Sara Karam Aziz

Senior Talent Management SpecialistFull Time

• Job Details:• Review current objectives and KPIs across all functions within the organization, and realistic and measurable performance indicators are developed. In order to accurately measure employee performance, new proposals are formulated for key indicators, while ensuring alignment with company objectives. • Develop performance measurement score cards for jobs by reviewing and studying and developing performance and target standards for each standard in line with the strategic objectives of management. • Implementation of the performance management system by reviewing the application of the system continuously during the year and confirming the applicability of the annual plan and follow up the results of the application of the system for all departments. • Manage the performance management system and the outstanding performance of all employees and propose the development and improvement of the system. • Develop and update all the organization’s Job descriptions through conducting Job analysis meetings, and questionnaires that provide detailed information about job positions to facilitate. • Aligning with the Talent Acquisition team for drafting and updating the company’s Job Descriptions. • Provide strategic advice and guidance on the performance management framework. • Coordinate with the Recruitment to develop and retain talent retention plans. • Create and develop with the OD team that development and performance strategy create the needed career paths for the employees. • Creating strategic advice and guidance on the performance management framework. • 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. • Identify strengths, points and points that need to be improved in each employee's performance and management. • Monitor the tasks, objectives and tangible results achieved by the team with its material and moral implications and the achievement of the planned goals. • Develop the incentive system for all employees by reviewing the performance objectives of each employee included in the performance measurement card for the job and comparing performance with the performance criteria targeted in the card to work to raise performance and motivate employees. • Lead the development and standardization of Unit Descriptions by collaborating with department heads to define key functions, roles, and responsibilities, ensuring alignment with the organization's strategic objectives and competency framework. • Conduct job analysis meetings and questionnaires to gather detailed information about job positions. • Update organization charts monthly to reflect changes such as terminations, resignations, reallocations, and new hires. • Contribute to the design of competency frameworks that measure current competency levels and ensure employees have the required expertise. • Oversee the engagement survey program, including selecting providers, scripts, launching surveys, and developing action plans based on survey results. • Responsible for updating the Departmental Organization Chart. • Conduct exit interviews with departing employees to gather` feedback and insights. • Assess future and current training needs through job analysis, career paths, annual performance appraisals, and consultation with line managers. • Develop and implement strategies for performance evaluation, training, and development based on identified needs. • Implement programs focused on employee motivation, satisfaction, career development, and succession planning. • Ensure the quality of training sessions delivered by external vendors. • Represent the HR department in dealing with internal and external audits, providing necessary information and assistance • Support employer branding efforts at job fairs and networking events. • Assist in tracking recruitment metrics and preparing reports. • Provide guidance on interview techniques and selection processes.

Talent Management SpecialistFull Time

• Job Details:• Designed and executed structured career paths for employees, promoting professional growth and retention. • Conducted gap analyses to identify development opportunities and tailored career plans to align with business goals. • Lead the development and standardization of Unit Descriptions by collaborating with department heads to define key functions, roles, and responsibilities, ensuring alignment with the organization's strategic objectives and competency framework. • Conducted regular job analysis meetings, surveys, and interviews to gather insights for updating job descriptions. • Developed and updated all organizational job descriptions to ensure they are dynamic and reflective of current responsibilities and expectations. • Designed and implemented a comprehensive framework aligned with organizational goals, driving continuous improvement and strategic alignment. • Monitored the application of performance management systems, ensuring relevance, consistency, and alignment with annual plans, while regularly proposing improvements to enhance system efficiency and employee satisfaction. • Developed realistic, measurable KPIs across all functions and proposed new performance metrics to improve evaluation accuracy and employee accountability. • Created performance scorecards with clear standards for tracking and assessing achievements. • Participated in the design and implementation of competency frameworks, ensuring alignment of roles with organizational needs and industry standards while measuring current competency levels to add business value. • Reviewed and updated organizational charts monthly to reflect changes in staffing, reallocations, and restructuring, ensuring alignment with business strategies and operational needs. • Provided strategic insights and recommendations on organizational development initiatives, performance frameworks, and talent retention to senior leadership. • Supported organizational change management initiatives to align with long-term strategic goals. • Partnered with recruitment teams to align job descriptions with hiring strategies and supported the creation of talent retention plans, ensuring seamless integration with organizational development goals. • Assessed current and future training needs using job analyses, performance reviews, and employee feedback. Designed and delivered targeted training programs, fostering continuous employee development and skills enhancement. • Maintained a comprehensive training calendar and evaluated external training providers for quality and relevance to organizational objectives. • Delivered impactful in-house training sessions and workshops, promoting skill-building and knowledge sharing.

Senior Human Resources GeneralistFull Time

• Job Details:*Implement change management projects that improve HR processes, systems, structure, and culture. *Monitor and measure the impact of interventions on staff performance, efficiency, employee retention, and job satisfaction. *Analyze business structures, procedures, processes, and utilization of resources. *Design and implement a variety of development initiatives, action plans, programs, and training materials. *Gathering and assessing feedback from all levels in the organization regarding concerns, areas of improvement, successes, and highlights. *Contribute to potential restructuring of departments to increase efficiency and align activities with business objectives. *Optimizing personnel utilization by increasing cross-functionality and interdepartmental cooperation. *Support the individual development planning process for executives and emerging leaders. *Consult with management on performance, organizational and leadership matters. *Designing and implementing the overall recruiting strategy *Analyze jobs using observation, survey, or interview techniques. *Explain regulations, policies, or procedures. *Update knowledge of legal or regulatory environments. *Evaluate personnel practices to ensure adherence to regulations. *Maintain data in information systems or databases. *Discuss business strategies, practices, or policies with managers. *Evaluate effectiveness of personnel policies or practices.