human capital manager

AlWatania Information Systems

<div>Al-Watania Information Systems is excited to announce a vacancy for a Human Capital Officer under the Tamheer program. As a Human Capital Officer, you will play a vital role in supporting the HR department in various functions related to talent acquisition, employee engagement, performance management, and training initiatives. This role is designed for individuals eager to develop their skills and knowledge in human capital management while contributing to the overall success of our organization.<h3 class="jobSectionHeader">
Responsibilities</h3><ul>
<li>Assist in the development and implementation of HR policies and procedures.</li>
<li>Support the recruitment process, including job postings, screening candidates, and coordinating interviews.</li>
<li>Facilitate onboarding processes for new employees, ensuring a smooth transition into the company.</li>
<li>Participate in employee engagement initiatives and organize team-building activities.</li>
<li>Assist in administering performance management processes and tools.</li>
<li>Support training and development initiatives by identifying training needs and coordinating sessions.</li>
<li>Maintain accurate HR records and databases, ensuring compliance with company policies.</li>
</ul>
Requirements<ul>
<li>
Bachelor's degree in Human Resources, Business Administration, or a related field.</li>
<li>For Saudi nationals only.</li>
<li>Enrollment in the Tamheer program is required.</li>
<li>Passionate about HR and human capital development.</li>
<li>Excellent organizational and analytical skills.</li>
<li>Ability to work collaboratively in a team environment.</li>
<li>Proficiency in Microsoft Office applications.</li>
<li>Familiarity with HR principles and practices is a plus.</li>
</ul>
This position is part of the Tamheer program. Applicants must be enrolled in Tamheer and meet the program's requirements.</div>

Human Capital Officer - Tamheer Opportunity

Aspen Pharma Group

<div>
 
 ROLE PURPOSE:
 
 
 
 Responsible for supporting the Human Capital Manager MENAT (Middle East, North Africa and Turkey) with HR administration, recruitment and on-boarding of all new employees, training and development of employees.
 
 
 The main administrative duties include managing government portals, maintaining personnel records, managing HR and employee documents, and updating internal databases.
 
 
 
 RESPONSIBILITIES:
 
 
 
 
 Administration:
 
 
 
 <ul>
 <li>
 Maintain and update employee records, ensuring confidentiality and compliance with data protection regulations.
 </li>
 <li>
 Update internal databases and trackers on the HR system.
 </li>
 <li>
 Prepare HR documents, employment contracts, salary and bonus letters, reference letters etc.
 </li>
 <li>
 Assist in benefits enrolment, changes, and inquiries.
 </li>
 <li>
 Keep company policies and SOPs up to date.
 </li>
 <li>
 Assist payroll process by providing relevant employee information.
 </li>
 <li>
 Coordinate and maintain the employee insurance program.
 </li>
 <li>
 Prepare purchase orders and arrange invoice payments for the Human Capital EME department.
 </li>
 <li>
 Provide general administrative support.
 </li>
 <li>
 Keep the distributor System up-to-date.
 </li>
 <li>
 Visa and Work Permit Management.
 </li>
 <li>
 Execution of employment contracts.
 </li>
 <li>
 Coordinating medical insurance agreements and tracking of payments.
 </li>
 <li>
 Managing all government portals in coordination with the payroll service provider.
 </li>
 <li>
 Issuance of Work Permits.
 </li>
 <li>
 Managing the Qiwa portal.
 </li>
 <li>
 Managing Mudad Portal.
 </li>
 <li>
 Iqama Transfers and managing renewals. Issuing Exit, re-entry and Final exit visas through Muqeem.
 
 
 </li>
 </ul>
 
 Recruitment:
 
 
 
 <ul>
 <li>
 Develop and update job descriptions and job specifications.
 </li>
 <li>
 Prepare recruitment materials and post jobs to the appropriate job board/newspapers/colleges etc.
 </li>
 <li>
 Source and recruit candidates by using databases, social media etc.
 </li>
 <li>
 Screen candidates' resumes and job applications.
 </li>
 <li>
 Onboard new employees in order to become fully integrated.
 </li>
 <li>
 Managing the off-boarding process for departing employees.
 
