Supervision all HC related function.

1- Ensure that an organization’s human capital serves the best interests of the company. 2- By creating and developing a human resources model specific to the organizations.3- Ensure that the company is effectively using its personnel to achieve its stated goals, while also ensuring the workforce is operating at a high level of productivity and efficiency.4- Advise companies on a wide range of issues involving its workforce. 5- Make recommendations for reorganizing a department’s leadership structure.6- Contracted to address specific issues, and remain on retainer until the issues are resolved.7- Contracted to completely overhaul a company’s human capital. 8- leave the company with an efficient and productive HR department.9- Advising management on the administration of human resources policies and procedures.10- Serving as internal consultants by analyzing a company’s current HR programs and recommending solutions.11- Developing, revising, and implementing HR policies and procedures.12- Ensuring HR programs and services are in compliance with established policies and procedures and state laws and regulations.13- Preparing and maintaining reports related to specific HR projects.14- Assisting with the development and coordination of recommended changes regarding workflow.15- Developing methods for compiling and analyzing data for reports and special projects.16- Conducting audits of HR activities to ensure compliance.17- Presenting training sessions related to specific HR programs.

•Oversees the development of the Human capital strategies, business plans and resources in accordance with IMC’s overall strategy and direction.•Directs the development and implementation of IMC human capital, information technology and career planning and guidelines.•Provides general operational direction regarding various aspects of human capital related activities including recruitment, compensation, career development, performance measurement, and personnel affairs.•Monitors IMC overall organizations performance and development of key performance measures and indicators, and reports to the HCD with related matters and issues.•Assists the HCD in the recruitment of key executive staff, and assures the availability of all key HC staff and resources within the human resources and administration function.•Provides strategic advice to the HCD in matters that relate to HC, internal development, leadership development, IMC’s performance and Culture Management.•Directs the information technology function at IMC, applications, infrastructure.•Tracks achievement of short and long term corporate plans and business performance, and reports to CEO accordingly.•Oversees performance management, training, career development, succession planning and promotion processes across IMC corporate.•Participates in hiring key department leadership positions.•Conducts annual performance appraisal to review employees’ performance, carries out disciplinary meetings when needed, recommends salary adjustments, rewards and promotions based on employee performance results.• Monitors the adherence of Human capital projects function employees – each according to his/her business function – to the company’s guidelines, policies and procedures.• Ensures effective departmental performance through the selection, development, deployment and motivation of competent staff.

• Involved in setting up the Human Resource department.• Coordinated activities related to setting up facilities, procuring infrastructure and recruiting team members• Built/ maintained productive business relationship with key decision makers across various government departments pertaining to operational requirements• Resolved conflicting requests, priorities and activities to ensure smooth functioning of day to day operations in HR.• Prepare/ maintain budgets aimed at enhancing organizational bottom lines • Manage travel logistics related to staff and member travel• Define/ implement corporate policies and procedures for managing day to day human resource operations• Interact with various department heads pertaining to posting of positions, screening and interviewing candidates• Organize new hire orientation/ exit interview programs.• Involved in administering salary/ benefit programs and payroll in compliance to organizational policies/ procedures.• Define and prepare time line for all transactions.• Develop follow-up system.• Define Key factors for the employees in the company.• Extraction investment permits (Ten billion Saudi riyals).

• Implemented organizational strategy for developing multi-channel solutions.• Prepared/ maintained organization chart, defined job descriptions and authority levels• Spearheaded activities related to recruiting members across the organizational hierarchy based on business or operational requirements• Conducted internal promotions pertaining to new positions• Organized public relationship campaigns and participated in various community activities as part of corporate social responsibility• Liaised with banks related to payment, collections, LCs and loan facilities• Implemented and managed budgets aimed at maintaining product costs/ enhancing margins• Harmonization all letters forms.• Define and developed reports about transactions from Oracle system.• Rearrange the archiving room and system.• Developed attendance follow up sheet.

Created and developed the Company policies for three regions (Saudi Arabia, Jordan and Egypt) according to lobar office law in each country.Build the payroll system regarding lobar office law in Oracle system.Designed and developed variable compensation models that promote performance culture.Conducted compensation surveys to ensure market competitiveness.Implemented and coordinate performance evaluation system and link compensation to evaluation score.Communicated the merit increase, promotions, and bonus to the eligible staff.Managed the payroll for the whole employees in the company starting from attendance checking ending by delivering pay slips to employees.Control the GOSI expenses for the company in Payroll department by make arrangement with Recruitment department an.Wrote procedures for the policies.Developed and re-engineered the HR structure.•Developed payroll department.•Bullied the bank file.•Arrange the payroll time (bank file).•Arrange the pay slip time.•Add the vacations balance in pay slip.•Rearranged the closeing time of payroll with the finance.

Developed the HR Department.Worked with Department managers to define staffing plan. Identified senior recruiting requirements & Job description.Conducted the negotiation and final offer.Managed interviewing and assessment, exit interview, corrective actions.Tracked metrics and compile reports covering group practices and performance.Conducted compensation surveys .Designed and delivered employee surveys to monitor HR program effectiveness and employee morale.Emigration Services to obtain the visa on time and smoothly saving time and cost to the Department.Communicated the merit increase, promotions, and bonus to the eligible staff.Managed the administration staff and develop strategies to retain labors.Managed the payroll for the whole employees in the factory starting from attendance checking ending by delivering pay slips to employees.Managed the Administration staff and develop them daily activities. With my strong immigration and labor law experience, I Manage the administration with their daily operations such as obtain Visa on time, Hotel arrangement, tickets, and transportation.Minimized the cost of the labor by recruiting skilled labors and stop labor suppliers.Achevements:Reduced the expenses for the company in personnel department and administration by an average of 5%.Trained & Developed factory workers in the Safety & Hygienic division by saving an estimate of 30% from the training budget.Created supporting excel sheet for electronic data base that provided an organized and systemic approach towards more productive work in less time.Created supporting excel sheet for all employment transaction.