Human Resource Operation Support Analyst

Human Resource Head

Assistant Manager Human Resource

Human Factors Specialist

Human Resource Business Partner

Banking Capital Markets & Advisory - Analyst & Associate Program Manager

Senior Associate - SAP SuccessFactors

Finance Accounting Lead Analyst

Senior Manager Talent Acquisition

Responsibilities: <ul><li>Interpret data and results based on the analysis of information and application of professional judgement</li><li>Apply project management to assist operational projects as assigned</li><li>Perform feasibility analysis for significant process changes and partner with business teams to develop process improvements and solutions that help to streamline the operational workflow</li><li>Resolve varied and complex issues using professional judgment, discretion, and business expertise</li><li>Provide informal guidance and training to new and lower level team members, as needed</li><li>Appropriately assess risk when business decisions are made, demonstrating particular consideration for the firms reputation and safeguarding the group, its clients and assets, by driving compliance with applicable laws, rules and regulations, adhering to Policy, applying sound ethical judgment regarding personal behavior, conduct and business practices, and escalating, managing and reporting control issues with transparency.</li></ul> Requirements: <ul><li>Perform financial, statistical, and operational studies using analytical skills and knowledge of data analysis tools and methodologies</li><li>2-5 years of relevant experience</li><li>Proficient in Microsoft Office</li><li>High level knowledge of related to industry standards and practices</li><li>Ability to work unsupervised and adjust priorities quickly as circumstances dictate</li><li>Consistently demonstrates clear and concise written and verbal communication skills</li><li>Self-motivated and detail oriented</li><li>Proven organization and time management skills</li><li>Demonstrated problem-solving and decision-making skills</li></ul> &nbsp;Education: <ul><li>Bachelor’s degree/University degree or equivalent experience</li></ul>&nbsp;

Job Role: <ul><li>Implementing the HR policies, systems &amp; procedures for the HR operations and development. HRIS, Leave Management, Confirmations, Transfers, Designing Policies.</li><li>Maintaining the Entire Employee Life cycle - Hiring to Exit</li></ul> Responsibilities: <ul><li>Managing Induction/ Orientation Program&amp; On-Boarding for new Joiners.</li><li>Handling Grievances and Issues, Warnings, Disciplinary and Termination Letters.</li><li>Compensation Benefits and Payroll:</li><li>Responsible for resolving employee concerns on PF, Group Medical Insurance, Medical Reimbursement, LTA, ESI,</li><li>Gratuity and other benefit administration.</li><li>Ensuring adherence to the payroll calendar timelines for payroll output.</li><li>Looking after comp. revisions/promotions and issuing salary change/promotion/transfer letters and pay information</li><li>as per the company policies.</li><li>Leave Encashment, Variable Pay and LTA/Medical Settlements.</li></ul>&nbsp;Performance Management: <ul><li>Managing performance appraisals against personal objectives, corporate values, technical and leadership</li><li>competencies and individual development plans.</li><li>Ensuring that the KRA setting, and appraisal processes are completed by assisting &amp; coordinating with the stakeholders within stipulated time frames.</li><li>Managing appraisal process across the levels and establishing framework for substantiating performance appraisal</li><li>system linked to reward management.</li><li>Responsible for the Performance Appraisal Process for PAN India employees</li></ul>&nbsp;Employee Relations &amp;Engagement: <ul><li>Work with line managers and employees to address all types of employee grievances &amp; ensuring a balance in&nbsp;representing all employees’ interests.</li><li>Coordinated with business groups, create and implement innovative solutions for a variety of employee engagement</li><li>initiatives to increase employee passion and customer devotion.</li><li>Partner with managers to retain, develop and motivate people to achieve their potential.</li><li>Conducting employee satisfaction surveys &amp; designing reward and recognition programs.</li><li>HR Analytics:</li><li>Responsible for preparing various reports, dashboards like Active-Resigned status, KRA status, appraisal data etc.&nbsp;</li><li>as &amp; when required</li><li>Maintain all HR files and employee information in various forms like employee central database, preparing all HR</li><li>Letters and certificates etc.</li></ul>&nbsp;Exit Process: <ul><li>Preparing Full and Final Settlement</li><li>Conduct, documents, analysis of exit interviews. Coordinating &amp; managing employee final settlement</li><li>Handle Exit interviews, disciplinary &amp; performance issues/counselling, and proceedings.PIP/ Issuance of Warning</li><li>letters&amp; Termination letters. Prepare and summarize the BU attrition analysis on monthly/quarterly basis.</li></ul> Requirements: <ul><li>Hard worker with good market knowledge</li><li>Self starter with Initiative and Result Oriented Leader</li><li>Positive Attitude</li><li>Good Communication &amp;Good Documentation skills</li><li>Good Analytical &amp; Interpersonal Skills</li><li class="ql-align-justify">Committed &amp; Ambitious Person who would be ready to take challenging responsibilities</li></ul>

