Ibrahim Al Dubaiyan - CIPD L5

- Develop and implement human resources policies, support strategic objectives, assess risks, and coordinate actions to mitigate such risks, and oversee all human resources initiatives, systems, and tactics. - Initiate and supervise the implementation and advancement of human resource processes. - Partner with hiring managers to identify current and future business needs, and navigate through the human resources organization to support and deliver on the identified priorities. - Act to support the human factor in the company by devising strategies for performance evaluation, staffing, training, development, etc. - Implement human resources priorities in the department in line with function and human resources strategy, utilizing the existing human resources solution portfolio or ensuring to provide of new solutions where appropriate. - Develop corporate plans for a variety of human resources matters such as compensation, benefits, health, safety, etc. - Identify staffing needs and oversee the creation of job descriptions and the design and execution of customized training programs to meet the needs identified. - Work closely with talent partners to ensure a healthy and sustainable talent pipeline in the organization. - Lead and implement all talent operations with job function leaders such as identification and succession planning for critical jobs, diversity and inclusion, and owning talent outcomes. - Support the implementation of organizational recognition programs and suggest appropriate innovative measures. - Monitor adherence to internal policies and legal standards and deal with grievances and violations invoking disciplinary action when required. - Implement and follow up on performance management activities, including poor performance improvement, performance review discussion, individual development plan, termination, etc. - Monitor employee turnover data and take measures to support optimal levels of attrition across the site.

- Evolve the organizational structure and manpower planning requirements for each role and proposed activities/projects/programs. - Assess the company's training needs against organizational goals and industry trends, determine development needs, and help produce training programs for employees and management. - Determine employee performance requirements to assess the effectiveness of training programs. - Plan meetings, manage budgets, ensure compliance with employment regulations, and complete other assigned human resource projects. - Define key roles or positions in light of current and future business plans and lists of talented employees. - Create a talent pool for further improvement and development plans and develop a successor induction plan. - Track and measure the performance of employees in the talent pool and use feedback. - Develop and issue the annual manpower plan, long-term manpower plan, and organizational charts. - Oversee the rewards and recognition programs, develop criteria for evaluating the effectiveness of training activities, and monitor and report results to management. - Manage the performance management system, including developing and monitoring performance evaluations, performance development, and performance improvement plans. - Review career advancement for talented employees, and ensure the acquisition of capabilities for the nominated employees in proportion to the minimum competency required for the next job. - Guide management on employee-related problems which could result in oral or written discipline and assist with the written disciplinary documentation to ensure consistency in the policy application. - Conduct induction and orientation programs for new joints, monitor and evaluate trainee's progress and development. - Provide coaching and support for involuntary terminations, and conduct exit interviews with separated employees by investigating and analyzing reasons for dismissal.

- Run the daily operations of the training department, communicate with the internal and external vendors, coordinate with accredited training centers (local and international) to conduct the required training programs, and register employees for training. - Run the internal billing system and approve invoices issued by the training vendors. - Evaluate employees' performance to gauge where skills are lacking, and create training programs to address those skill gaps. - Conduct annual training needs analysis by reviewing and analyzing performance appraisal data, corporate training requirements, and talent review exercises. - Meet with department heads to understand training needs, skill-gap analysis, just-in-time training needs, and job rotation. - Conduct research, track and compile collected data, and conceptualize training materials based on data and research. - Develop training strategies, initiatives, and materials and research new teaching methods, and test and review created materials. - Prepare learning materials and programs, and conduct surveys to gauge the effectiveness of programs. - Maintain training records, generate and prepare reports on training activities and results, evaluate training feedback, and suggest improvements to new programs. - Participate in reforming training policies, procedures, and forms, and ensure compliance with all training activities with established human resources policies and best practices. - Coordinate with universities and technical colleges for cooperative training and summer student trainees. - Oversee the preparation and implementation of annual, half-yearly, quarterly, and monthly training calendars.

This degree teaches students to understand and analyze the structure, sound, meaning, use, and development of language.