Abdulelah AL Break

As Acting HR Director at Fourth Milling Company (MC4), I play a dual role as both a strategic HR leader and corporate governance facilitator. I oversee Human Resources operations, Organizational Development, and Shared Services, while also acting as Secretary to the Nomination & Remuneration Committee (NRC).

Key Responsibilities

• Strategic HR & OD Leadership
• Lead the design and implementation of HR strategies, policies, and frameworks aligned with corporate goals.
• Develop and cascade company-wide KPIs (2025–2026) from corporate to departmental and individual levels.
• Drive succession planning and Saudization initiatives, setting long-term targets (2026–2030) for executive, managerial, and operational roles.
• Spearhead talent management systems (SAP SuccessFactors – Goals, Performance, 360° evaluation).
• Compensation & Benefits Management
• Conduct salary benchmarking and compensation analytics, aligning internal structures with market data.
• Manage salary increments, bonuses, allowances , and ensure compliance with budget.
• Provide NRC and Board with structured compensation proposals and retention strategies for critical roles.
• Shared Services Oversight.
• Direct General Services functions: facilities, logistics, fleet, security, contracts, and corporate events.
• Ensure compliance with DoA, Finance, Procurement, Legal & GRC, and external regulatory bodies (GFSA, SFDA, Labor Office, Civil Defense).
• Governance & NRC Secretary Role.
• Prepare and present HR policies, salary studies, KPI reports, and governance frameworks to the NRC and Board.
• Coordinate with CEO, NRC members, and stakeholders on strategic HR and governance matters.
• Document and track NRC decisions, ensuring implementation across departments.

Impact & Value

• Align HR, OD, and Shared Services with the company’s strategic direction and privatization goals.
• Strengthen organizational performance through structured KPIs, robust compensation frameworks, and Saudization compliance.
• Serve as a trusted advisor to leadership, bridging HR with finance, governance, and business strategy.
• Enhance employee engagement, retention, and leadership development to secure long-term organizational success.

• Manage and oversee the full cycle of the employee recruitment and selection process, including job postings, screening resumes, conducting interviews, and making recommendations for hiring decisions.
• Develop and implement effective HR policies, procedures, and programs in compliance with applicable laws and regulations.
• Provide guidance and support to managers and employees on various HR matters, including performance management, employee relations, compensation, and benefits.
• Maintain employee records and ensure the accuracy and confidentiality of HR data.
• Administer and coordinate all aspects of employee benefits programs, including enrollment, changes, and terminations.
• Manage employee relations by effectively addressing and resolving employee concerns, grievances, and disciplinary issues.
• Ensure compliance with labor laws and regulations, staying up-to-date on legal requirements and best practices.
• Plan and deliver employee training and development programs to enhance employee skills and knowledge.
• Collaborate with management to identify staffing needs and develop effective talent acquisition strategies.
• Conduct workplace investigations as necessary and provide appropriate recommendations and solutions.
• Keep abreast of industry trends and developments in HR practices to proactively recommend improvements.
• Planned, organized and managed recruitment and consistently meeting budget targets and recruitment goals.

• HR Systems and Processes: Manage and improve HR systems, processes, and workflows to streamline HR operations and maximize efficiency. This includes managing HR software, databases, and employee self-service portals.
• HR Policies and Compliance: Develop, implement, and enforce HR policies and procedures to ensure compliance with employment laws and regulations. Keep abreast of legal changes and update policies accordingly.
• Employee Lifecycle Management: Oversee the entire employee lifecycle, including onboarding, employee data management, contract administration, leaves of absence, performance management, promotions, transfers, and terminations.
• HR Data and Reporting: Collect, analyze, and report HR data and metrics to provide insights and support data-driven decision making. Generate reports on employee demographics, turnover rates, training, and other relevant HR information.
• HR Projects and Initiatives: Manage and lead HR projects and initiatives, such as performance appraisal process redesign, employee recognition programs, employee engagement surveys, and HR process automation.
• Employee Relations: Serve as a point of contact for employee inquiries, concerns, and grievances. Collaborate with relevant stakeholders to address and resolve employee relations issues effectively and in accordance with company policies and legal requirements.
• Benefits and Compensation: Collaborate with the compensation and benefits team to administer employee benefits plans, conduct compensation analysis, and ensure accuracy in payroll processing.
• HR Training and Development: Facilitate training sessions for HR staff and managers on HR policies, procedures, and best practices. Ensure that all stakeholders are aware of and compliant with relevant HR laws, regulations, and company policies.
• HR Audits and Compliance: Conduct regular audits to ensure HR processes and practices comply with internal policies and legal requirements. Collaborate with internal or external auditors during audits and implement corrective actions when necessary.
• Vendor Management: Oversee relationships with HR service providers, such as payroll providers, background check vendors, and HR consultants. Monitor service quality, negotiate contracts, and evaluate vendor performance.

• Oversee HR Operations: Manage and coordinate all aspects of HR operations, including employee data management, HR systems administration, employee onboarding/offboarding, compensation and benefits administration, HR compliance, and HR reporting.
• Policy and Process Development: Develop, implement, and update HR policies and standard operating procedures (SOPs). Ensure policies are aligned with legal requirements, best practices, and organizational needs. Develop and maintain HR process workflows to streamline operations and enhance efficiency.
• Team Supervision: Lead and manage a team of HR professionals. Provide guidance, coaching, and mentorship to team members. Assign tasks, set performance expectations, and evaluate individual and team performance. Facilitate training and professional development opportunities for the team.
• HRIS Administration: Oversee the HR information system (HRIS) and ensure accurate and timely data entry, maintenance, and reporting. Collaborate with IT to troubleshoot system issues and implement enhancements. Regularly review and update HR data and information.
• Compliance and Auditing: Ensure compliance with relevant employment laws, regulations, and internal policies. Conduct periodic audits of HR processes, data, and documentation to identify and rectify discrepancies or non-compliance. Recommend and implement corrective actions.
• Employee Relations: Provide guidance and support on employee relations matters, including disciplinary actions, grievances, and dispute resolution. Investigate and resolve employee complaints. Develop and maintain positive employee relations through effective communication and conflict resolution.
• Performance Management: Assist in the implementation and monitoring of performance management processes, including performance appraisals, goal setting, and employee development plans. Provide guidance to managers on performance-related issues.
• Employee Engagement: Collaborate with HR Business Partners and other stakeholders to foster employee engagement initiatives. Develop and implement programs to enhance employee satisfaction, retention, and productivity.
• Vendor Management: Manage relationships with HR service providers, such as payroll vendors, background check agencies, and benefit plan providers. Monitor vendor performance, negotiate contracts, and ensure service level agreements are met.

strategic HR planning, policy and compliance management, employee relations, performance management, compensation and benefits administration, training and development, employee engagement, HR data and analytics, HR systems and technology management, and leadership and team management

Recruitment and selection, employee onboarding and offboarding, HR policy and compliance management, employee relations, benefits administration, performance management support, training and development coordination, HR data and reporting, employee engagement support, and HR administration.

• Reviewed and renewed company policies, ensuring strict legal compliance across all business activities.
• Performed exit interviews, gaining useful insights to improve employee retention rates.
• Coordinated high quality inductions and seamless onboarding procedures for new starters.