Responsibilities: Talent Acquisition: <ul><li>Create and build the talent acquisition strategy for the entire company, multi-level hiring and people management</li><li>Innovate hiring practices by using new methods or channels. </li><li>Keep a lookout for talent available in the market and plan accordingly</li><li>Attend events and represent the company at HR-related events. Networking is a key skill for this role.</li><li>Manage all job descriptions out in the market, ensuring they are high quality and accurate.</li><li>Keep track of metrics on a weekly/monthly basis for reporting to the CHRO</li><li>Ability to organize and run hiring drives at college campuses/corporate</li><li>Develop relationships with third-party recruitment agencies and staffing firms and manage the procurement and measurement process.</li><li>Ability to manage multiple and overlapping processes and projects to completion, prioritize effectively and meet deadlines</li><li>Create organizational charts and define each position’s responsibilities</li><li>Implement &amp; Monitor manpower budget YOY</li><li>Design employee promotion policies</li><li>Performance Management, IDP &amp; Succession Planning)</li><li>Responsible for rolling out Performance Management System.&nbsp;</li><li>Organize quarterly and annual performance review sessions</li><li>Develop, initiate, and maintain effective programs for workforce retention, promotion, and succession planning. Discuss career-pathing options with high-potential employees</li><li>Conduct presentations and training to implement PMS, IDP process</li><li>Ability to facilitate business leaders in developing KRAs &amp; KPI metrics for their teams. Support, business leaders in developing simple dashboards so that they can monitor their team performance monthly</li><li>Analyze the training requirement data, develop the training calendar &amp; implement the training program.</li></ul> Employee Engagement: <ul><li>Responsible for improving the Employee Engagement Index across the organization and business by conceptualizing and implementing various employee development and engagement initiatives.</li><li>Developing and delivering the organizations internal communication strategy, planning a calendar of activities, organizing events, and increasing the level of employee engagement.</li><li>Leading and supporting the development and delivery of internal communication plans and materials.</li><li>Lead on the development and implementation of a new engagement platform, which we see as integral to the future of our organizational communications.</li><li>Initiate and implement innovative Team building and collaborative initiatives that help improve the Organizational Development Index.</li><li>Responsible for Employee Engagement, Brand Management, and Event Management.</li><li>Coordinating and following up with multiple departments on various activities assigned until the closure.</li><li>Planning and organizing significant events and ability to handle bigger groups in-person/ virtual.</li></ul> Requirements: <ul><li>Bachelor’s/Master’s degree in human resources.</li><li>8+ years of broad HR experience including talent management and performance management.</li><li>Proficient with Microsoft Office Suite or related software.</li><li>Someone with previous experience in rolling out the PMS cycle is a must for this role.</li><li>Proven track record in Talent Acquisition/Recruitment who is comfortable in achieving the monthly recruitment target is a prerequisite.</li><li>Previous experience in managing employee engagement will be an added advantage.</li></ul>

