Job Description

Saudi Aramco seeks experienced degreed professionals who are interested in contributing to its world-class operations while enjoying the rewards of living and working in Saudi Arabia. Approximately five to ten years of experience is generally required, and engineering, scientific and technical roles are in demand. In addition to oil and gas professions, Saudi Aramco looks for professionals in education, medical, finance, and other areas.

For students and recent graduates interested in a future career with Saudi Aramco, you’ll first need five to ten years of work experience. It is helpful if your work experience is directly applicable to the position for which you are applying. Innovation is especially appreciated at Saudi Aramco, and thesis work that furthers the industry’s knowledge of oil and gas exploration and production is of interest. Active participation in relevant professional associations is also recognized.

Job Title	Human Resources Analyst I- Unconventionals
Position Description	Perform activities required to support and complete all the essential administrative work required to deliver the HR Targets set for Human Capital Management for the Business Line. Serves as an advisor to the assigned Business Line by providing HR reviews and Analytics in areas of performance and talent management related to employee recruitment, development, performance differentiation, selection and retention. Assist HR Professionals in the execution of these activities. Will be assigned one or more of the following: Talent Management, Performance Management, Employee Development, Recruitment, Selection and Retention. In all areas, incumbent provides policy interpretation, initiate associated communication, conduct analysis and studies, review HR process/systems and provide other advisory serves to management and other HR organizations. Good knowledge relevant to specialty is imperative. Responsibilities include participating in the preparation, administration, and coordination of employee development actions, administering the performance management cycle by as per policy, counseling employees and supervisors on the review process, performing accuracy checks on the data and provide the relevant rapports.
Minimum Requirements	a. Education: Bachelor of Science degree in Human Resources, Organizational Psychology, Business Administration or Economics. b. Ten years of progressive HR experience in areas such as Performance and talent management, organizational design, leadership development, facilitation, or training. Two years of supervisory experience. c. Must be able to express ideas and thoughts orally and in written English. Can develop, logical and clearly defined reports in English. d. Computer literate with good experience in data management, statistics and report generation. e. In some assignments the incumbent must have a strong systems orientation and general knowledge of computer technology and statistics. f. Results driven with the ability to develop metrics that will measure success in implementing HR initiatives. g. Multisite responsibilities. h. Three years of supervisory experience, including three years of supervising leaders. i. Demonstrated experience in HR project management. j. Two years of experience with budgetary responsibilities at a business unit level. k. SPHR/GPHR certification. l. Change management exposure.
Duties & Responsibilities	HR Strategic Planning Facilitate the cascading of Business Line and Admin Area strategies/KPIs into HR strategies and KPIs. Design and develop specific HR programs and initiatives aligned with the organization strategy. Identify key internal and external stakeholders and build shared vision in support of HR strategies. Provide consultation and professional advice for implementation of HR programs. Assess the effectiveness of HR strategies and provide feedback and recommendations to management. Organization Effectiveness and Analytics Ensure appropriate organizational models, career ladders and updated job descriptions are in place and reflect the organization’s current mission and business objectives. Develop and monitor metrics, which measure organizational effectiveness. Conduct engagement surveys and other health checks to assess the effectiveness of the HR strategy. Engage in change management initiatives, team building exercises and support efforts to integrate and align staff to the organizational mission. Recruitment Planning Ensure staffing plans are developed that reflect the talent needs of the business and which translate job requirements into specific recruitment strategies. Participate in the sourcing and interviewing of candidates for open positions. Make recommendations for new hire selection and offer packages. Conduct onboarding programs for all new hires. Talent Management and Succession Planning Facilitate talent review processes and the bench strength analyses of talent in the organization. Review employee assessment instruments and assist leaders in the interpretation and conversion of results into development and career plans. Oversee and administer succession planning and leadership selection processes. Collaborate with stakeholders to release talent across business lines to meet developmental and organizational goals. Performance Management and Recognition Programs Plan and facilitate the annual performance management process ensuring all staff has completed performance reviews. Review performance rating outcomes, Superior Performer candidate packages and compensation awards prior to management’s final review. Audit the quality of approved Individual Development Plans (IDP) to ensure targeted development goals are met. Monitor organization performance in achieving human capital development targets. HR Communication Conduct internal communication programs supporting and marketing HR strategies, initiatives, policy guidance and key process information to management and staff via in-person discussions, written notification, bulletin boards and internal website media. Communicate organizational survey results and action plans to address areas of concern and impact on staff. Participate in HR Communities of Practice and knowledge sharing initiatives.
About Us	Saudi Aramco’s Exploration & Producing (E&P) business line oversees the world’s largest reserves of conventional crude oil, and the fourth-largest reserves of natural gas. The Company’s reserves portfolio include Ghawar, the world’s largest onshore oil field, and Safaniya, the largest offshore field. Company geologists are actively seeking additional reserves in many areas of the Kingdom, offshore in the Gulf and the Red Sea and onshore in the deserts and mountains. Petroleum engineers and earth scientists in E&P work with cutting-edge technology to manage and produce these reserves, including 3D visualization, reservoir simulation and remote geosteering of multilateral wells. The Company’s Exploration and Petroleum Engineering Center, or EXPEC, is home to one of the industry’s most powerful computer centers. Research and development into subsurface upstream technology is conducted at the EXPEC Advanced Research Center. For more than two decades in a row, Saudi Aramco has been ranked the No. 1 oil company in the world by Petroleum Intelligence Weekly, a testament to the dedication and professionalism of the men and women of Exploration & Producing.
Req Number	2016 - 70061278

How to Apply

Recruitment Process

Aramco Services Company (ASC) is pleased to provide support for candidates from North and South America interested in careers working for Saudi Aramco in Saudi Arabia. After a candidate submits an online resume for a posted job opening, the resume is reviewed by a recruiter at ASC. If a candidate possesses the required qualifications, the resume is transmitted to the Saudi Aramco hiring organization. In general, the following recruitment process can be expected: Application If a candidate appears to be qualified on the basis of his or her resume, the Saudi Aramco hiring organization will request that the candidate complete an Application for Employment. Saudi Aramco selects the candidates to interview and requests ASC to coordinate scheduling. Interviews may be conducted at ASC offices, via video conferencing, or at recruiting events worldwide. Orientation Because changing jobs is a major decision for most families, both candidates and spouses are required to attend an orientation program, which addresses topics such as lifestyle, housing, schools, and other valuable information about working for Saudi Aramco and living in Saudi Arabia. If your orientation is in Houston, ASC provides the candidate and spouse with advanced roundtrip airfare and hotel reservations. Meals and certain miscellaneous expenses are covered in lump sum at the time of interview to assure that a candidate's out-of-pocket expense is minimal. Offer Upon Saudi Aramco's authorization, ASC will extend a written, conditional offer of employment. This offer specifies the conditions that must be met by the candidate for employment to take place and outlines the compensation package being offered. Conditions of Employment The conditions that must be satisfied for employment to commence include: undergoing a medical examination and background investigation, obtaining confirmation from Saudi Aramco that housing is available, the dependent children must be accepted to Saudi Aramco Expatriate Schools (SAES), as applicable, and the candidate must be able to secure a visa to work and reside in Saudi Arabia from the Saudi Arabian government. There may be other special conditions for specific jobs, such as aircraft pilots. Relocation Processing After offer acceptance, the candidate is assigned a Relocation Advisor to assist in meeting processing requirements. During this period, the candidate must clear the conditions of employment. Your advisor will give you instructions on shipping your personal effects to Saudi Arabia and will advise on when you can give notice to your current employer. Will we contact you within 3 weeks upon your application.

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