 
 </li>
 </ul>
 
 HR System:
 
 
 
 <ul>
 <li>
 Managing employee information on the HR system.
 </li>
 <li>
 Tracking leave, leave reporting, and organization changes.
 
 
 </li>
 </ul>
 
 Training:
 
 
 
 <ul>
 <li>
 Working with line managers to identify training needs.
 </li>
 <li>
 Select relevant trainingS for employee development.
 </li>
 <li>
 Coordinate logistical arrangements for training sessions and maintain a file of training certificates for employees to ensure accurate documentation of professional development activities.
 
 
 </li>
 </ul>
 
 Employee Engagement:
 
 
 
 <ul>
 <li>
 Participate in organizing the employee engagement/wellness/benefits program.
 </li>
 <li>
 Participate in organizing the employee reward &amp; recognition program.
 
 
 </li>
 </ul>
 
 EDUCATION QUALIFICATIONS AND EXPERIENCE:
 
 
 
 <ul>
 <li>
 Bachelor Degree
 </li>
 <li>
 3 years of work experience in KSA
 </li>
 <li>
 2 years of work experience in Human Resources Admin
 </li>
 <li>
 1 year of work experience in Human Resources Recruitment
 
 
 </li>
 </ul>
 
 TECHNICAL SKILLS:
 
 
 
 <ul>
 <li>
 Recruitment - Sourcing, Interviewing - Advanced
 </li>
 <li>
 MS Office - Advanced
 
 
 </li>
 </ul>
 
 What we look for in candidates:
 
 
 
 At Aspen, our culture is built on core values that drive our success and foster a supportive, innovative environment. We value Teamwork, where diverse perspectives and skills come together to enhance creativity and problem-solving. Innovation is at our core, as we continually seek better ways to achieve our goals and remain at the forefront of our industry. We demonstrate Commitment by exceeding expectations and building long-term relationships, while always striving for Excellence in everything we do. Our foundation of Integrity ensures that honesty, ethical behaviour, and accountability guide our decisions. By proceeding with this job application, we understand that you share these values, and we look forward to reviewing your application and engaging with you further.
 
 
 
 KEY ATTRIBUTES:
 
 
 
 <ul>
 <li>
 Market Knowledge
 </li>
 <li>
 Flexibility and tolerance for ambiguity
 </li>
 <li>
 Technical /Professional skills
 </li>
 <li>
 Consumer relevancy
 </li>
 <li>
 Capacity for and resistance to stress
 </li>
 <li>
 Industry knowledge
 </li>
 <li>
 Problem solving
 </li>
 <li>
 Active listening
 </li>
 <li>
 Curiosity/learning agility
 </li>
 <li>
 Information seeking
 </li>
 <li>
 Informal communication skills
 
 
 </li>
 </ul>
 
 ASPEN COMPETENCIES:
 
 
 
 
 BUSINESS
 
 
 
 <ul>
 <li>
 Foster Consumer &amp; Customer Commitment
 </li>
 <li>
 Makes Good Decision
 
 
 </li>
 </ul>
 
 PEOPLE
 
 
 
 <ul>
 <li>
 Communicate Effectively
 </li>
 <li>
 Dealing with ambiguity/Embrace change
 
 
 </li>
 </ul>
 
 SELF
 
 
 
 <ul>
 <li>
 Continuously Grow &amp; Develop
 </li>
 <li>
 Contribute Special Expertise
 
