HR Supervisor

• Translate the HR plan into clear tasks, schedules, and responsibilities, and follow up on daily execution. - Review manpower requests and job descriptions, and manage recruitment agencies, sourcing, screening, interviews, and offers. - Supervise employment contracts, onboarding, orientation programs, probation periods, and ensure completion of employee documents. - Maintain employee files, HR system data, access permissions, and document expiry alerts. - Review attendance, leaves, absences, lateness, overtime, and close monthly payroll variables on time. - Review payroll inputs and approved changes, and coordinate with the Payroll Accountant before submitting payroll to management. - Organize performance appraisal cycles, probation evaluations, performance improvement plans, and follow up with managers and employees. - Identify training needs and follow up on training implementation and impact in coordination with managers. - Supervise employee requests, letters, medical insurance, loans, and allowances according to approved authorities. - Review employee complaints, classify cases, complete case files and documents, escalate sensitive cases to the HR Manager, and follow up until closure and documentation. - Supervise resignations, contract terminations, clearance processes, settlements, and exit interviews. - Review each Saudi government transaction package and ensure decisions, documents, and data are complete before referring it to the Administrative Affairs Manager. - Manage the tracking register for Qiwa, GOSI, Mudad, and Muqeem transactions, and follow up with the Administrative Affairs Manager until proof of closure is received. - Update the approved HR system and employee files after receiving proof of execution, and reconcile data with platform outputs. - Follow up on Egyptian platforms and compliance requirements through approved local authorities for Halfa Solutions. - Prepare monthly reports on manpower, recruitment, turnover, leaves, payroll, risks, and service indicators. - Distribute, review, and train the HR Specialist’s work, and follow up on the Payroll Accountant’s performance during the transition phase. - Differentiate between the requirements of each country and company, and avoid applying a unified procedure if it conflicts with local law or contract terms. - Stop any undocumented or non-compliant transaction and escalate it to the HR Manager. - Ensure no financial, job-related, or payroll change is processed without approved supporting documents. - Ensure no direct access, credentials, or verification codes are granted for Saudi government platforms.

Requirements - 5–7 years of experience in Human Resources. - Practical experience in a Saudi company or a group providing HR services to Saudi companies. - Direct experience in personnel affairs, recruitment, payroll, probation period management, performance management, and employee relations. - Practical knowledge of Saudi Labor Law, Egyptian Labor Law, and relevant social insurance regulations. - Practical understanding of Qiwa, GOSI, Mudad, and Muqeem requirements and workflows, with the ability to prepare transactions and review outputs without direct access being required. - Experience using an HR system or ERP system for data management and workflows.