HR Manager for the Sindalah Island Project by NEOM, spearheading the human resources strategy at one of the world's most ambitious luxury tourism developments.This pivotal role involves managing all aspects of HR strategy pre-opening, shaping HR functions to align with both global and local compliance standards, thereby enhancing NEOM’s vision for innovation. Playing an advisory role and managing relationships with the Destination Management team (DMC), and working closely with executive leadership to drive HR initiatives that enhance organizational agility and cultural excellence.This role is pivotal in ensuring that HR catalyzes project success and growth, embodying NEOM’s pioneering spirit and integrating local knowledge and resources to set a global benchmark in luxury tourism.

The Head of HR Shared Services is a trusted advisor to the country management team and business stakeholders on all matters related to HR service delivery. Work in liaison with all businesses in the country to provide support and guidance, ensuring that new and existing companies can scale up activities. In addition, design, develop, and implement relevant HR strategies, practices, and technology solutions that consider the challenges encountered by the businesses while ensuring full compliance with applicable Group HR policies and guidelines and local labor laws.Key accountabilities include leadership, operational excellence, service partnering/customer intimacy, employee relations and HR policy, policies and procedures, government relations, analysis and reporting, talent acquisition, and HR technology and innovation. Lead HR Operations by acting as a trusted advisor to the country management team on all employee matters, build and develop a qualified, talented, and dedicated team of people able to deliver the vision of making HR Shared Service/Employee Services the main point of contact for all HR related matters. Must keep abreast of changes in the macro- and microenvironment that require strategic planning and intervention from the HRSS Operations Head. These include ongoing domestic and international growth, fast-paced changes in the technology space, the evolution of the HR operating model and service delivery framework, and growing concerns regarding data privacy. The ultimate goal is to ensure HR Operations play a critical role in any transformation program by driving the company's in-country application of the Employee/People Services service delivery model and strategic performance objectives.

The HR Business Partner's primary purposes are to play an acting role in replacing HR Director in business reviews with the leadership team for the company's Branch when applicable, partner with the Leadership Team to develop people capability and consult on people issues, partner with Operation team to ensure effective execution of HR processes and programs for company's Branch, and partner with the Leadership team to shape culture and drive engagement to support business agenda. Additionally, source and recruit talent to strengthen the talent pipeline and maintain smooth business operations.Key accountabilities include Recruitment, Talent Management, HR Operations, Business Partnership, Total Rewards, Engagement & Culture, Government Relations, and Projects and Others. Responsible for sourcing and recruiting talent to build a robust talent pipeline, managing talent to ensure the organization has the right people in the right roles, managing HR operations, and partnering with the business to ensure HR programs and initiatives are aligned with business goals, managing total rewards to ensure employees are compensated competitively, driving engagement and shaping culture to support business objectives, managing government relations, and overseeing projects and other HR-related initiatives.Overall, the HR Business Partner's goal r is to support the company in achieving its business objectives by driving people initiatives and building a solid talent pipeline while shaping culture and driving engagement to support the business agenda

As a freelance interviewer, I work on projects with clients to conduct interviews with high school and university students using online platforms. In addition, I have experience working with various internships, research analysis, and graduate programs, such as BCG, Siemens, McKinsey, KPMG, Oracle, and PwC. I have also worked with organizations like UNESCO, Arab News, and GE, as well as with programs that focus on innovation and leadership, such as DraperU Silicon Valley Innovation and Leadership Placement program.My work involves using a grading matrix and asking questions to evaluate the candidates' suitability for the program or position. I am location-free and can conduct interviews virtually, making it easy and convenient for clients to work with me.My goal as a freelance interviewer is to help clients find the best candidates for their programs and positions by conducting thorough and fair interviews that assess their skills, knowledge, and potential.

The HR Regional Manager oversees different business units in the central region, reporting to the Head of HR Operations and managing the team responsible for various HR operations, such as employee relations, recruitment, payroll, government relations, investigations, and implementing remedial actions, ensuring that HR operations align with the company's objectives and that the team delivers high-quality service to employees and business units. And work closely with the Head of HR Operations to develop and implement HR strategies and initiatives that support the company's goals.Moreover, manage employee relations issues, ensuring that investigations are conducted promptly and remedial actions are implemented effectively. Furthermore, oversee recruitment and payroll processes to ensure that the company has the right people in the right roles and that employees are compensated fairly.As HR Regional Manager, the aim is to ensure that HR operations are efficient, effective, and aligned with the company's overall strategy. In addition, to create a positive and productive work environment that supports employee engagement and contributes to the company's success.

