Human Capital Excellence General Manager

Dammam Airports | مطارات الدمام; Dammam; On-site; SAR 250,000 - 300,000; Full time

Job summary

A leading airport authority in Dammam is seeking a Head of Human Capital Excellence to drive organizational development and manage human capital strategies. The successful candidate will lead strategic initiatives, oversee compliance with industry standards, and foster a high-performing workforce. Candidates should hold a Bachelor's degree and have a minimum of 12 years of experience in HR with management experience. This position offers the opportunity to influence critical organizational objectives and drive innovation in HR practices.

Qualifications

• Minimum 12 years of total experience in human resources, with a significant portion in a management or leadership role.

Responsibilities

• Lead human capital strategy alignment with organizational objectives.
• Develop and update organizational structures.
• Oversee compensation and benefits structures.
• Ensure compliance with regulatory standards.
• Drive continuous improvement initiatives in HC practices.

Skills

Leadership

Strategic planning

Organizational development

Performance management

Stakeholder management

Financial management

Education

Bachelor's degree in human resources, business administration, or related field

Certified human resources professional (CHRP)

CIPD L7

Job description

Job Description

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 & leveling, strategic workforce planning, rewards, and performance management. This role ensures alignment with DACO’s strategic objectives, drives continuous improvement in HC processes, and fosters a high-performing and engaged workforce.

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 & leveling, strategic workforce planning, rewards, and performance management. This role ensures alignment with DACO’s strategic objectives, drives continuous improvement in HC processes, and fosters a high-performing and engaged workforce.

Position Accountability Description

Strategic Leadership

1. Develop HC strategies and initiatives that align with DACO's vision, mission, and strategic goals.
2. Ensure the HC strategy is well communicated and understood by relevant DACO personnel.
3. 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.
4. Prepares and presents comprehensive reports on human capital metrics, initiatives, and performance to the EMT.
5. 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.

Operational Excellence

1. Lead the development and updating of organizational structures, ensuring proper span of control, functional streamlining, and technical relevance among sub-functions.
2. Direct the creation and maintenance of functional descriptions, job titling frameworks, and competency frameworks, ensuring proper mapping to the organizational jobs.
3. Ensure the development and implementation of a robust performance management system, including KPI libraries, competency frameworks, and performance appraisal processes.
4. Manage the development and periodic assessment of compensation and benefits structures to ensure market competitiveness and alignment with DACO’s strategic aspirations.
5. Oversee the development and implementation of short-term and long-term incentive plans.
6. Lead the job analysis and evaluation process to ensure proper and structured mapping of positions to the grading structure.
7. Direct the collection and analysis of manpower requirements, workforce forecasting, and development of ramp-up plans to address workforce shortages and excesses.
8. Design and implement optimized work schedule patterns that maximize operational efficiency while minimizing labor costs and ensuring compliance with labor regulations.
9. 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.
10. 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.
11. Oversee salary and status adjustments for identified successors to ensure competitive compensation and alignment with career progression.

Stakeholder Management

1. Build and maintain strong relationships with internal and external stakeholders to ensure effective communication and implementation of HC initiatives.
2. Communicate newly developed or updated HC policies and act as a focal point for query clarifications.
3. Collaborate with various departments to ensure alignment and support for HC initiatives, and address inquiries and resolve discrepancies related to HC services.
4. Serves as secretary for the Talent Management & Organization Committee, ensuring effective meeting coordination, preparation of agendas and materials, accurate minute-taking, and follow-up on action items.

Team Leadership and Development

1. Provide leadership and mentorship to the HC team, fostering a culture of excellence, accountability, and continuous improvement.
2. Develop and oversee training programs to enhance the skills and knowledge of the HC team.
3. Set clear performance expectations, provide regular feedback, and conduct performance evaluations to ensure team members meet their objectives.

Financial Management

1. Develop and manage the HC budget, including costs associated with recruitment, training, compensation, and benefits.
2. Monitor HC Excellence department expenditures to ensure they align with budgetary constraints.
3. Prepare and present budget reports to senior management, providing insights and recommendations for HC financial planning.

Risk and Compliance Management

1. Ensure compliance with all regulatory requirements and industry standards related to HC practices.
2. Conduct regular audits and quality reviews to assess compliance with DACO’s HC policies and regulatory authorities’ standards.
3. Develop and implement strategies to mitigate risks associated with HC initiatives.

Innovation and Continuous Improvement

1. Drive innovation in HC practices through the adoption of new technologies and best practices.
2. Continuously assess and improve HC processes to enhance efficiency and effectiveness.
3. Encourage a culture of continuous improvement, actively seeking feedback and implementing ideas for enhancement.

Minimum job requirements

• Bachelor's degree in human resources, business administration, or related filed.
• Minimum 12 years of total experience in human resources, with significant portion in a management or leadership role.
• Preferred: certified human resources professional (CHRP), CIPD L7.