Goal

Provide a full range of adv,sof)' services to AOC and Saud, Aramco ,noneor moreof the assigned Human Resources
areas nd pelf o r,n highly skrlled analy tical nd/ or complex adminim ,H1vc functrons to ensure the delivery oi high quality HR Services and programs
 

General Profile

• Requires in-depth knowledgeandc perlence
• Uses best pri!Cllces;ind knowledge of internal or external business issues to ,mprove products or services
• Solves complex problems: takes a new pen;pect,ve usingex, tingsolutions
• Works independ1mtl y, receives m1, nmal  gu i da11cc
• Acts as a resource for colleagues withless experience
   

Key Responsibilities

Functional Specific Responsibilities

Oornest1c HR

•  Advise AOC m,111,igement    and    employees on Per onne, l  ssues
• Es.tabhsh recruitment str,neg1esandHR Policies for  assigned area of responsibility
• . Coo, dinat e Employee Ben(ifits Adm,n, trat ,on
• Conduct personal and/ or telephone lr1tervi cws to determine qualific.attons, adaptabilit y, nd availability candidates
• Promote viable candidates to proponent organrzat,ons and negotiates offer acceptance and target start d,,te with,c, ndidate
• Provide staff support arid employee& superv,sor cou,, sehng

Domest ,c Recm it mem

• Establish rea uitmen t procedures for as.signe d Mea cf re spons ib ili ty and tran slates strate gy Int o yearly recrui tment plans [incl. selectingrecruitment sources , •tool,s ta lcmcattraetion w,th a focuson employer
• branding)
   
• Conduc t. person,, i and/or t elephoneinterview to determine qualifications, adaptab ili ty, and ava il abili ty of candidat es
• Promote \·iable candidates to proponent organ izat io ns andnegotiates offer acceptance and target start
• dates wit h candidates
• Provide staff support and employee f, supervisor counseling on recruitment •reiated rnatter
• •    Commu nicate on a regular ly basis w ith the a,ss gned (apphcabieDivisron ) Domestic HR Advisor/ Business Partne r

Povro/1

• Coordinate periodi c.payroll within AOC's orea of operati on including pension administrauon
• Coordinate periodic CHS shadow payroll wit hin AOC's ar ea of operation
• Ensure compliance for tax and social security within AOC's area of opera ti on
• Advise AOC management on wage ta and social security related to AOC payroll and shadow payrolls
• li ai e between AOC and exte rn al leg1slat1ve adv11ors
• Prep are payro ll related entries for flnancial accou1ltlng
• Reconci le payro ll rel ated balance ; heet accounts

Training ond Developmenr

• Advise AOC management on employee tr3lningand education ! matter<;
• Develop, implement. and evaluate formal and on -the-jo b tr aining programs for AOC and SLJbsidi11ry company employees and/ or Saudi Arab employees of Saudi Aramco
• tF'ISure maintenance of the reiated systems
• Deve l op ;ind m;i1i1t;i 1n company succession plans
• Assist Saudi Aramco Management Development and Career Development Oepar1ments by locating host companie1 in Area of Ope:rat ion s

Planning

• Re earch and design dr afr HR strategic; in support of HR Admlnlstrator and HR upervison
• Perform special HR rela t ed pro jects, long-range studies, and related activities. which are highl y technical in nature and may involve several different HR fu nct ions
• Collec  t  and  annlyze i formation relevant to cs.signed HR fu11ctions. Re;earch the design, impact, and implC"menta t ion req ui red for changes or addi tions to HR acrivitie; . Develop sound pro fessional recomrne11d ations basedon findings
• Prov ide gene r al suppo rt to HR Adrnlrustra1or and HR supervisors
• Manage HR budget cycle
• Manage HR Cornm u,n c.it 1011s (internal to employees)