 
 </li>
 </ul>
 #BB
</div>

Human Capital Associate - KSA

Relentless Merch

Overview We are excited to announce that we are seeking a highly skilled and proactive Human Resources Generalist to join our dynamic HR team at Relentless Merchandise and Atonal Headwear. This new hire will play a vital role in our company as we expand our team and enhance our HR capabilities. The ideal candidate will possess comprehensive knowledge of human capital management, employment and labor law, and HRIS systems. This role offers an exciting opportunity to contribute to strategic workforce planning, talent acquisition, employee relations, and organizational development. The Human Resources Generalist will serve as a key partner in fostering a positive work environment, ensuring compliance, and supporting organizational goals through effective HR practices. We look forward to adding this important position to our roster!Duties<ul><li>Recruitment and Staffing:</li><li>Develop job descriptions and post job openings.</li><li>Screen resumes and conduct interviews to select candidates.</li><li>Coordinate onboarding processes for new hires.</li><li>Employee Relations:</li><li>Foster a positive work environment through effective communication.</li><li>Address employee concerns, grievances, and conflicts.</li><li>Conduct exit interviews to gather feedback from departing employees.</li><li>Training and Development:</li><li>Identify training needs and assist in developing training programs.</li><li>Organize workshops and training sessions on safety and skills enhancement.</li><li>Performance Management:</li><li>Implement performance appraisal systems.</li><li>Assist managers with employee evaluations and feedback processes.</li><li>Compliance and Policy Management:</li><li>Ensure compliance with employment laws and regulations.</li><li>Develop and update employee handbooks and company policies.</li><li>Maintain accurate and up-to-date employee records.</li><li>Compensation and Benefits:</li><li>Administer employee benefits programs and answer inquiries.</li><li>Assist in determining compensation structures and salary reviews.</li><li>Health and Safety:</li><li>Promote workplace safety and ensure compliance with health regulations.</li><li>Organize safety training and emergency preparedness drills.</li><li>Accounts Payable:</li><li>Process and manage vendor invoices and payments.</li><li>Ensure timely payments for goods and services received.</li><li>Payroll Management with Gusto:</li><li>Utilize Gusto for payroll processing, ensuring accurate and timely employee compensation.</li><li>Manage all integrations with Gusto, including time tracking systems and benefits administration, to streamline HR functions.</li><li>Generate payroll reports and maintain records for compliance and auditing purposes.</li><li>Data Management and Reporting:</li><li>Maintain HRIS (Human Resources Information System) for record-keeping.</li><li>Generate HR reports regarding staffing, turnover, and compliance metrics.</li><li>Organizational Development:</li><li>Assist in workforce planning.</li><li>Support initiatives aimed at improving employee engagement and retention.</li><li>Team Collaboration:</li><li>Work with management and team leaders to align HR strategies with business goals.</li><li>Participate in cross-functional projects to enhance operational efficiency.</li></ul><ul><li>Requirements</li><li>Proven experience in human resources management with strong knowledge of human capital management practices.</li><li>Familiarity with employment &amp; labor law regulations and workers' compensation procedures.</li><li>Experience with indeed hiring</li><li>Strong project management skills with the ability to handle multiple priorities effectively.</li><li>Excellent communication skills for employee relations and conflict resolution.</li><li>Knowledge of OSHA standards and safety regulations applicable to the workplace environment.</li><li>Administrative experience in benefits administration, payroll systems (GUSTO), contracts review, and data entry tasks.</li><li>Relevant certifications or degrees in Human Resources or related fields are preferred. This role is integral to fostering a compliant, efficient, and engaging workplace environment that aligns with our organizational objectives. We seek a dedicated professional committed to excellence in human resources practices who can thrive in a fast-paced setting while supporting our company&rsquo;s growth initiatives.</li></ul>Job Type: Full-timePay: $60,361.03 - $74,284.25 per yearBenefits:<ul><li>401(k) matching</li><li>Dental insurance</li><li>Flexible schedule</li><li>Health insurance</li><li>Paid time off</li><li>Vision insurance</li></ul>Work Location: In person

Human Resources Generalist

Dammam Airports | مطارات الدمام

<div>
 
 Job Description
 
 
 
 
 
 1- Job Purpose
 
 
 
 
 
 The Head of Human Capital Excellence at DACO will lead the development and management of the organization's human capital strategies, focusing on operating model, organizational development, job evaluation &amp; leveling, strategic workforce planning, rewards, and performance management. This role ensures alignment with DACO&rsquo;s strategic objectives, drives continuous improvement in HC processes, and fosters a high-performing and engaged workforce.
 
