Sarah Al-Hassan

JAN. 2023 – Current

Human Capital General Manager Responsibilities:

• Providing support as a trusted advisor to C-Suite level on all human capital management matters.
• Identified & analyzed possible gaps in current HR practices based on company strategy to implement improvement measures in line with industry best practices, HR standards, ISO, Labor Laws and rationalizing the costs.
• Monitor Human Capital Strategy, Operations, and Center of Excellence departments and ensure alignment between Strategic Objectives of SCCH subsidiaries.
• Accountable for the transformation project taking place in the SCCH, in areas of Center of Excellence specifically in the areas of Organization Development, Compensation & Benefits, Learning & Development &Employee Wellbeing Initiatives.
• Managing all HC Process Automation Project to Ensure implementation of Qualitative Services in In Oracle ERP.
• Design Center of Excellence activities, Policies, Procedures SLA, and implementation in Oracle ERP.
• Conducting change management plans while implementation of project activities through Corporate Communication.
• Manage Organizational Development Activities, Org. Design, Functional Responsibilities, Job design related activities, policies & procedures, and workforce planning activities.
• Manage L&D activities, Succussion Planning, Talent Management, TNA, Training Execution, Leadership Development, Competency Building and Performance Management activities.
• Managing all HC Operations, Payroll, Recruitment, and Employee wellbeing initiatives.
• Delivered support & advice to Line Managers on broader HR issues & complex individual cases to ensure effective employee relations.
• Monitoring all HR Audit findings by running self-auditing on Human Capital operations and Center of Excellence.

• Design Processes and Development Solution to Business in Adaption of an Agile Organization in Alignment with NWC Strategic Objectives.
• Design & develop short-term strategy project for human capital, vision, mission, and initiatives and follow-up KPI’s accordingly.
• Implementation of Workforce Sizing to Manage NWC and Outsource Contracts.
• Team Leading the Implementation of Strategic Workforce Planning Project Across NWC Using Workforce Analytics, FTE Analysis, And Benchmarks
• Support Implementation of Privatization Project targeting People Integration from Government Sector to NWC in OD Areas in Cooperation with Privatization Project Team and Consultation Company (EY).
• Leading OD Stream with Post Integration Program, To Assure Smooth Transition from Secondment to Employment in Terms of Org. Design, Capabilities Mapping, And Criteria Setting.
• Project Manager of Shared Services Model by leading Consultation Company (EY) in Assurance of Activation of Shared Services Model Projects with NWC Human Capital Strategy deliverables to build HR Center of Excellence.
• Leading OD stream in Water Services Management Contract (MOMC) for Water Services Activation in The Areas of Organizational Design and workforce planning Within the Contract.
• Leading Job Description Project of Creation and Development, And Approval for All JD to Cover All Company Positions and Levels and Implementation for over 10,000 positions It in ERP System to obtain ISO certification of quality.
• Developing OD and Workforce Planning Guidelines and Practices in Alignment with NWC Strategic Objectives and policies.

• Designed, established and maintained organizational structure and staffing to accomplish goals and objectives.
• Accelerated information flow and guidance from senior leaders to synchronize and unite efforts.
• Used specialized planning knowledge to recommend optimal options and respond to unique circumstances.
• Developed milestones, targets and metrics to support transition planning and surge planning.
• Provided support, structure and guidance to drive organizational planning efforts.
• Offered strategic advice and consultation to develop, implement and evaluate modifications and enhancements to operations, systems and procedures.
• Handled Organization design and development changes, negotiation with business units, reviewing changes and creation rational, alignment with strategy.
• Created Business Units functional responsibilities for all business unites, reviewed annually to be aligned with strategy and harmonized with internal operation and maintain approvals from authorized parties and documentation.
• Created hierarchy and positions in ERP system and maintained accuracy of the structure systematically.
• Created and developed Job descriptions for positions in alignment with Business Units functional responsibilities, business needs, and OD policies and job architecture.
• Did people mapping exercise and communicated changes to business unit concerned and did change management sessions accordingly.
• Developed and implemented programs to align work force and key business initiatives through use of organizational effectiveness interventions.
• Assisted the organization in areas of leadership development, organizational redesign, organizational goals, authority matrixes, RACI models and implement change management.
• Operated as an organizational consultant to identify, develop and implement business processes and organizational effectiveness interventions, as and when required.
• Acted as a change agent providing the support and mechanism to implement major changes to the operations of the business and provide coaching to leaders and executives on organizational growth.
• Managed the process of replacement planning, succession planning, key employee retention design, workforce management.
• Identified and monitored HRDF culture so that it supports the organizational goals and promotes employee satisfaction
• Created and developed over 25 HR policies & procedures in alignment with HRDF bylaws.

• Collaborated with internal and external stakeholders to develop variety of on-campus recruitment events.
• Partnered with departmental managers to ascertain hiring needs and subsequently provide candidate recommendations.
• Assisted with writing job postings and job descriptions for boards.
• Hired employees and initiated new hire paperwork process.
• Did qualitative and strategic Sourcing, Located, attracted and evaluated potential candidates.
• Did sorting, communicating with potential candidates, Arranged and conducted initial interviews.
• Attended interviews for all levels of employees (from Junior up to Executive).
• executed recruitment process with high efficiency and in compliance to process and SLA’s.
• Communicated professionally with candidates throughout the hiring process.
• Prepared documents, medical checks, contracts signoff, and joining process.
• Prepared and conducted orientation sessions for new joiners.
• Designed recruitment procedure and participated in system implementation process.
• participated in career fairs and created a new resume data base through the job fairs.

• Organized new employee orientation schedules for new hires.
• Filed paperwork, sorted, and delivered mail and maintained office organization.
• Delivered friendly assistance with new hires throughout interviewing and hiring process.
• Screened applicant resumes and coordinated both phone and in-person interviews.