ABDULLAH AL SAHLY

• Establish and Handling 2 IPP PROJECT QASSIM 2 THIBAH 2 -Managing, planning, and directing Human Resources functions and activities which below:

HR Planning for Recruitment

• Job Requirements: Develop detailed job descriptions and role specifications for all required positions. This should be based on the technical and operational needs of the projects.
• Recruitment Strategy:
• Local vs. International Talent: Determine if the workforce will consist of local employees or if there’s a need for international talent.
• Sourcing Candidates: Utilize multiple platforms for recruitment like job boards, professional networks (LinkedIn), recruitment agencies, or through collaboration with local universities and technical institutions.
• Recruitment Timeline: Based on the project timeline, ensure that recruitment is planned well in advance to avoid delays.
• Legal Compliance: Ensure the recruitment process complies with local labor laws and international labor standards, if applicable.

3. Training and Development

• Initial Onboarding: Develop an onboarding program to familiarize new hires with the projects, safety protocols, company policies, and their specific job functions.
• Skills Gap Assessment: Identify any skill gaps in the existing workforce and design targeted training programs to upskill employees.
• For instance, if specific power plant technologies are being used at Qassim 2 and Thibah 2, employees must be trained in the latest equipment and safety procedures.
• Continuous Learning: Offer opportunities for ongoing education and development in both technical and soft skills (leadership, communication, etc.).
• Training Programs: Implement on-the-job training, e-learning platforms, and instructor-led training based on the project's needs.

4. Performance Management

• Establish Clear Goals: Set clear, measurable performance objectives for each role.
• Regular Reviews: Conduct periodic performance evaluations to ensure the workforce is meeting project goals and KPIs.
• Feedback Mechanism: Provide feedback to employees and allow them to share any concerns or suggestions they might have for improvement.

5. Employee Engagement and Retention

• Employee Engagement: Engage employees by organizing team-building activities, recognizing achievements, and maintaining open lines of communication.
• Retention Strategy: Develop strategies to retain key employees, especially those with critical skills. This could include offering competitive salaries, benefits, and career development opportunities.
• Employee Welfare: Ensure that the well-being of employees is a priority by offering health and safety programs, addressing work-life balance, and providing support systems for employees.

6. HR Documentation & Reporting

• HR Policies and Procedures: Establish clear HR policies that address aspects like leave policies, disciplinary actions, grievance handling, and other employment-related matters.
• Reporting: Maintain regular HR reports that track metrics such as recruitment progress, training completion, and performance management. These reports can be shared with senior management to ensure the project is on track.

7. Health and Safety Compliance

• Safety Training: Ensure all employees undergo safety training tailored to the power plant environment. This may include emergency response procedures, equipment safety, and hazard identification.
• Compliance with Standards: Make sure that the plant adheres to national and international health and safety standards (e.g., ISO, OSHA).

8. Collaboration and Communication

• Coordination with Other Departments: Work closely with other departments, such as project management, finance, and legal, to ensure smooth coordination of HR functions.
• Regular Communication: Hold regular meetings with the project teams to ensure HR activities are aligned with project goals and timelines.

9. Cultural and Environmental Considerations

• Cultural Sensitivity: If the projects involve international or diverse teams, it’s important to consider cultural differences and create a work environment that is inclusive and respectful.
• Environment Awareness: Encourage sustainability and environmental awareness as part of the HR culture, especially in the energy sector where sustainability is key.

Example Workflow for HR Management on the IPP Projects

1. Recruitment and Staffing

• Job Postings: Create and post job descriptions for open positions.
• Sourcing Candidates: Use job boards, social media, recruitment agencies, and other methods to find qualified candidates.
• Interviewing: Conduct interviews with potential hires and assess their fit for the role and company culture.
• Onboarding: Ensure new employees are properly onboarded, which includes paperwork, orientation, and setting up workstations.

2. Employee Relations

• Conflict Resolution: Address any conflicts or issues between employees and work to resolve them in a fair and professional manner.
• Performance Management: Monitor employee performance, provide feedback, and assist managers with performance evaluations.
• Employee Engagement: Create programs to improve employee morale, retention, and engagement.

3. Training and Development

• Training Programs: Organize and implement training sessions to improve employees' skills and knowledge.
• Career Development: Develop pathways for employee growth and advancement within the company.

4. Compensation and Benefits

• Salary Administration: Ensure employees are compensated fairly and in line with market standards.
• Benefits Management: Oversee employee benefits programs such as health insurance, retirement plans, bonuses, and paid time off.
• Payroll: Oversee the timely and accurate processing of payroll.

5. Compliance and Legal Issues

• Labor Laws: Stay up-to-date with labor laws and ensure the company is compliant with local, state, and federal regulations.
• Policies and Procedures: Develop and implement HR policies and procedures that align with company goals and legal requirements.

6. HR Strategy and Organizational Development

• Workforce Planning: Work with senior management to plan for workforce needs and ensure the company has the right talent at the right time.
• Culture Building: Contribute to the creation and maintenance of a positive company culture.
• Change Management: Support the company during periods of transition, such as reorganizations or leadership changes.

7. Employee Health and Safety

• Safety Programs: Develop and enforce workplace safety programs to prevent accidents and injuries.
• Workplace Wellness: Implement initiatives to promote employee well-being, including mental health resources, fitness programs, and ergonomic support.

8. Reporting and Analytics

• Data Management: Track HR-related data, such as employee turnover rates, attendance, and satisfaction surveys.
• HR Metrics: Analyze trends and metrics to inform decision-making and optimize HR strategies.

9. Exit and Retention Management

• Exit Interviews: Conduct exit interviews with employees who leave the company to understand their reasons for departure.
• Retention Strategies: Develop strategies to retain top talent and reduce turnover.

• Supervising the day-to-day operations of the HR department
• Managing employee records and ensuring compliance with legal requirements
• Developing and enforcing HR policies
• Overseeing recruitment, onboarding, and training of new employees
• Handling employee relations, addressing grievances, and promoting a positive work environment

• Strategic Planning: Collaborating with leadership to design and implement HR strategies that support business growth and objectives.
• Talent Management: Helping with recruitment, development, and retention of key talent. This also involves workforce planning, identifying skill gaps, and succession planning.
• Employee Relations: Serving as a trusted advisor for both management and employees to resolve conflicts, improve communication, and maintain a positive work environment.
• Performance Management: Supporting managers in evaluating employee performance, coaching, and implementing development programs.
• Change Management: Assisting with organizational changes, restructuring, or culture shifts, ensuring smooth transitions for employees.
• Data and Analytics: Using HR data to provide insights that help improve decision-making related to employee engagement, turnover, compensation, etc

• Optimized benefits plan, saving costs through strategic vendor negotiation.
• Enhanced policy communication, increasing employee understanding and engagement.
• Reduced turnover by implementing effective retention strategies.
• Streamlined employee lifecycle management, boosting HR efficiency.