 
 
 
 
 2- Position Accountability Description
 
 
 Strategic Leadership:
 
 <ol>
 <li>
 Develop HC strategies and initiatives that align with DACO's vision, mission, and strategic goals.
 </li>
 <li>
 Ensure the HC strategy is well communicated and understood by relevant DACO personnel.
 </li>
 <li>
 Lead the development of HC-related projects/initiatives based on best practices and collaborate with top management on the selection and implementation of these projects.
 </li>
 <li>
 Prepares and presents comprehensive reports on human capital metrics, initiatives, and performance to the EMT.
 </li>
 <li>
 Develops Human Capital quarterly performance review (QPR) reports that highlight key achievements, challenges, and future plans for the human capital function, ensuring transparency and accountability to stakeholders."
 </li>
 </ol>
 
 Operational Excellence:
 
 <ol>
 <li>
 Lead the development and updating of organizational structures, ensuring proper span of control, functional streamlining, and technical relevance among sub-functions.
 </li>
 <li>
 Direct the creation and maintenance of functional descriptions, job titling frameworks, and competency frameworks, ensuring proper mapping to the organizational jobs.
 </li>
 <li>
 Ensure the development and implementation of a robust performance management system, including KPI libraries, competency frameworks, and performance appraisal processes.
 </li>
 <li>
 Manage the development and periodic assessment of compensation and benefits structures to ensure market competitiveness and alignment with DACO&rsquo;s strategic aspirations.
 </li>
 <li>
 Oversee the development and implementation of short-term and long-term incentive plans.
 </li>
 <li>
 Lead the job analysis and evaluation process to ensure proper and structured mapping of positions to the grading structure.
 </li>
 <li>
 Direct the collection and analysis of manpower requirements, workforce forecasting, and development of ramp-up plans to address workforce shortages and excesses.
 </li>
 <li>
 Design and implement optimized work schedule patterns that maximize operational efficiency while minimizing labor costs and ensuring compliance with labor regulations.
 </li>
 <li>
 Develop, implement, and maintain comprehensive HC policies and procedures that align with company values, legal requirements, and industry best practices. Create policies covering areas such as recruitment, onboarding, performance management, compensation and benefits, employee relations, and offboarding, ensuring a fair, consistent, and compliant workplace.
 </li>
 <li>
 Lead succession planning initiatives, including identifying high-potential successors for key roles then transfer selected employees to talent development department to tailor development plans, and facilitating the selection and onboarding of future leaders.
 </li>
 <li>
 Oversee salary and status adjustments for identified successors to ensure competitive compensation and alignment with career progression.
 </li>
 </ol>
 
 
 
 
 Stakeholder Management:
 
 
 
 
 <ol>
 <li>
 Build and maintain strong relationships with internal and external stakeholders to ensure effective communication and implementation of HC initiatives.
 </li>
 <li>
 Communicate newly developed or updated HC policies and act as a focal point for query clarifications.
 </li>
 <li>
 Collaborate with various departments to ensure alignment and support for HC initiatives, and address inquiries and resolve discrepancies related to HC services.
 </li>
 <li>
 Serves as secretary for the Talent Management &amp; Organization Committee, ensuring effective meeting coordination, preparation of agendas and materials, accurate minute-taking, and follow-up on action items.
 </li>
 </ol>
 
 Team Leadership and Development:
 
 <ol>
 <li>
 Provide leadership and mentorship to the HC team, fostering a culture of excellence, accountability, and continuous improvement.
 </li>
 <li>
 Develop and oversee training programs to enhance the skills and knowledge of the HC team.
 </li>
 <li>
 Set clear performance expectations, provide regular feedback, and conduct performance evaluations to ensure team members meet their objectives.
 </li>
 </ol>
 
 
 
 
 Financial Management:
 
 
 
 
 <ol>
 <li>
 Develop and manage the HC budget, including costs associated with recruitment, training, compensation, and benefits.
 </li>
 <li>
 Monitor HC Excellence department expenditures to ensure they align with budgetary constraints.
 </li>
 <li>
 Prepare and present budget reports to senior management, providing insights and recommendations for HC financial planning.
 </li>
 </ol>
 
 Risk and Compliance Management:
 
 <ol>
 <li>
 Ensure compliance with all regulatory requirements and industry standards related to HC practices.
 </li>
 <li>
 Conduct regular audits and quality reviews to assess compliance with DACO&rsquo;s HC policies and regulatory authorities&rsquo; standards.
 </li>
 <li>
 Develop and implement strategies to mitigate risks associated with HC initiatives.
 </li>
 </ol>
 
 Innovation and Continuous Improvement:
 
 <ol>
 <li>
 Drive innovation in HC practices through the adoption of new technologies and best practices.
 </li>
 <li>
 Continuously assess and improve HC processes to enhance efficiency and effectiveness.
 </li>
 <li>
 Encourage a culture of continuous improvement, actively seeking feedback and implementing ideas for enhancement.
 </li>
 </ol>
 
 
 
 
 3- Minimum job requirements:
 
 
 1- Bachelor's degree in human resources, business administration , or related filed.
 
