree in human resources or business administration
Experience from 1 - 3 years
Ability to speak, write, read and understand English
Professional certifications such as (SHRM-CP/SCP) are preferred for those who have experience in the field of organizational development or in a similar role within human resources.
Analytical and problem-solving skills
Language requirements:
English-fluent
Employment type:
Full Time
Salary Range:
Unspecified
Basic Requirements
Gender:
Both Gender
This Job Available For:
Saudi Only
Minimum Education Level:
2+Year Diploma
Minimum Experience Level:
Entry Level (Less than 1 to 3 Years Experience)
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