Sr. Human Capital & Admin Specialist

Quant Data and Analytics

Job Responsibilities:

• Assist in HC operations, including onboarding, offboarding processes.
• Manage employee records, ensuring accuracy and confidentiality.
• Coordinate benefits administration and support employee inquiries.
• Collaborate with the HC team to execute HC initiatives and projects, including payroll management.
• Process and manage payroll for employees, ensuring timeliness and accuracy.
• Assist with HRIS and ATS systems, data entry, and reporting.
• Support HC compliance by ensuring that policies and procedures are followed.
• Contribute to maintaining a positive employee experience by addressing HC-related inquiries and concerns.
• Collaborate with the HC team on process improvements and streamlining HC operations.
• Help organize HC-related events, training, and activities.
• Stay updated on HC trends and best practices, especially related to payroll and benefits administration.

Requirements

Education and Experience Requirements:

Bachelor's degree in Human Resources, Organizational Development, Education, or a related field; relevant HC certifications preferred (CIPD, SHRM, etc...)

Proven experience in HC operations.

Preferred Personal Qualities:

• Strong organizational skills, capable of managing HC tasks efficiently.
• Attention to detail with a focus on accuracy in HC records, data, and payroll.
• Effective communication skills, both written and verbal.
• Proficiency in English and Arabic.

Skills Required:

• Knowledge of HC operations, including onboarding, offboarding, benefits administration, payroll, and record-keeping.
• Proficiency in HC software and tools, such as HRIS and ATS systems.
• Ability to maintain HC records, data, and payroll accurately and confidentially.
• Familiarity with HC policies and procedures.
• Strong problem-solving skills in HC-related tasks.

Benefits

Company Sponsored Incentives:

The People Ops Specialist could be eligible to be considered for numerous incentive mechanisms, being:

1. The Career Development Plan, where the Company supports the employee’s growth by covering the expenses tied to gaining certificates that are pre-approved in accordance with the employee’s career development plan.
2. The Profit Incentive Plan, comprised of a bonus payment pool based on the Company’s generated revenue.
3. The Milestone Incentive Plan, awarded based on achievements relevant to enhancing the functions within your department or achieving a key Company goal. All of which will be awarded based on certain subjective criteria established by the Company’s management.
4. Commission Plan, awarded based on certain subjective criteria further clarified in the commission policy set by the Company’s management.
5. Employee Wellness, part of the company’s culture is to promote wellness, best represented in the subsidies provided, such as healthy meal subscriptions, and discounts in numerous wellness and entertainment outlets.

Medical Insurance Plan

The Company provides a medical insurance plan as per Company policy. The current adopted medical insurance plan is provided by Bupa Medical Insurance, with the typical medical insurance plan being Premium 2.1. Further information regarding the policy may be provided upon request and provided policies may change according to vendoru2019s change in their policy plan structures.

Leaves & Holidays Policy as per Saudi Labor laws, some of which being:

Annual Leave: 22 business days of paid Annual Leave per contract year.

Holidays: paid Holidays inclusive of Eid Al Fitr, Eid Al Adha, Saudi National Day and Saudi Founding Day.

Compassionate Leave: Paid Compassionate Leave of seven 7 calendar days, in the event of death of employee’s parent, spouse, or child.

Sick Leave: Properly documented sick leave with full pay for up to 30 calendar days; and an additional 60 calendar days at 75% of salary, during each year of service.

Employee Allowances

As an employee of the Company, you will be eligible to participate in multiple Company-sponsored benefits and allowances, including:

Housing Allowance

Employees who do not receive housing by the Company receive a Housing Allowance of 25% of the employee's basic salary.

Transportation Allowance

Employees who do not receive transportation means by the Company receive a Transportation Allowance of 15% of the employee's basic salary.

Communication Allowance

Employees who do not receive communication means by the Company receive a Communication Allowance of 10% of the employee's basic salary.