 
 2- Minimum 12 years of total experience in human resources , with significant portion in a management or leadership role.
 
 
 3- preferred: certified human resources professional (CHRP), CIPD L7 .
 
 
 
</div>

Human Capital Excellence General Manager

Goldman Sachs

<div>
 
 Job Description
 
 
 
 
 HUMAN CAPITAL MANAGEMENT
 
 
 
 Our division recruits, develops and rewards the people of Goldman Sachs. Our teams advise, design and implement strategies, processes and technologies that help our people advance professionally, drive productivity and help the firm and our clients achieve superior results. We look for individuals with strong problem solving and analytical skills, innovative thinking and intellectual curiosity who want to make an impact on the success of the firm&rsquo;s most valuable asset, our people.
 
 
 
 Divisional Overview
 
 
 
 The Experienced Hire Recruiting Team (EHRT) identifies, attracts, and recruits experienced professionals against open roles across the firm. Recruiters are expected to manage the strategy and execution of hiring, working with stakeholders and candidates. Recruiters advice hiring managers from the time a role opens until the identified candidate joins the team. EHRT manages the firm&rsquo;s relationships with executive search agencies and sources candidates through direct recruiting, the firm&rsquo;s internal mobility and employee referral programs.
 
 
 
 Principal Responsibilities
 
 
 
 <ul>
 <li>
 Expected to support experienced hire recruiting for one or more divisions
 </li>
 <li>
 Understand the job specifications and the hiring function&rsquo;s deliverables in depth
 </li>
 <li>
 Work on varied sourcing avenues to build a strong pipeline of potential candidates
 </li>
 <li>
 Ensuring a healthy pipeline till closure, report sourcing risks upfront
 </li>
 <li>
 Managing candidate expectations and negotiating compensation packages for new hires.
 </li>
 <li>
 Developing external contacts to stay abreast of new hiring practices, market intelligence and trends in the industry.
 </li>
 <li>
 Providing recruiting activity management reports and metrics .
 </li>
 <li>
 Work on varied recruiting projects to improve recruiting process efficiency.
 </li>
 <li>
 Maintain market intelligence on the hiring landscape and utilize this information for hiring the best talent for the firm.
 
 
 </li>
 </ul>
 
 Experience And Required Skills
 
 
 
 <ul>
 <li>
 8-15 years of proven work experience as a Recruiter / Recruiting manager
 </li>
 <li>
 Prior work experience In Financial Services or any BFSI domain is preferred
 </li>
 <li>
 Experience working on any Application Tracking System (ATS) and managing HR database
 </li>
 <li>
 Ability to manage and partner with multiple clients and candidates at all levels, anticipating needs and pro-actively providing information
 </li>
 <li>
 Critical thinking skills- strong analytical skills to evaluate situations and hiring needs, and identify potential gaps/ risks, and areas for improvement
 </li>
 <li>
 Negotiation skills and ability to present ideas and build consensus
 </li>
 <li>
 Ability to handle multiple, time-sensitive projects while focusing on the quality of work delivered to clients.
 </li>
 <li>
 Strong communication skills both verbal and written Responsive and quick problem solving skills.
 </li>
 <li>
 Bachelors or Master&rsquo;s degree in Human Resource Management
 
 
 </li>
 </ul>
 
 About Goldman Sachs
 
 
 
 At Goldman Sachs, we commit our people, capital and ideas to help our clients, shareholders and the communities we serve to grow. Founded in 1869, we are a leading global investment banking, securities and investment management firm. Headquartered in New York, we maintain offices around the world.
 
 
 We believe who you are makes you better at what you do. We're committed to fostering and advancing diversity and inclusion in our own workplace and beyond by ensuring every individual within our firm has a number of opportunities to grow professionally and personally, from our training and development opportunities and firmwide networks to benefits, wellness and personal finance offerings and mindfulness programs. Learn more about our culture, benefits, and people at GS.com/careers.
 
