وظائف مكة المكرمة

Strategy 

In liaison with the senior HRBP translate the business strategy into annual action plans resulting in making improvements that are crucial to bring the company into a competitive edge.

Create and support a continuous improvement environment in HR.

Capability

Ensure new employees are properly inducted into the business and given support to become productive as quickly as possible. 

Implement succession plans and retention strategies for key talents. Develop and execute a lea
ing and development plan that equips individuals with necessary skills.

Coach managers and formulate and implement performance management plans to improve performance or assist with exit from the organisation.

Play a key role in communicating organisational messages and monitoring feedback per functional area.

Lea
ing & Development

Support implementing the HR strategy by identifying relevant lea
ing and development initiatives required per functional area and liaise with Group Lea
ing & Development to ensure appropriate initiatives are delivered. 

Ensure development and training needs of key and high potential staff are identified and delivered. 

Employee Relations

Manage ER issues within the business units.  Support line managers in creating a culture of employee engagement based on Al-Futtaim values.  Reinforce at all times a culture of performance-focus and diversity.

Act as an advisor to line managers in order to educate them and minimise risk.  Ensure compliance with local law and Group policy throughout the employee lifecycle. 

Communicate and implement changes to HR policies and procedures.  Ensure disciplinary procedure is properly applied before any employee is exited from the business.

Saudization

Work with the talent acquisition team to attract the best Saudi talent; work closely with HRDF or other relevant gove
ment departments to implement Saudization strategy.

Ability to scan the exte
al environment to understand best practice, identify opportunities and shape the Saudization strategy.

Work with line managers to develop strategies to appropriately place, retain and develop the Saudi employees.

Provide guidance to supervisors and line managers for the performance management of Saudi employees; ensure the smooth exit of continuous / chronic poor performers.

Manpower Planning

Play an active role in assessing MP requirements, prepare and review MP budgets and forecast. Ensure annual manpower budgeting exercise is conducted accurately and efficiently.

Recruitment

Asses and analyses the business need prior to advertisement stage by gathering information about the nature of the job; the contents, the purpose, the efficiencies within the conce
ed dept., the output required and how the role would fit into the overall objective of the organization. Support line managers in the design of the job profile, technical assessment and interview questionnaire.

Conduct competency-based panel interviews with line managers.

HR Policy

To ensure compliance to HR policy is maintained, to review and strengthen business inte
al controls and procedures, ensure compliance of DOA and provide leadership on process and gove
ance. Ensure compliance with laws, regulations and other requirements.  To ensure that and diversification goals are reinforced and achieved. 

Minimum Qualifications and Knowledge:

Human Resource, Psychology or Business Management Degree

CIPD qualification desirable

 

Minimum Experience:

Five years HR Generalist Experience.

Previous experience as HR Business Partner.

 

Job-Specific Skills:

Change Management, Organisational Development, Management Development, Performance/Compensation Management, Recruitment & Selection, Employee Relations, Mentoring/Coaching, Human Capital Metrics

Analytical skills, financial modeling skills, good communication skills and problem-solving skills.

 

Behavioural Competencies:

Achievement Orientated, strategic thinking skills, solution orientated and team working skills.