Role Description:&nbsp; <ul><li>We are seeking a Human Factors Specialist to join the company Loss Prevention organization (LP), which is the corporate safety organization within company.</li><li>We provide both day-to-day in-field occupational and process safety support to company operations, as well as centralized technical support and consulting function.</li><li>Our field offices are located in Abqaiq, Riyadh, Ras Tanura, Dhahran, Udhailiyah, Jeddah (including Yanbu and Jazan), and Tanajib.</li><li>Through these offices, LP provides its services to all company facilities and departments that are located throughout the Kingdom.</li><li>The primary role is to provides corporate support, consultation and solutions to drive high human performance of front-line workers by developing robust systems to manage human failure and prevent human-induced incidents.</li><li>Use proven methods to drive a positive safety culture and instill safety leadership skills for critical company roles.</li></ul> Responsibilities: <ul><li>Integrate principles of Human and Organizational Factors in Company systems, culture, policies, equipment, tools and field practices, job duties will include the following:</li><li>Develop tools to incorporate human factors in qualitative and quantitative risk assessments (e.g. human failure analysis, safety critical task analysis, Human Reliability Analysis, etc.)</li><li>Develop tools to incorporate human performance assessments in field activities.</li><li>Participate, review and analyze human performance issues in incident investigations.</li><li>Advise and validate Human Factors engineering integration in capital projects.</li><li>Advise on the design and management of operating and maintenance procedures.</li><li>Develop systems and use expert methods to incorporate risk-informed competencies.</li><li>Streamline critical communications for the frontline.</li><li>Advise facilities on fatigue risk and shift work schedule design.</li><li>Develop tools to verify safe manning levels, optimal workload and allocation of functions..</li><li>Develop tools and support efforts to manage organizational changes.</li><li>Develop programs and strategies for driving and sustaining a positive safety culture..</li><li>Operationalize proven methods to assess safety culture and drive targeted interventions.</li><li>Assess and enhance safety leadership competencies at all levels.</li><li>Embed Human Factors thinking into the day-to-day activities of operation and maintenance line functions e.g. Site inspections, work permitting, pre and post job briefings, JSA.</li><li>Develop communication campaign material for human factors e.g., pamphlets, presentations, videos.</li><li>Provide training and awareness on different human factors topics.</li></ul> Requirements: <ul><li>Undergraduate degree in engineering, industrial psychology, human factors or ergonomics.</li><li>(Preferred) Masters and/or PhD in Human Factors, Ergonomics or Industrial Psychology.</li><li>Five Years of Human Factors experience in the Oil and Gas industry (e.g. International Oil and Gas Companies, Consultancy firms, or EPC companies).</li><li>(Preferred) Holds a recognized certification title in human factors such as Certified Human Factors Professional (CHFP), Certified Professional Ergonomist (CPE), Chartered Ergonomics and Human Factors Specialist (C.ErgHF), European Ergonomist (Eur.Erg)</li><li>Collaborative team player with excellent communication skills.</li></ul> Working environment <ul><li>Our high-performing employees are drawn by the challenging and rewarding professional, technical and industrial opportunities we offer, and are remunerated accordingly.</li><li>At company, our people work on truly world-scale projects, supported by investment in capital and technology that is second to none.</li><li>And because, as a global energy company, we are faced with addressing some of the world’s biggest technical, logistical and environmental challenges, we invest heavily in talent development.</li><li>We have a proud history of educating and training our workforce over many decades.</li><li>Employees at all levels are encouraged to improve their sector-specific knowledge and competencies through our workforce development programs – one of the largest in the world.</li><li>Country/Region: SA</li></ul>

Responsibilities: <ul><li>Provide HR functional leadership in people and organizational areas; adding value in taking a strategic and operational business decision.</li><li>Support delivery of the people strategy within the business area through the identification and development of targeted HR interventions to deliver commercial performance.</li><li>Actively participate in business planning and strategy development for the business area and provide people strategy plans to support business goals.</li><li>&nbsp;Ensure understanding, communication and implementation of the HR Principles and process across teams while ensuring smooth HR operational delivery.</li><li>Equip the organization with right capabilities and drive talent and succession planning processes relevant to the business strategy and context.</li><li>Act as a change agent and coach leaders on how to handle change, engage employees and build capabilities effectively.</li><li>Collaborate with global, regional, and local HR teams to evolve the functions in terms of quality of talent and effective organization design.</li><li>Lead HR projects/initiatives to add value to BA APAC&amp;MEA HR functional delivery.</li></ul>&nbsp;Requirements: <ul><li>8-10 years’ experience as a HR Business Partner in a multinational environment</li><li>Degree shouk be&nbsp;BA Marketing &amp; Commercial&nbsp;</li><li>Strategic Insights &amp; Solutions&nbsp;</li><li>Strong Business Acumen</li><li>Organization Design, Change &amp; Development</li><li>Talent Development&nbsp;</li><li>Performance &amp; Reward</li><li>Employee Engagement</li><li>Fluency in English</li></ul>

