JOB SUMMARY:

Responsible for executing organizational development and learning and development activities, including but not limited to implementing organizational structures, job descriptions, performance management, compensation and benefits, and training and development frameworks to support KDD’s human capital needs.

REQUIRED QUALIFICATION:

• Bachelor’s degree in Human Resources, Business Administration, or related field.
• Professional HR certification (e.g., CIPD, SHRM) is preferred.
• Minimum of 5 years of experience in Human Resources, with a focus on organizational development, performance management, and training.
• Fluency in both Arabic and English is required
• In-depth knowledge of Kuwait’s labor laws and regulations.
• Strong experience in preparing job descriptions, HR policies, and employee handbooks.
• Proven experience in conducting job evaluations, implementing grading structures, salary scales, and reward systems.
• Experience in implementing competency models for various HR functions such as selection, assessment, and succession planning.
• Proficiency in performance management processes and frameworks.
• Experience in training needs assessment, vendor management, and executing training programs.
• Excellent communication, collaboration, and interpersonal skills to work effectively with managers and employees.
• Strong analytical and problem-solving skills to assess employee satisfaction and provide actionable recommendations.

REQUIRED TECHNICAL SKILLS:

• Proficient in HR software (e.g., HRMS, Oracle HR) for employee data management and reporting.
• Advanced knowledge of Microsoft Office Suite (Excel, Word, PowerPoint) for data analysis, reporting, and presentations.
• Familiar with Learning Management Systems (LMS) for tracking employee development and training progress.
• Experience using performance management systems for appraisals, feedback collection, and goal setting.
• Proficient in survey tools (e.g., SurveyMonkey, Google Forms) for conducting employee satisfaction and engagement surveys.
• Skilled in using data analysis tools to interpret survey results, feedback, and HR metrics for decision-making.
• Strong understanding of compensation and benefits software for managing salary structures, job evaluations, and rewards.
• Experience with project management tools to track HR projects and initiatives.
• Knowledge of HR data privacy regulations and best practices to ensure compliance and protect sensitive employee data.

• Update the organizational structure based on regulatory requirements and department head recommendations to reflect the company’s operational functions, positions, and reporting lines.
• Prepare job descriptions for each position to clearly outline duties and responsibilities, ensuring employees understand their roles.
• Draft HR Policies, Processes, and the Employee Handbook in accordance with Kuwait’s laws and regulations to foster a fair and professional culture.
• Regularly update and maintain job descriptions in coordination with managers to reflect changes in duties and responsibilities.
• Conduct job evaluations across the organization and implement the grading structure, salary scale, and reward structure.
• Maintain and implement competency models for selection, assessment, training, development, and succession planning.
• Implement the performance management cycle according to the performance management framework, following up with managers to ensure timely setting of objectives.
• Provide managers with performance appraisal forms and explain the performance evaluation process (including employee self-appraisal and performance sessions) to ensure internal equity.
• Collaborate with managers to conduct training needs assessments and ensure alignment with performance standards.
• Follow up with external training vendors and consultants to design and deliver specialized training programs or workshops.
• Develop the training calendar based on employee development needs.
• Coordinate logistics, resources, and scheduling for training sessions, ensuring smooth execution with vendors.
• Support the implementation of the succession planning framework, documenting key positions, candidates, and drafting succession plans.
• Prepare and distribute satisfaction and employee experience surveys, analyze results, and provide recommendations to the Direct Manager. This includes exit interviews, onboarding feedback, and employee engagement surveys.
• Perform ad-hoc and other duties as assigned by the Direct Manager.