Job Description

Who is our client and your future employer?

Ranked among the world\xe2\x80\x99s largest petrochemicals manufacturers, it is a public company based in Riyadh, Saudi Arabia. With operations in around 50 countries, The Company has a global workforce of over 31,000 talented individuals. The company operates through three strategic Business Units - Petrochemicals, Agri-Nutrients and Specialties. They support customers by identifying and developing opportunities in key end markets such as construction, medical devices, packaging, agri-nutrients, electrical and electronics, transportation, and clean energy. The company\xe2\x80\x99s manufacturing, sales, technology and innovation facilities are located throughout the globe and are managed by four regional offices: the Middle East and Africa, Asia, the Americas and Europe. The Company invests heavily in Technology and Innovation (T&I). The T&I facilities are spread across the globe with hundreds of dedicated scientists contributing to the ongoing development of new patents and certifications.

LHR Americas

The job opportunity you have long waited for. LHR Americas recruit people from around the world to work in Saudi Arabia.

Who are we looking for?

Collaborates with Leaders & Employees in the assigned client group to determine and deliver impactful HR solutions to address business challenges.
Focuses on tactical and delivery aspects of programs, policies & processes across all HR areas such as performance management, succession planning, career development, C&B, people relations and organization change interventions.

Qualifications

• Bachelor\xe2\x80\x99s degree in business administration, HR management, or related field
• 8+ Years of relevant experience in HR. At least 2-3 years experience as a HRBP
  Chemical, Manufacturing industry experience preferred
• The job holder requires a fundamental understanding of the business area(s) in which they operate, to be able to support and advise leaders and managers on specific HR topics affecting the function/SBU.
  The job holder must build and maintain strong relationships with Managers and Employees to ensure effective delivery of HR initiatives and policies to ensure a fair and equitable workplace.
• Employee Relations & Compliance,HR Policy and Procedures,Talent Acquisition,Workforce Planning,Organization Change Management,Data Analytics, Compensation Design & Implementation, Performance Management,
  Succession Planning,Coaching & Mentoring.

Duties and responsabilities

• HR Plans & Strategic Partnership
  
  • Develop and implement appropriate HR plans in line with the HR Strategy, for allocated function/client group.
  • Work with local leaders to ensure plans are in line with functional business strategy and needs, amending and reviewing as required
  • Contribute to HR Projects and initiatives as nominated, bringing local expertise, knowledge and feedback
  • Contribute to the functional plans and objectives by working with business leaders to identify, prioritize, and build capabilities, behaviors, structures, and processes
  • Review key performance targets and their related talent implications with business leaders. Develop and deliver plans for approrpriate action
• HR Policy, Compliance and Employee Relations
  
  • Provide assistance and guidance to managers and employees on a broad range of human resource policies, programs, and practices.
  • Interpret & communicate policies and policy changes as required
  • Take part in wider HR Projects and initatives
  • Monitor practices and procedural compliance and challenge where needed.
  • Lead Employee Relations groups such as Joint Consultation, Employee Focus Group, Improvement Teams to ensure effective and positive relationships between Leaders, managers and Employees.
  • Act as a liaison between the line and HR on relevant HR activities such as Disciplinary, Grievance, Employee Welfare, Global Mobility, Maternity/Paternity and other People related Policies. Guiding and supporting both Managers and Employees, in line with relevant policies
  • Review and benchmark the internal and external environment to improve HR policies and initiatives.
  • Coach senior leadership on the requirements to operate within the existing policies, agreements and procedures, with sensitivity to the local/regional specifics, such as collective labor agreements (CLAs) or legacy agreements.
  • Lead the negotitaion/collective bargaining processes, acting as the main point of contact between employee representative bodies, such as unions and works council (WC)and the organisation.
  • Collect, organize, interpret and summarize numerical data from various data sources pertaining to workforce, to provide operational information for business problems.
• Organization Development
  
  • Apply organizational change management models and principles to ensure stakeholder buy in, implementing and embedding change to improve efficiencies and output.
  • Provide support and guidance in re-structuring activities, such as Redundancy policies, legislation requirements, re-deployment, outsourcing.
• Talent Development
  Facilitates the Talent Review Process and coach managers to :
  