Role Description: <ul><li>Looking for a candidate that has more of a HR Advisory/Generalist background.</li><li>Experience from a campus space with program management, or working in a program before.</li><li>Preferable coming from a financial background.&nbsp;</li></ul> Responsibilities: <ul><li>The Program Manager is responsible for the full end-to-end management of Analyst and Associate experiences including overseeing the following processes for Banking, Capital Markets &amp; Advisory:</li><li>Performance Management and Compensation, Career Development, Engagement, Promotions, Manager Capability and Employees Relations.</li></ul> Performance Management &amp; Compensation <ul><li>Drive Analyst, Associate, and VP year-end processes for your franchises, including ratings and compensation</li><li>Manage compensation data and reporting</li><li>Execute on Analyst-VP promotion process</li></ul> Career Development &amp; Mobility Opportunities&nbsp; <ul><li>Manage mobility with Analysts and Associates within the NAM region; partner with Recruiting, compensation and business stakeholders</li><li>Provide career coaching and support for those looking for internal opportunities</li><li>Manage any career development domestic or global rotations</li></ul> Engagement, Immersion &amp; Offboarding <ul><li>Partner with managers/staffers on the immersion of new talent into the organization hired at the lateral level</li><li>Maintain a pulse on the population around morale, trends and overall experience through quick chats, Roadshows and other ad hoc feedback mechanisms</li><li>Conduct Exit Interviews with all resigning employees and help manage attrition data</li></ul> Manager Capabilities&nbsp; <ul><li>Actively engage with managers and staffers throughout the talent cycle to impart best practices for managing and developing junior talent</li></ul> Employee Relations <ul><li>Partner with the HR Advisor, Employee Relations, and Legal teams to evaluate and resolve all employee relations issues</li></ul> Learning <ul><li>Partner closely with Early Career Learning teams to execute and implement the new hire induction training program at both Analyst and Associate levels.</li></ul> Immigration <ul><li>Partner closely with immigration team to ensure all junior bankers requiring sponsorship are properly put through the visa process</li></ul> Requirements: <ul><li>The ideal candidate will be a college graduate, preferably with 2-3 years of campus recruiting, program management, or other relevant experience</li><li>Desire to be in a service-oriented environment with enthusiasm and high level of interest in Human Resources and program design and management</li><li>Strong technical skills, including significant experience using Excel and PowerPoint</li><li>Ability to manipulate and manage large data sets</li><li>Strong communication, writing and oral presentation skills, with the ability to liaise with stakeholders at various levels of management, including very senior interactions and expectations</li><li>Ability to prioritize as needed while handling multiple time-sensitive projects and maintaining high level of attention to detail in a very fast-paced environment</li><li>Flexibility to work some early morning and evening hours&nbsp;</li></ul>