 
 We&rsquo;re committed to finding reasonable accommodations for candidates with special needs or disabilities during our recruiting process. Learn more: https://www.goldmansachs.com/careers/footer/disability-statement.html
 
 
 &copy; The Goldman Sachs Group, Inc., 2023. All rights reserved.
 
 
 Goldman Sachs is an equal opportunity employer and does not discriminate on the basis of race, color, religion, sex, national origin, age, veterans status, disability, or any other characteristic protected by applicable law.
</div>

Human Capital Management-Hyderabad/Bengaluru-Associate/ Vice President - Recruiting

PwC Middle East

<div>
 
 About Us
 
 
 
 With offices in 152 countries and nearly 328,000 professionals, we are one of the world&rsquo;s leading professional services networks, helping organisations and individuals create lasting value through Assurance, Tax and Advisory services. For over 40 years, we have contributed to the Middle East&rsquo;s transformation journey, partnering with governments and businesses to deliver sustainable solutions. Today, more than 12,000 of us across Bahrain, Egypt, Iraq, Jordan, Kuwait, Lebanon, Libya, Oman, Palestine, Qatar, Saudi Arabia and the UAE are shaping the region&rsquo;s future.
 
 
 
 Line Of Service Overview
 
 
 
 Internal Firm Services (IFS) is the trusted foundation of PwC, delivering innovative managed services and operational capabilities that enable our clients&rsquo; evolving needs. A career in IFS offers diverse opportunities across Human Capital, Finance, Technology, Clients &amp; Markets, Marketing &amp; Communications, Risk &amp; Quality, Partner Development, Office Management, and Managed Services. We don&rsquo;t just support the business&mdash;we shape it, driving strategies and initiatives that power growth and transformation across PwC Middle East.
 
 
 
 Business Unit Overview
 
 
 
 Human Capital at PwC Middle East is transforming how we deliver people services through Centers of Excellence, drives innovative workforce practices, and leverages seamless, tech-enabled solutions. We unify and standardize HC service delivery while remaining responsive to each Line of Service, fostering a culture rooted in agility, collaboration, integrity, and innovation. Our focus is on creating a future-ready workforce by aligning talent strategies with business goals, enhancing employee experience, and building stronger HC capabilities&mdash;ensuring trust, equity, and operational excellence across the organization.
 
 
 
 How You&rsquo;ll Contribute
 
 
 
 As a Nationalization Senior Manager , you&rsquo;ll work as part of a team of problem solvers, helping to solve complex business issues from strategy to execution. Responsibilities include but are not limited to:
 
 
 <ul>
 <li>
 Regional Nationalization Strategy
 </li>
 </ul>
 <ul>
 <li>
 </li>
 <ul>
 <li>
 Lead the design and delivery of a robust nationalization strategy across all GCC countries (with focus on UAE and Saudi Arabia at the forefront) aligned with PwC&rsquo;s talent agenda and local regulatory requirements.
 </li>
 <li>
 Develop targeted recruitment and retention strategies to increase national hires while reducing attrition through engagement, development, and progression frameworks.
 </li>
 <li>
 Collaborate with leadership and workforce planning teams to set ambitious but achievable nationalization goals, ensuring alignment with business priorities and capacity needs.
 </li>
 <li>
 STEP Program Management (Sustainable Talent Exchange Program)
 
 
 </li>
 </ul>
 </ul>
 <ul>
 <li>
 </li>
 <ul>
 <li>
 Manage STEP in collaboration with nationalization sponsoring partners.
 </li>
 <li>
 Create MOUs and complete Job-Based Risk (JBR) and independence requirements.
 </li>
 <li>
 Draft and manage secondee contracts.
 </li>
 <li>
 Coordinate with external employers and stakeholders to ensure smooth execution of the program.
 </li>
 <li>
 GCC Regional Compliance &amp; Ad-hoc Requests
 
 
 </li>
 </ul>
 </ul>
 <ul>
 <li>
 </li>
 <ul>
 <li>
 Ensure compliance with Saudization and other country-specific mandates.
 </li>
 <li>
 Address ad-hoc nationalization requests from other GCC countries (e.g., Oman).
 </li>
 <li>
 Stakeholder Management
 
