Responsible for administration, analysis, compliance, reporting, and continuous improvement of workforce timekeeping operations using UKG Time & Attendance and Oracle Fusion HCM/Payroll.
Responsibilities
Serve as primary administrator and subject matter expert for UKG Time & Attendance platform
Maintain timekeeping configurations
Monitor daily timekeeping activities
Audit and reconcile employee time records
Troubleshoot and resolve timekeeping, scheduling, accrual, and payroll interface issues
Requirements
Bachelor's degree in Accounting, Finance, Human Resources, Business Administration, Information Systems, or a related field
Nice to have: Oracle Fusion HCM or Payroll certification
Nice to have: UKG Workforce Management certification
Nice to have: experience supporting payroll and workforce management system implementations
Nice to have: experience in healthcare, large employer, or complex multi-state environments
Lead the development and delivery of the people strategy for the KSA business, overseeing full HR activities and ensuring compliance with Saudi laws and company policies.
Responsibilities
Translate business plans into workforce and capability plans
Advise leaders on workforce cost, productivity, mobilization, organization design, succession and people-related risks
Use workforce and financial data to support business decisions
Align local workforce plans with Group strategy
Set and lead nationalization strategy integrating Saudization and Nitaqat requirements
Requirements
Bachelor’s degree in Human Resource Management, Organizational Development, Business Administration, or a related discipline
Lead the Credit Union’s core people infrastructure, including talent operations, total rewards, benefits, employee and labor relations, HR systems, policy, and workforce analytics.
Responsibilities
Lead talent acquisition operations, performance management administration, job architecture, and consistent employee experience from hiring through departure practices.
Provide accurate staffing, turnover, and workforce data to support workforce and succession planning led by executive leadership.
Own HR policy, job architecture, employee experience from hiring through departure standards, and HR practices that support consistency and organizational needs.
Partner with Learning & Development to provide relevant employee and performance data that informs development plans and learning pathways.
Lead compensation philosophy, salary structures, market benchmarking, incentives, pay administration, and annual compensation planning.
Requirements
Bachelor’s degree in human resources, Business Administration, Organizational Development, or a related field required
Lead the operational excellence agenda of the People & Culture Corporate function, ensuring efficient and strategic execution of P&C operations globally.
Responsibilities
Lead and oversee the operational areas of the P&C Corporate function
Partner with P&C Strategy & Business Partners to translate strategic priorities into robust, scalable, high-quality operational execution
Drive operational excellence across Talent Acquisition, Compensation & Benefits, Learning and Development, People Administration, and Soft Services through process simplification, standardization, automation, and digital enablement
Ensure effective, accurate, and consistent People Administration services and policy implementation across geographies
Design, implement, and continuously evolve the operational frameworks and processes for GPS, TRSP, and other performance, talent, and development processes
The Data Analyst supports the HR organisation and business leaders with data-driven insights into employees, organisational development, talent, skills, employee experience and workforce planning.
Compensation
thirteenth-month salary and holiday pay, collective bonus and individual bonus (aligned with your performance)
Responsibilities
Develop a deep understanding of HR processes, workforce dynamics and our business challenges.
Ask critical questions and challenge assumptions to arrive at the right analyses and insights.
Collect, analyse, validate and transform data from various HR and business systems.
Identify patterns, trends and risks across areas such as workforce planning, talent management, skills, employee experience, employee turnover and organisational development.
Build and maintain dashboards, frameworks and reports that support HR and business leaders in their decision-making.
Requirements
master’s degree in a quantitative field, such as Business Engineering, Applied Economics, Data Science, Business Administration or Statistics
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