Responsibilities: The Program Manager is responsible for the full end-to-end management of Analyst and Associate experiences including overseeing the following processes for Banking, Capital Markets &amp; Advisory:Performance Management and Compensation, Career Development, Engagement, Promotions, Manager Capability and Employees Relations. Performance Management &amp; Compensation: <ul><li>Drive Analyst, Associate, and VP year-end processes for your franchises, including ratings and compensation</li><li>Manage compensation data and reporting</li><li>Execute on Analyst-VP promotion process</li></ul> Career Development &amp; Mobility Opportunities: <ul><li>Manage mobility with Analysts and Associates within the NAM region; partner with Recruiting, compensation and business stakeholders</li><li>Provide career coaching and support for those looking for internal opportunities</li><li>Manage any career development domestic or global rotations</li></ul> Engagement, Immersion &amp; Offboarding: <ul><li>Partner with managers/staffers on the immersion of new talent into the organization hired at the lateral level</li><li>Maintain a pulse on the population around morale, trends and overall experience through quick chats, Roadshows and other ad hoc feedback mechanisms</li><li>Conduct Exit Interviews with all resigning employees and help manage attrition data</li></ul> Manager Capabilities: <ul><li>Actively engage with managers and staffers throughout the talent cycle to impart best practices for managing and developing junior talent</li></ul> Employee Relations: <ul><li>Partner with the HR Advisor, Employee Relations, and Legal teams to evaluate and resolve all employee relations issues</li></ul> Learning: <ul><li>Partner closely with Early Career Learning teams to execute and implement the new hire induction training program at both Analyst and Associate levels.</li></ul> Immigration: <ul><li>Partner closely with immigration team to ensure all junior bankers requiring sponsorship are properly put through the visa process</li></ul> Requirements: <ul><li>The ideal candidate will be a college graduate, preferably with 2-3 years of campus recruiting, program management, or other relevant experience</li><li>Desire to be in a service-oriented environment with enthusiasm and high level of interest in Human Resources and program design and management</li><li>Strong technical skills, including significant experience using Excel and PowerPoint</li><li>Ability to manipulate and manage large data sets</li><li>Strong communication, writing and oral presentation skills, with the ability to liaise with stakeholders at various levels of management, including very senior interactions and expectations</li><li>Ability to prioritize as needed while handling multiple time-sensitive projects and maintaining high level of attention to detail in a very fast-paced environment</li><li>Flexibility to work some early morning and evening hours.</li></ul>

Responsibilities: <ul><li>Lead, coordinate and drive project delivery for SAP SuccessFactors Business Transformation projects across all modules including integration to other systems (such as payroll)</li><li>Conduct business needs analysis and identify key business challenges.</li><li>Identify improvement opportunities to achieve clients’ desired business outcomes and manage risk, quality, timeline, and budget of the SuccessFactors implementation.</li><li>Define to-be stage of processes, procedures, organizations, capabilities, solution application requirement and performance measurements.</li><li>Develop deployment/enablement strategy, roadmap and plan to achieve ‘to-be’ stage effectively.</li><li>Manage/conduct deployment activities and measure achievement of desired outcomes.</li><li>Support team with gaining access to tenders, build proposals, win work and deliver projects.</li><li>Build and maintain relationships with key executives, business personnel, SME and a network of professional organizations or affiliations.</li><li>Utilise and apply best practices on projects based on experience and in consultation with experts; appropriately tailored for the client and their culture.</li><li>Manage team onboarding, logistics issues, coordinate with stakeholders and act as a conduit between project team members, vendors and stakeholders.</li><li>Liaise with application management and legacy IT support teams.</li></ul> Requirements: <ul><li>A recognized degree qualification&nbsp;</li><li>Undergraduate degree with an information technology and/or Human Resource focus (preferred)</li><li>Minimum 4 -5 years of SAP experience as an SAP implementation project manager in the SAP HCM and SAP SuccessFactors with at least 2 SAP SuccessFactors project experience</li><li>Understanding of how SAP SuccessFactors work.</li><li>Familiarity with Human Capital business processes and leading industry practices in payroll.</li><li>Prior experience of working in a professional services firm is preferred</li><li>Strong understanding of how business processes work and integrate in an ERP/SAP environment.</li><li>Ability to design and drive changes for business process reengineering and organizational change</li><li>Good understanding of SAP ERP functionalities.</li><li>Strong written and verbal skills&nbsp;</li><li>Strong analytical and problem-solving skills&nbsp;</li><li>Strong client service mind-set with good project management skills&nbsp;</li><li>Flexibility to travel in the region when required</li></ul>