 
 </li>
 </ul>
 </ul>
 <ul>
 <li>
 </li>
 <ul>
 <li>
 Build strong, consultative relationships with internal stakeholders, including business unit leaders, Talent Acquisition teams, and Human Capital Business Leads.
 </li>
 <li>
 Serve as a trusted advisor to leadership by providing market insights, benchmarking data, and strategic recommendations specific to GCC national talent.
 </li>
 <li>
 Represent PwC in external forums, career fairs, and nationalization events, strengthening ties with government entities, academic institutions, and community organizations.
 </li>
 <li>
 Data-Driven Recruitment &amp; Reporting
 
 
 </li>
 </ul>
 </ul>
 <ul>
 <li>
 </li>
 <ul>
 <li>
 Leverage data analytics and recruitment technology to measure performance across nationalization initiatives.
 </li>
 <li>
 Provide actionable, data-led insights to senior leadership to continuously improve offerings.
 </li>
 <li>
 Maintain clear, accurate reporting on KPIs and ensure transparent communication with stakeholders.
 </li>
 <li>
 Compliance and Risk Management
 
 
 </li>
 </ul>
 </ul>
 <ul>
 <li>
 </li>
 <ul>
 <li>
 Ensure full compliance with GCC labor regulations and nationalization policies, including mandated quotas and reporting requirements.
 </li>
 <li>
 Deliver regular updates and reports to leadership and external regulatory bodies on performance, risk areas, and mitigation strategies.
 </li>
 <li>
 Employer Branding &amp; Outreach
 
 
 </li>
 </ul>
 </ul>
 <ul>
 <li>
 </li>
 <ul>
 <li>
 Enhance PwC&rsquo;s position as an employer of choice for national talent through targeted branding campaigns and university engagement.
 </li>
 <li>
 Team Leadership
 
 
 </li>
 </ul>
 </ul>
 <ul>
 <li>
 </li>
 <ul>
 <li>
 Lead, coach, and develop a high-performing nationalization team, fostering a collaborative, inclusive, and high-impact working culture.
 
 </li>
 </ul>
 </ul>
 
 What You&rsquo;ll Bring
 
 
 
 <ul>
 <li>
 Years of Experience: 10+ years in leading Nationalization strategies and programs, talent acquisition, talent management, talent development or workforce planning with Nationalization agenda at the forefront.
 </li>
 <li>
 Education: Bachelor's degree in human resources, Business Administration, or related field. Master&rsquo;s degree in similar field is preferred.
 </li>
 <li>
 Designations &amp; Certifications: Professional HR certifications (e.g., CIPD, SHRM) are an advantage.
 </li>
 <li>
 Technical Skills:
 </li>
 </ul>
 <ul>
 <li>
 </li>
 <ul>
 <li>
 Strong understanding of GCC labor laws and nationalization frameworks (e.g., Saudization, Omanization, Nafis).
 </li>
 <li>
 Expertise in drafting contracts, MOUs, and compliance documentation.
 </li>
 <li>
 Proficiency in HR systems and data analytics for reporting.
 </li>
 <li>
 Soft Skills:
 
 
 </li>
 </ul>
 </ul>
 <li>
 </li>
 <ul>
 <li>
 Strategic thinking and problem-solving.
 </li>
 <li>
 Strong stakeholder management and negotiation skills.
 </li>
 <li>
 Excellent communication and collaboration abilities.
 </li>
 <li>
 Language Skills: Fluency in English and Arabic.
 
 
 </li>
 </ul>
 
 How You&rsquo;ll Make a Difference
 
 
 
 At PwC Midde East, we expect all our people to embody the skills and behaviours of The PwC Professional framework, helping us deliver on our strategy while growing and developing as leaders at every level.
 
