Key Responsibilities:
Scope of HCM Business Domains
- Core HR & Workforce Structures; Talent (Goals/Performance/Talent Review/Succession); ORC; Absence; Time & Labor/OTL; Compensation & Benefits; Payroll interface governance; HR Help Desk/Service Delivery. (Security provisioning, integrations, and technical build remain with IT/partners.)
Policies, Processes & Procedures
- Maintain traceability Policy, Process, Fusion design, Controls; ensure alignment with Delegations of Authority and the HR service-delivery model (HRBPs, COEs, Shared Services).
- Author/maintain HR SOPs and Work Instructions for system-enabled processes.
- Ensure compliance with Saudi labour law and PDPL/data-privacy requirements; define control points and audit trails.
Business Requirements & System Implementation
- Lead discovery, process design, BRDs/user stories, and acceptance criteria; prioritize the product backlog by business value/risk.
- Own UAT strategy and business sign-off for projects and quarterly releases; decide adopt/defer and go/no-go from a business lens.
- Validate SI/AMS functional designs; enforce seeded first and minimize customizations.
Database Management
- Define data ownership, critical fields, quality thresholds, and retention rules (PDPL/GDPR aligned).
- Oversee data loads/mass updates from a business-control perspective, coordinate with IT for execution.
- Schedule periodic data audits and corrective actions; steward SOD and access governance with IT.
Dashboard Reporting & Analytics
- Designs and maintains performance dashboards reflecting key metrics such as turnover, headcount and employee performance.
- Generates dynamic reports customized for management and various stakeholders to support decision-making.
HRIS Operations Oversight
- Supervises routine HRIS operations, troubleshooting issues and ensuring optimal system functionality.
- Provides system guidance and support to HR staff and end users for smooth operation and data access.
Strategic Systems Alignment
- Converts business and HR objectives into system configurations and functional specifications.
- Aligns HR workflows and system capabilities to enhance organizational efficiency and responsiveness
IT Collaboration & Continuous Improvement
- Works alongside IT staff to assess current systems and identify improvement opportunities.
- Implements upgrades and customizations that refine user experience and support evolving business needs.
Trend Monitoring & Innovation
- Review Oracle quarterly update notes and roadmap; qualify new features for business value.
- Benchmark leading practices in GCC construction/industrial contexts and propose adoption plans
- Pilot innovations (guided journeys, digital assistants, knowledge management) with measurable outcomes.
Miscellaneous Duties
- Prepare executive materials (steerco packs, release impact briefs).
- Support policy revisions, audits, and regulatory inquiries.
- Perform other role-related responsibilities reasonably assigned by HCM leadership.
Qualification
- Bachelor's Degree in Human Resources, Management Information Systems or related field.
- 710 years total in HRIS/HR Operations, including 4+ years focused on Oracle Fusion HCM (Cloud) as a functional consultant/product owner across multiple modules.
- Oracle HCM Cloud Implementation Specialist certification(s) in relevant modules.
- Change management or project delivery credentials are a plus.
- Excellent English and Arabic is an advantage.
