Senior Consulting Manager
Mercer
Total years of experience :11 years, 2 Months
1. Regularly participate in Business Development activities and efforts by drafting proposals and conducting meetings with the prospective clients to present Willis Towers Watson services and HR practices, and present the general perception of the project and its deliverables.
2. Manage junior staff including delegating, overseeing, and peer reviewing of tasks from data analysis pipelines assigned to junior analysts on larger client projects. Independently develop customized client reports, designing and developing compelling exhibits for clients to deliver insights with lasting impact, either by drawing upon existing templates or by building new visualizations.
3. Deliver HR solutions to clients (government, semi-government and private sector), including career management, HR policies, process and procedures, performance management, succession planning, leadership development, recruitment strategy, organizational development, employee value proposition and other strategic HR interventions.
4. Use multiple sources of information including broader stakeholder views to develop solutions and recommendations.
Delivered the below work-streams after leading the discussions with the concerned stakeholders and securing their buy-in:
1. Performance management system.
2. On-boarding program.
Participated as a member of the development center conducted for the airports managers to support them in transforming the domestic airports to international airports.
1. Coach and support employees on day to day concerns, career matters, and any arising conflict within the team; handle grievances in compliance with the policy and KSA labor law.
2. Perform field visits to keep an open communication channel with shop employees and management.
3. Support employees and managers during performance review and maintain the appraisal system.
4. Conduct assessment programs to identify potential employees for promotion and classify gaps between the desired competencies proficiency levels and their proficiency levels.
5. Develop personal development plans in line with the employee performance appraisal and assessment results in order to improve performance; advise the L&D section accordingly and ensure proper monitoring and follow up.
6. Implement and maintain the disciplinary action matrix in line with applicable policies and procedures & labor law, and handle disciplinary issues accordingly.
7. Conduct seasonal studies on different HR metrics such as attrition rate, probationary success, disciplinary actions, promotional rates and employee satisfaction survey; generate and analyze related reports and suggest action plans accordingly.
8. Coach managers on conflict resolution, handling employee issues, motivating subordinates and building teams in order to increase productivity and boost employee morale.
9. Conduct exit interviews and facilitate the exit process including coordination of final settlement, visa cancellation, etc...
1. Develop and update organization structure to ensure alignment with the global and local business strategy.
2. Analyze jobs to ensure defining value added for each job.
3. Facilitate workshops and focus groups with the direct managers and employees to set KPIs for all employees to gauge performance in terms of meeting the employees’ strategic and operational goals.
4. Develop required HR policies and procedures and ensure compliance to local labor law.
5. Conduct the talent review using 9 boxes grid model to identify the successors for the critical job roles.
6. Develop and regularly review the code of conduct that align with the local labor law and supervise the HR coordinator in the process of uploading it on the Oracle to provide employees with legal and ethical standards that will influence their performance and commitment to the organization’s system of internal control.
7. Set the authority matrix using RACI model to identify the authorities and avoid confusion and overlap between stakeholders and tasks.
A- Performance Management:
1. Advise managers and supervisors on all the processes of performance management, including planning, monitoring, and developing as well as the rating process.
2. Advice managers and supervisors on legal or regulatory requirements or entitlements related to performance management matters.
3. Develop personal development plans in line with the employee performance appraisal and assessment results in order to improve performance; advise the L&D section accordingly and ensure proper monitoring and follow up.
4. Develop and update the performance management system policy, process, procedures, and authority matrix.
5. Develop and update the appraiser guide as well as the appraisee guide and answer all related questions that related to the guide to make sure that the appraisers and appraisees better understand their roles, responsibilities and authorities in the performance appraisal process.
6. Provide employees’ performance appraisal score for the concerned HR department for the purpose of transformation, promotion process.
7. Prepare performance appraisal reports such as low/ high performers... etc.
B-Organizational Capabilities:
Leverage organization capability assessment and design to improve organizational functions. Facilitate and drive change and transition management. Coach and/or advice business leaders to help drive their growth and development using the capabilities and assets they have.