The HR Business Partner Supervisor directly reports to the Head Office HRBP and HRD, responsible for various HR-related functions, including Compliance and Ethics (Speak Up), Training and Learning, Change Management, HR Projects, and other HR-related tasks.Play a role as the point of contact on Speak Up cases in KSA and UAE, investigating, assigning investigators, tracking cases, and implementing remedial actions. Activate the learning agenda in Saudi Arabia with the L&D team and run the training department's daily/ monthly operation. Includes communicating training details with employees, administering training nominations and registration, managing training logistics, and keeping training records updated.I partner with the MENA Change Management Lead to implement change management plans for CU functions initiatives and support driving the internal communication agenda. Additionally, handle HR projects' material per project timelines, ensure timely submission of project invoices to Finance, and carry out other tasks such as employee SAP creation, creating HR POs/PRs, and vendor registration.Overall, the goal of an HR Business Partner Supervisor is to ensure compliance and ethics are maintained, drive learning and development, manage change effectively, and support HR projects and other HR-related tasks in a timely and efficient manner. In addition, strive to deliver high-quality HR services that support the company's overall goals and objectives.

The Talent Acquisition Specialist reports directly to the Talent Acquisition Lead and dotted to the SC HRBP. The primary focus is to provide staffing support to a specific internal functional client team to fill open roles with qualified talent while achieving target metrics such as Time to Accept, Time-to-Hire, and system accuracy.Achieve this by executing the entire life cycle recruitment process for each requisition, including facilitation of the Hiring Manager Intake Meeting, effective communication with candidates and hiring teams, screening, assessing, and evaluating candidates who have applied, and working closely with TA coordinators to ensure seamless candidate courtship. Additionally, manage the feedback process to determine actions and work with the Manager to develop a compelling offer for external hires.Develop and maintain relationships with multiple stakeholders, including functional hiring managers, HR partners, and TA coordinators, to foster partnerships that yield consistent, ongoing communication, high-quality results, and efficient processes to build TA function credibility. Also, educate clients on staffing policies and procedures for internal mobility and external selection.Furthermore, effectively portray PepsiCo as a strong Employer of Choice by educating and delivering PepsiCo’s Employment Value Proposition (EVP) and information regarding PepsiCo’s portfolio, functions, culture, leadership model, employment brand, available career options, and talent management/professional development approach.As a Talent Acquisition Specialist, The aim is to identify and recruit top talent while building solid relationships with key stakeholders and promoting PepsiCo as an Employer of Choice.

The Talent Acquisition Coordinator coordinates all internal and external candidate interviews (video, phone, and in-person) with a prescribed list of interviewers, including candidate travel interview schedule creation and all candidate/interviewer communications. I also manage the pre-employment process for pending hires, including background checks, drug screening, online completion of paperwork, and communication emails to the Manager.In addition, partner with HR Coordinators and hiring managers to ensure new hires are appropriately integrated with internal payroll systems before their start date. Manage the candidate documentation process to ensure systems and legal compliance, lead New Hire Orientation (NHO) logistics to ensure a Positive Day one experience for new hires.To deliver the highest quality candidate experiences and ensure that the company is viewed as the candidates' choice, provide timely communication and counsel to recruiters, hiring teams, and candidates throughout the recruitment process. In addition, be an advanced user of relevant candidate management systems such as KENEXA and follow SOPs for system utilization.Moreover, participate in team meetings by sharing best practices, escalating issues, and recommending solutions. Also, participate in departmental project work that delivers operational efficiencies and process/system innovations to drive the Talent Acquisition function forward. Additionally, provide backup coverage to peers across the team.The goal of a Talent Acquisition Coordinator is to ensure a seamless and positive candidate experience while supporting the Talent Acquisition team in achieving their goals and objectives.