 
 
 Why You&rsquo;ll Love Working at PwC
 
 
 
 At PwC Middle East, you&rsquo;ll find more than just a job - you&rsquo;ll build a meaningful career, supported by rewards and benefits that help you thrive. We offer competitive pay, comprehensive benefits, and programs that promote well-being, balance, and personal growth. You&rsquo;ll have access to continuous learning, digital upskilling, and a collaborative environment that values innovation, mentorship, and diversity. Are you ready to make a difference? Want to unlock new value by applying your unique perspective and talents? You can grow exponentially here. Discover more about Life at PwC Middle East.
</div>

Nationalization Senior Manager (KSA Nationals Only)

DUBAI PROPERTIES GROUP LLC

Organisation Development:<ul><li>Lead the development and implementation of OD processes and frameworks to ensure that the organization is equipped to meet its business objectives including organization structuring, workforce planning, job analysis etc.</li><li>Develop and continuously review the organization structure and job descriptions in line with DH Corporate strategy and business requirements.</li><li>Facilitate the organizational restructuring of business unit/function when organization changes are initiated by the business unit/function; assess and communicate impact on organizational structures.</li><li>Design and deliver OD and change management strategies, processes and interventions that support DH Corporate ambition to be a high performing organization; to include initiatives which foster a high-performance culture, where valuing learning, continuous improvement and diversity are the norm.</li><li>Ensure that all organization charts are drawn and aligned to the functions scalar chain (grade and competency levels) and kept updated and aligned to the manpower plan at all times.</li><li>Work with business unit/function to conduct organization diagnostic studies (need analysis, interviews, workshops, surveys, study of benchmarks, etc.,) and recommend appropriate organization development solutions and initiatives.</li><li>Manage the development and updates of the job descriptions of all DH Corporate unique positions in coordination with the business units.</li><li>Work closely with the business unit heads and line managers in terms of changes to job design, collect specifications of job tasks and identify areas of job redesign.</li><li>Lead the job evaluation process to ensure that job evaluation results are continuously tracked and managed. Maintain internal parity of job grades and job responsibilities and ensure internal alignment within DH business units.</li><li>Ensure that DH Corporate competency framework is mapped across all job descriptions across all levels. Support and propose linkage to recruitment interview guides, performance management system, and development planning guide.</li></ul>Workforce Planning:<ul><li>Develop and monitor the implementation of the workforce planning framework for DH based on business needs and requirements.</li><li>Manage the annual manpower budgeting process ensuring proper analysis of workforce drivers, optimization of headcount and managing the overall payroll expense of the organization. Custodian of the approved manpower budgets and subsequent post budget manpower amendments.</li><li>Identify workload drivers and analysis for all business units based on business plans. Work closely with business heads to forecast the manpower budget for DH and Vertical bi- annually.</li></ul>HR Analytics:<ul><li>Lead the development of the people analytics roadmap and strategy to uplift and engage stakeholders across DH and Vertical on people measures.</li><li>Lead the execution of HR analytics projects and re-design of HRMS to ensure that data and analytics best practices are being followed and that people data is of sufficient quality to use for analytical projects.</li><li>Develop and maintain dashboards and reports that deliver real-time insights into workforce metrics, such as turnover, engagement, diversity, and performance.</li></ul>Innovation & Sustainability:<ul><li>Lead initiatives and projects to enhance HR systems and processes; improve efficiency through enhanced processes and use of technology.</li><li>Work closely with the functional heads on the annual budgeting exercise and contribute to the development of the human capital budget.</li><li>Work closely with all teams within the human capital department to ensure that all relevant organizational initiatives and updates, departmental information and relevant employee information are regularly updated and shared across the various HC teams.</li><li>Manage special projects as assigned in the area of OD including organization effectiveness, workforce planning and work closely with the external vendors/ consultants and liaise with the business to manage key requirements and provide relevant information and data.</li><li>Support all the internal human capital teams to help them achieve their overall objectives related to talent acquisition, talent development and talent retention.</li></ul>Strategic Responsibilities:<ul><li>Define and standardize the DH and Vertical processes and procedures, work instructions and establish KPI’s and ensure relevant procedures are reviewed and amended as required based on changes of legislation and company policies.</li><li>Provide strategic and operational advice to management on organization development and manpower planning in line with the associated policies and procedures.</li><li>Contribute research, analysis, and ideas to the development of DH Corporate HR strategy in order to ensure that organizational development initiatives are appropriately integrated and aligned with strategic and business goals.</li></ul>

Senior Manager - Organization Development

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