Performance Management Specialist

-Job Summary:

The job holder shall be responsible for carrying out the activities related to the section ensuring the quality and timeliness of the work produced/services delivered while contributing to the process improvements of the section and prepare reports for the sections as required. The job holder shall develop and implement departmental programs and frameworks in alignment with HR strategy and business objectives as well as support the activities of HR functions for the effective and efficient running of the section.

-Key Roles and Responsibilities:

1. Assist in the development of the section's overall strategy, business plan and budget.

2. Assist in the development of the section's policies and procedures and provide interpretation to staff.

3. Supervise and coordinate activities of staff. Prepare work schedules (if applicable).

4. Interpret and assign job specifications and key responsibilities to direct subordinates.

5. Monitor the compliance with policies and procedures for the section. Also ensure the quality of work and provision of HR services on time.

6. Participate in the HR Audits whenever required. Prepare and document audit reports and findings for the section.

7. Identify and recommend changes in procedures to improve efficiency of the HR services provided by the section.

8. Assist and implement subordinate's performance plans to ensure achievement of work goals. Consolidate and report the subordinates performance.

9. Assist in the preparation of performance reports for the section.

10. Train and develop the subordinates to improve their skills.

11. Identify challenges impacting the unit's talent base and propose the succession planning. Assist in the development of job descriptions.

12. Report or flag issues to the manager in order to timely address the work problems.

13. Maintain knowledge and understanding of HR Law and other employment regulations.

14. Work with different HR teams to take part in various HR projects and continuous improvement initiatives

15. Assist in the rollout and implementation of HR programs

16. Perform other duties as required to meet the ongoing organizational needs.

-Specific Working Conditions:

Office based job, might need to attend meetings outside the ministry.

-Essential Education:

Bachelor's degree in business administration, Legal or related is preferred.

- Required Certification/ Licensure:

CIPD, HRCI, SHRM (Preferred).

-Essential Experience:

Based on the education and experience, the grade would vary in line with the HR law.

-Language Skills:

Advanced level in English and Arabic

-Computer Skills:

Intermediate level skills in Microsoft Office applications.

-Specific/Technical/Functional Competencies:

Understanding of related laws & regulations

Reporting management

Customer service

Proficiency in related software/applications utilization

Planning & organizing

HR Functions & practices

Communication skills

Data & records management

-Available Addendums:

Performance:

Assist in the development of strategic and operational plans for performance appraisal, training and career development.

Assist in drafting realistic and measurable performance and (KPIs) for each function within the organization.

Develop the performance appraisal forms for the different levels of jobs that are in line with the strategic objectives of management.

Administer the performance management cycle by reviewing the appraisal forms continuously during the year and ensure the completed appraisals meet the set quality standards.

Ensure the timely kickoff of each activities of the performance cycle.

Review the performance appraisal forms received and identify the outstanding performance of the employees and propose the development and improvement for those with performance gaps.

Assess, and monitor the performance cycle and review the completed appraisals to ensure that the performance evaluation in accordance with the performance management procedure and guidelines.

Coordinate with the training and professional development team to implement the training and development plan and programs.

Coordinate with the Recruitment to develop and retain talent retention plans.

Assist in the implementation of succession plans.

Measure the performance and effectiveness of employees by various means in coordination with the managers of different departments so that the evaluation is realistic and fair.

Prepare the reports reflecting the status of appraisals at each stage of performance cycle.

Assist with grievance resolution related to the employee performance

-Compensation & Benefits:

Develop and implement compensation strategies and structures to attract, motivate, and retain employees.

Conduct market research and analysis on compensation trends and practices to ensure competitiveness.

Administer salary surveys and analyze the results to determine competitive compensation rates.

Assist in the design and administration of incentive and bonus programs.

Manage the organization's benefits programs, including health, dental, vision, life insurance, retirement plans, and other ancillary benefits.

Educate employees on benefit options, enrollment procedures, and plan changes.

Ensure compensation and benefits practices comply with current legislation and regulatory requirements.

Prepare and file required government reports related to compensation and benefits.

Maintain accurate and up-to-date records of employee compensation and benefits data.

Conduct internal audits of compensation and benefits programs to ensure accuracy and compliance.

Provide guidance and support to employees and managers regarding compensation and benefits issues.

Address employee inquiries and resolve issues related to compensation and benefits.

Conduct training sessions and workshops to educate employees about compensation and benefits programs.

Assist in developing new compensation and benefits programs to meet the changing needs of the workforce.

Evaluate and recommend improvements to existing compensation and benefits programs.

Support the implementation of new compensation and benefits systems and processes.

-Comments:

Work with different HR teams to take part in various HR projects and continuous improvement initiatives

Assist in the rollout and implementation of HR programs