Contacts

External

• Occasion,ill y with counterparts in  Saudi Ar amco and  sub$ idi ary companies
• Occasionally w ith extern al com pan ies.indior consultants to gather info,mat 1cn for analy sesand/or studies
• Occasionally wit h urnvers1nesand other academic/tramingmstitutions (depending on assigned function)
• Fre quentl y withcandidate(sdependingon assigned funcll on)
• Frequen tl y with embassy personnel (depending on assigned function)

Internal

• D,a  ly within AOC to pr ovide adv,ce and consultation on assigned IR funct i ons, and to implement   POiic ies
• Da il y w ith AOC and/ or Sa udi Ar amco employees rece,v,ng services from the function to resol ve prob lems
• Frequently with AOC line managernen; m administering procedures and systems
• Regular contac t with Recruitm ent and EEOi n Saudi Arabia (Employme nt Brandin g & Att raction department)
   

Requirements

Functional Specific Requirements

Required Competency Levels

[u,torner Focus
Jdent ify m g and Anr, , c pot l ng Customer Needs

• Takes the  ext ra step to anticipatecustomers' needs and 1mmed1atel v takes action to resolve breaks in serv ice or mistakes to satisfy customers.

Cusrom i:r Core/ Service

• Uncover scustomer s' hidde n needs or issues by asking insightful questi ons and developin g rapport; encouragesot hers to consider the customer's perspective in making decisions.

Followm() Customer Service Trends

• Stays up to date wit h best practicesand inst itute s int ernal standard s wi thin depart ment to ensure high cusmmer service quality .

.\:.! t work1    rionshio Ma    
Seeki ng and Dev elop,ng Rela rionsh,ps

• Gro ws relation shi ps with key organizat ional influencers and cvston1ers by build ing credibtl ftv and tr ust : leverages appropriate virtu al soc,al networ ki ng sites and/or professional organizations to extend networks.

Maintaining Rela t ionships

• Gains the trust and respect of others; builds ar1d m a1nram s relat ionships and is easilv approachable wi thi n and across team .

Use of Networks

• Collaborates with others across network of internal and external contacts to achieve goals across teams.

Init iative
Addr essing Gaps in Work

• Contin uouslv r eviews personal (and team) res<Jl t s against desired standards and takes corr ect ive action to ensure success.

Ma t,vot lng and Energi zing Self and Other

• Consistently display an outstand ing degree of involvement and engagement which inspires ot hers.

Self-Stort in9

• Proactiv ely takes on additional assignmen t s to stretch own capabilities and contributes to ovefall team performance levels.

ACCOJ!,lltability 
Tok ing Responsib1/1ty a nd Ownersh,p

• Is aware of own responsibil ities and encourages colleagues to be this as w ell. whi le mainta ining a high level of cooperation.

Driving and Delivering Result s

• Measu<es Mid  tracl<, (t  <illl  ) per  forrn, m ce  against goc1ls a no  e n courages   ream members to  contr ibute to achieving the goals.

Monog,ng Expec tar,ons and Working Through Secback,

• Openly man ages other 's expectatio ns when completion of tasks is not possible or delayed.

Know in g the Bu ifH:'>
Understands Operat,onal and h nonc,ol Fou,o s

• Dem onstr ates unders ta ndi ng of the business as a system(from marketi ng thro ugh de li very) and how all of the functions interconn ct.

Underst ands Company Products, Sl!rvices

• Applie s in depth knowledgeof the organizaiton' s product/service offerings to deliver on department go ls.

Collecr5 ond Eva l:Jates Memcs/Daro to Determine Actions

• Evaluate metri cs to underst and the potentia l impact of current business challenges 011t h e com pany' s succes.s.

Cr eativity & lnpov at ion
Generates Ideas

• Cont inuo usly generates new ideas, methods, prod uct s or solut ions; acts on new 1<lea s, assessing and test ing nsks,

Fociliw i es Creativity in Others

• Encourages others to openly sha,re build on, and challenge ideas,produc ts or solutions.

Seeks Oppo1w ni1ies

• Regularly engages ,n new profects/ activities and pushP.1 p 1t custo111My practoses to address problems and opport1mlt ie w,t.h,n the team.

Required Competency Levels (cont)