  • Follow the end to end performance management process including goal setting, continuous feedback, performance calibration sessions, performance discussion and development planning
  • Develop a healthy differentiation profile that recognises individual and Buisness performance and is in line with the organization Guidelines
  • Demonstrates a proactive approach to dealing with under performance by coaching Managers to identify individuals who are underperforming and provides guidance in the Performance Improvement Process in order to drive overall individual, team and business performance
  • Facilitate the annual salary planning process for the location, including training, communication, and guidance to managers
  • Facilitate Talent Communities against the required guidelines to:
  Hi Potential employees are identified and development plans are in place
  Succession Plans are in place for all critical roles with an action plan in place for gaps and risks
  IDPs are in place for critical successors
  Coaches organization leaders to
  
  • Utilize succession planning data for workforce planning, employee development, and performance management
  • Suggest opportunities to broaden the talent base taking into consideration diversity, strategic need and market conditions.
• Compensation and Benefits
  Responsible for the C&B application within the client group to ensure managers and Employees :
  
  • Follow the end to end C&B processes including payroll run, tax requirments, maternity/Paternity, salary planning processes, benefits packages, healthcare etc
  • Establish effective workflow processes to enable query management in a timely and effective way
  • Facilitate the operations aspects of the annual salary planning process for the client group, including training, communication, and guidance to managers
  • Analyzes workforce data and, provide necessary insights for decision making.
• Talent Acquisition and Workforce Planning
  Works with SWP to identify future trends and needs of the workforce, developing necessary action plans to ensure capability
  
  • Plan / facilitate internal and external recruitment needs based on business demand ensuring alignment with HR guidelines.
  • Support line managers in forecasting and planning their recruitment needs in line with the function or business strategy.
  • Applies knowledge of complex immigration and Globaly Mobility matters, advising on legislative and best practice in the location
  • Leads the different steps in the recruitment process, such as resume reviews, interviews conducted and offers released, to execute and meet the department targets and meet stakeholder requirements, such as Number of Shortlists, Offer Acceptance.
  • Performs effective interviews based on the STARS method and behavioral interview etc to ensure candidate\'s suitability
  • Coaches managers to utilize competency related data for talent acquisition, workforce planning, development planning, performance management and succession planning.

Which are the benefits you will enjoy if you are selected for this job opening?

This company has the goal to create a team of co-workers who can develop professionally and personally to the fullest. Thus, they are focused on offering them the best:

• You will have the chance to keep developing your professional career in an innovative environment working with the latest technology, the most advanced tools and the best practices.
• If you are selected, all expenses associated to the relocation process will be borne by the employer.
• Undefinite term contract
• Competitive base salary
• Benefit for permanency in the company
• General health and dental plan

THE STAGES OF THIS PROCESS ARE: 1. Resume Evaluation: A member of our recruitment team will evaluate that your resume matches the client\'s job description requirement. Use the job description requirements to highlight your relevant experience and skills. Be specific and describe the significance of your work, keyword alignment is important. Emphasize the impact of the work you\'ve contributed to HR areas and tasks. Use your professional profile/resume to focus on major accomplishments and qualifications that match the job. If your resume evaluation is suitable for this position, the recruitment team will invite you to a preliminary phone/video interview in 2-3 days. If your resume evaluation is not suitable, you will be receiving an e-mail notification in 2-3 days. 2. Interviews stage 2.1 LHR Americas preliminary phone/video interview: A member of the Talent Acquisition team from LHR Americas will first schedule a call with you to discuss the details of the position, your interests, and qualifications. Furthermore, your English level will be evaluated at this stage, ONLY native or advanced speakers will approve this evaluation. If this preliminary phone/video interview is successful, your resume will be submitted to our client. If your preliminary phone/video interview is not successful, our Talent Acquisition consultant will inform you. 2.2 Client phone/video interview: This interview will happen only if your resume is approved by our client, we cannot guarantee the time our client will take to approve your resume, but it should take less than a week. If your resume is approved a member of the Talent Acquisition Team from our client will schedule a call with you to evaluate your qualifications. The client interview contains technical questions that help assess your familiarity with problem-solving in your given field and may include a behavioral evaluation. Be prepared to explain how you approach problems and produce solutions. If your phone interview is successful, the hiring team will further evaluate your resume, and they will invite you to a video interview when hiring managers are available. If your resume is not approved, LHR Americas will inform you. 2.3 Video interviews with hiring managers: which may also contain technical questions that help us assess your familiarity with problem-solving in your given field. 3. Conditional Offer A successful interview may result in a conditional offer of employment. Conditions for employment include but are not limited to medical examinations, and permission to secure a visa to work and reside in-country.