Khalaf Alshammari

Human Resources Management – Detailed Responsibilities and Expertise Strategic Workforce Planning NEOM – Sharma Projects (2023–2024) Riyadh Development Project (2024–Present) Employee Experience Management from Recruitment to Onboarding Accommodation Management Policies and Compliance Employee Relations and Consultations Compensation and Benefits Oversight Medical Insurance Administration Internal Audit and Digital Transformation Handling Requests within Business Context Leave Management Diverse HR Requests

Assess headcount requirements for each project phase and align hiring plans with operational timelines.
When a project requests a workforce, an immediate plan is developed outlining the required numbers and job categories, continuously updated until the need is fulfilled. Projects are notified promptly upon any employee joining or leaving the project to ensure precise tracking.

Led HR delivery across multiple project streams with a total budget exceeding SAR 500 million and workforce exceeding 800 employees. Responsibilities included talent sourcing, onboarding, offboarding, designing targeted training programs, and ensuring an excellent employee experience.

Directed the HR function for a major initiative valued at over SAR 1 billion, with a workforce exceeding 1,500 employees. Oversaw recruitment, contract administration, and developed a revamped performance management framework to drive key project KPIs.

Managed end-to-end employee journey starting from contract signing in their home country, including travel ticket booking, issuance of entry visas to Saudi Arabia, airport reception, housing arrangements, and fulfilling all basic employee needs.
Conducted medical examinations upon arrival. For engineering staff, facilitated issuance of Saudi Council of Engineers certificates as part of residency issuance procedures.
Employee start date is calculated from entry into Saudi Arabia. Employment data is promptly entered into internal systems, including issuance of an employee ID and registration in the biometric attendance system. Attendance days are processed from the entry date until biometric enrollment is completed.
Due to the mobile nature of project work, employee records are continuously updated upon transfers between regions or projects. Upon arrival at a new location, employee details are updated in the system accordingly, and any absence due to transfer (e.g., up to 3 days) is processed based on case specifics.
Employees may be provided with a SIM card upon request and with direct management approval to facilitate communication during their assignment.

Managed both labor camps and residential buildings with detailed organization:

• Labor Camps: Equipped with lines, caravans, and rooms. Each unit is cataloged with line number, caravan number, room number, number of occupants, personal data, and photos. Each resident holds an ID card granting access through controlled gates. Weekly reports on accommodations and occupancy are submitted to relevant authorities.
• Residential Buildings: Designed for engineering and supervisory staff, organized by floors (Floor 1, Floor 2, etc.) with records of rooms and occupants to ensure orderly and comfortable living conditions.

Consistent monitoring and strict compliance with regulatory authorities such as Passport, Civil Affairs, and Ministry of Labor. Systems and policies are regularly updated to reflect new legislation, including the recent amendments effective February 19, 2025, following their publication in the official gazette “Umm Al-Qura” on August 19, 2024.
For example, the probation period was extended from 90 days to a maximum of 180 days.
All violations are managed in accordance with the law starting from warnings up to termination under Article 80, with documentation of each violation and recurrence tracked in the ERP system and handled as formal cases.

Addressed workplace conflicts by mediating between employees and direct supervisors. If an employee fails to respond to their manager, the issue is escalated to HR for thorough investigation, clarifying responsibility and proposing fair solutions.
Handled resignation requests, contract terminations, and non-renewals by identifying underlying issues and applying all resources to retain valuable employees.

Designed and managed rewards frameworks, monitored payroll budgets, and administered end-of-service benefits.
Collected overtime data monthly from departments via preliminary Excel files at the start of the month, followed by project management confirmation at month-end for payroll processing.
Managed absenteeism issues, biometric attendance updates, or alternative verification methods such as passcodes or facial recognition for employees with fingerprint reading problems.
Provided detailed salary breakdowns to employees on demand, including deductions for sponsorship transfers or penalties, with clear justifications.

Oversaw employee registration in health insurance and coordinated with providers to ensure quality and continuity of care.
Monitored approval of medical treatments and resolved issues such as pharmacy rejections by liaising with network providers for alternatives or transferring services.
Reported workplace injuries via the General Organization for Social Insurance platform to guarantee ongoing treatment.
Directed drivers and employees to appropriate medical facilities based on worker categories to facilitate timely medical access.

Led periodic HR compliance audits and drove digital initiatives enhancing HRIS capabilities and automating core workflows.
Implemented clear policies and audit controls for overtime and sick leave to prevent misuse.
Automated management of Saudi Council of Engineers certificates for periodic renewal, similar to passport and residency renewals, with proactive notifications to employees.

• Salary Certificates: Issued to employees after completing one year of service, addressed to relevant parties.
• Advances: Provided in two phases:
  Phase 1 (within 1 to 5 days of joining): SAR 500 for labor category, SAR 1,000 for supervisory, SAR 1,500 for engineering.
  Phase 2 (after completing one month): advance equal to one basic month’s salary, no further advances until repayment.

Leave requests are managed according to clear policies:

• Entitled leaves are approved based on employee leave balance.
• Unentitled leaves are treated as unpaid leaves upon approval.
• Employees must submit clearance documents to facilitate issuance of exit/re-entry visas, travel tickets, and settlement requests.
• Non-entitled leave requests are reviewed case-by-case, and if approved, all associated visa and travel costs are borne by the employee.
• Sick leaves are tracked and automated in the ERP system, including leave duration during the contractual year, ensuring compliance with labor office regulations.
• Leave cases vary widely and are managed flexibly to accommodate differing circumstances.

Manage a wide variety of requests including but not limited to:

• Family visit visas.
• Insurance additions for family members.
• Employee and family recruitment.
• Extension of leave or exit/re-entry visas for various reasons.
• Contract status changes from single to married post-recruitment or marriage.
• Special leaves such as marriage or bereavement leave.
• Numerous other requests processed efficiently within company policies and legal frameworks.

• Managed all types of employee leave (annual, sick, emergency), maintained accurate records, and produced monthly absence reports.
• Updated and maintained employee master data in the HRIS to ensure data integrity.
• Coordinated recruitment activities-posting vacancies, screening candidates, conducting interviews-and prepared employment contracts.
• Calculated and verified monthly payroll in accordance with company policies.