Responsibilities: The Benefits Controller’s team is seeking a Financial Accounting Lead Analyst for our U.S. benefit plans. Responsibilities include the following: <ul><li>Assists in preparation of financial statement footnote disclosures required for Client’s and subsidiaries SEC 10-K/10-Q and standalone financial reporting requirements</li><li>Assists in preparation and filing of financial statements and footnote disclosures required for U.S. employee benefit plans for Department of Labor and SEC financial and statutory reporting</li><li>Support internal and external audits for US employee benefit plans</li><li>Coordinate tax preparation required for US employee benefit plans with internal and external teams</li><li>Work with internal teams and external vendors to strengthen process controls and financial reporting</li><li>Prepare financial reporting for all pension plans and medical plans</li><li>Support inquiries from Corporate groups (Finance, Tax, Legal, Treasury, Risk and Human Resources)</li><li>Prepare monthly journal entries and manage monthly and quarterly closing process</li><li>Prepare balance sheet reconciliations and roll forwards for employee benefit plans</li><li>Assists in Management Control Assessment and SOX process for team</li></ul> Requirements: <ul><li>Three to five years’ experience with benefit plan reporting or audits of benefit plans a plus</li><li>Bachelors degree in Accounting or Finance; MBA or CPA preferred but not required</li><li>Public accounting experience a plus</li><li>Strong analytical, organizational and problem-solving skills required</li><li>Ability to work in a dynamic, fast paced and deadline sensitive environment</li><li>Ability to initiate and manage change</li><li>Strong oral and written communication skills</li><li>Track record of successfully working both independently and in a team environment</li><li>Ability to manage multiple tasks and consistently meet deadlines</li><li>Strong Excel, Word and Powerpoint skills</li></ul>

Overview: <ul><li>The Senior Manager Talent Acquisition will be responsible for all aspects of recruitment within the country.&nbsp;</li><li>They will design and develop talent acquisition and talent development program to maintain high level of workforce and talent across the company&nbsp;</li><li>The person will lead a talent acquisition (TA) team of 12-15 members and work closely with the Country HR Director, Country Managing Director, HR Shared Service and business stakeholders on workforce planning and management.&nbsp;</li><li>He/She will report directly to the Regional Head of Talent Acquisition and is part of the Regional Talent Acquisition team</li></ul> Responsibilities: <ul><li>Lead the TA team and ensure the team is successful in recruiting the right talents / volume workforce in a timely and cost-effective manner. </li><li>Be prepared to step-in and communicate with stakeholders when requisition becomes challenging for the team.&nbsp;&nbsp;</li><li>Be cognizant of internal talents’ strength and be pro-actively in having meaningful discussion with business leaders / hiring managers regarding internal transfers / promotions.&nbsp;</li><li>Collaborate with the Regional TA Team on Employer Branding and Employee Value Proposition program.&nbsp;</li><li>Be the design lead of these initiatives in the country to ensure the company name is the top of mind for industry&nbsp;</li><li>Work closely with the Country HR Director and business leaders on resource planning to ensure accurate projection of resource required for the upcoming projects, etc.</li><li>Translate global diversity and inclusion goal to local objectives and initiatives. </li><li>Drive program and activities to strengthen a diverse and inclusive workplace&nbsp;</li></ul> Requirements: <ul><li>At least 15 to 20 years of progressive career in Talent Acquisition in the MNC environment&nbsp;</li><li>At least 7 to 15 years of people manager experience and is comfortable leading a team size of 12-15 members.&nbsp;</li><li>Has the experience to work in a matrix business environment</li><li>Ability to manage stakeholders, excellent influencing and communication skills</li><li>Passionate about coaching and developing talents and teams</li><li>Positive and forward-thinking mindset that embraces change&nbsp;</li><li>Bachelor / Master degree.&nbsp;</li><li>Ability to communicate with employees of all levels including blue collars</li></ul>

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414 human resource operation support analyst Jobs found

Human Resource Operation Support Analyst

Human Resource Head

Assistant Manager Human Resource

Human Factors Specialist

Human Resource Business Partner

Banking Capital Markets & Advisory - Analyst & Associate Program Manager

Banking Capital Markets & Advisory - Analyst & Associate Program Manager

Senior Associate - SAP SuccessFactors

Finance Accounting Lead Analyst

Senior Manager Talent Acquisition