HUMAN RESOURCES GENERALIST

Supports human resources activities within a site, organizational unit, or department.

Responsible for the deployment and effectiveness of a broad range of defined Human Resources processes within the business or functional organization.

Partners with managers and employees to resolve issues and concerns.

1-2 years of experience in Human Resources Bachelor's Degree in Business Administration, HR etc. Knowledge of KSA Labor Law is preferred MS.Office Skills English/Arabic Speaker Key Responsibilities: Compiles and analyzes human resources process metrics, analyzes results and recommends improvements. Assists in resolution of conflicts and provides coaching and counseling on employment matters; conducts and documents investigations. Participates in performance management activities including employee development planning. Provides staffing and recruiting support; conducts work force data analysis. Facilitates compensation process and benefits administration by partnering with shared services and corporate human resources; develops and implements workforce compensation recommendations. Assists in managing administration of and adherence to human resources policies and procedures; advises on compliance with key legislative requirements. Coordinates training needs assessment and participates in training activities and special projects. Creates employment contracts as required by local law or practice. Ensures accuracy and completeness of workforce information in human resource information systems. Qualifications and Competencies: Competencies: Candidate Assessment and Selection - Defines qualification requirements and selection criteria for open positions using Cummins tools; employs objective selection processes that meet compliance requirements; assesses, evaluates and selects candidates against pre-determined job specific and Cummins common criteria; communicates openly with candidate and stakeholders to ensure timely hiring outcomes. Facilitation - Guides group discussions or training by creating an active environment where questions are posed, perspectives are shared, and debates occur with the goal of gaining understanding, analyzing issues, resolving conflict, exploring solutions, or making decisions. Human Resources Data Management - Acts on people data to ensure completeness, accuracy and compliance with company policy and legislative requirements. Employee Relations - Builds constructive relationships with employees and other stakeholders; reinforces consistent application of Cummins standards applies knowledge of employment and labor law; effectively manages conflict; builds and maintains a collaborative, productive work environment through information sharing and consultation. Conducting An Investigation - Utilizes interpersonal skills, sound judgment and investigation tools/process to resolve reported violations of Cummins standards in a way that promotes our values and ethical principles; conducts effective interviews, and analyzes information; clearly articulates findings and recommendations verbally and in writing. Compensation and Benefits Administration - Translates Cummins plan design, statutory and tax requirements in the communication and delivery of compensation and benefit programs. Data Analytics - Interprets information relying on knowledge of business or functional frameworks, and leverages analytical problem-solving tools to draw conclusions and communicate meaningful patterns that drive business insights; assesses quality of data as an initial step of the analysis. Human Resources Consulting - Collaborates with business leaders in applying business and Human Resources functional knowledge to interpret the business environment, identifies and prioritizes current and future problems requiring solutions; structures clear problem statements, breaking down issues into smaller, meaningful and manageable components that when addressed, provide a holistic solution. Human Resources Business Process Execution - Manages the execution of Human Resources business processes, seeking efficiency, accuracy, positive business performance outcomes and operational agility; integrates activities across processes as needed; assures compliance with process and legal requirements; effectively balances process requirements and business leader needs. Communicates effectively - Developing and delivering multi-mode communications that convey a clear understanding of the unique needs of different audiences. Courage - Stepping up to address difficult issues, saying what needs to be said. Decision quality - Making good and timely decisions that keep the organization moving forward. Plans and aligns - Planning and prioritizing work to meet commitments aligned with organizational goals. Demonstrates self-awareness - Using a combination of feedback and reflection to gain productive insight into personal strengths and weaknesses.