Skill Inventory Matrix
Enabler for Internal Mobility Program
Records
| ID | Sector | Division | Department | Unit | Technical Skills |
|---|---|---|---|---|---|
| 669 | Human Resources | Knowledge of HR policy governance, regulatory compliance, and application of Saudi labor laws. | |||
| 670 | Human Resources | Knowledge of organizational development, change management principles, and cultural transformation frameworks to support strategic shifts. | |||
| 671 | Human Resources | Knowledge of workforce planning methodologies and application of HR analytics. | |||
| 672 | Human Resources | Knowledge of performance management frameworks, KPI alignment, and outcome-based appraisal systems. | |||
| 673 | Human Resources | Ability to lead end-to-end L&D programs, including needs assessment, content design, delivery, and impact evaluation. | |||
| 674 | Human Resources | Ability to align HR strategy with business objectives and drive enterprise-wide digital HR transformation initiatives. | |||
| 675 | Human Resources | Ability to develop and implement talent strategies, succession plans, and leadership development programs. | |||
| 676 | Human Resources | Ability to design and manage total rewards strategies, compensation structures, job evaluation systems, and market benchmarking processes. | |||
| 677 | Human Resources | OD & Talent Management | Knowledge of techniques for identifying critical roles, mapping organizational talent, and assessing workforce risks. | ||
| 678 | Human Resources | OD & Talent Management | Knowledge of strategic workforce planning, manpower forecasting, and workload analysis methodologies. | ||
| 679 | Human Resources | OD & Talent Management | Knowledge of HR benchmarking, market trend analysis, and best practice research to guide organizational design and talent initiatives. | ||
| 680 | Human Resources | OD & Talent Management | Knowledge of job analysis, job evaluation frameworks, and grading methodologies. | ||
| 681 | Human Resources | OD & Talent Management | Ability to design and implement career development frameworks, HiPo assessments, and structured talent review processes. | ||
| 682 | Human Resources | OD & Talent Management | Ability to develop and execute succession planning strategies, including leadership pipelines and talent pool management. | ||
| 683 | Human Resources | OD & Talent Management | Ability to use MS Office Suite, particularly Excel, Visio and PowerPoint. | ||
| 684 | Human Resources | OD & Talent Management | Organization Development | Knowledge of leadership programs, succession plans, and structured career progression frameworks. | |
| 685 | Human Resources | OD & Talent Management | Organization Development | Knowledge of developing dashboards, KPIs, and reports to monitor effectiveness of OD and talent initiatives. | |
| 686 | Human Resources | OD & Talent Management | Organization Development | Ability to design change frameworks, transformation initiatives, and culture-building programs. | |
| 687 | Human Resources | OD & Talent Management | Organization Development | Ability to develop job families, job descriptions, and run job evaluation processes. | |
| 688 | Human Resources | OD & Talent Management | Organization Development | Ability to design and apply functional and leadership competency models. | |
| 689 | Human Resources | OD & Talent Management | Organization Development | Ability to identify capability gaps, forecasting future skill needs, and integrating workforce analytics. | |
| 690 | Human Resources | OD & Talent Management | Talent Management | Knowledge of talent management frameworks and strategies aligned with organizational goals and workforce planning needs. | |
| 691 | Human Resources | OD & Talent Management | Talent Management | Knowledge of succession planning processes and the identification of critical positions for future leadership pipelines. | |
| 692 | Human Resources | OD & Talent Management | Talent Management | Knowledge of competency framework development and integration into HR processes such as performance, learning, and recruitment. | |
| 693 | Human Resources | OD & Talent Management | Talent Management | Ability to conduct HR benchmarking and research best practices to support continuous improvement of talent initiatives. | |
| 694 | Human Resources | OD & Talent Management | Talent Management | Ability to utilize MS Office Suite (Word, Excel, PowerPoint) for data analysis, reporting, and presentation of talent strategies. | |
| 695 | Human Resources | OD & Talent Management | Talent Management | Ability to design and implement career management programs and tools that support employee growth and internal mobility. | |
| 696 | Human Resources | OD & Talent Management | Talent Management | Ability to develop and execute talent assessment methodologies to evaluate potential, performance, and readiness. | |
| 697 | Human Resources | OD & Talent Management | Talent Management | Ability to build and maintain talent pools using structured talent mapping approaches across business functions. | |
| 698 | Human Resources | OD & Talent Management | Workforce Planning | Knowledge of legal and regulatory frameworks affecting recruitment, headcount planning, and workforce deployment. | |
| 699 | Human Resources | OD & Talent Management | Workforce Planning | Knowledge of workforce planning modules and systems. | |
| 700 | Human Resources | OD & Talent Management | Workforce Planning | Ability to assess current staffing levels and forecast future hiring needs. | |
| 701 | Human Resources | OD & Talent Management | Workforce Planning | Ability to develop annual manpower budgets. | |
| 702 | Human Resources | OD & Talent Management | Workforce Planning | Ability to compile, analyze, and present workforce data. | |
| 703 | Human Resources | OD & Talent Management | Workforce Planning | Ability to create reports and presentations in MS Office and MS Excel. | |
| 704 | Human Resources | Performance & Rewards | Knowledge of performance management frameworks, including continuous feedback systems, mid-year reviews, and year-end evaluations. | ||
| 705 | Human Resources | Performance & Rewards | Knowledge of total rewards design including base pay, variable pay, allowances, bonuses and recognition programs that support talent attraction & retention strategies. | ||
| 706 | Human Resources | Performance & Rewards | Knowledge of job evaluation systems and grading methodologies aligned with organizational levels and job architecture. | ||
| 707 | Human Resources | Performance & Rewards | Knowledge of HRMS platforms (e.g., Oracle Fusion) for managing compensation cycles, performance data, and reporting. | ||
| 708 | Human Resources | Performance & Rewards | Ability to design and implement goal-setting and KPI frameworks. | ||
| 709 | Human Resources | Performance & Rewards | Ability to analyze compensation, performance, and workforce data using MS Excel. | ||
| 710 | Human Resources | Performance & Rewards | Ability to develop and maintain compensation structures and benefit schemes compliant with regulatory and internal equity principles. | ||
| 711 | Human Resources | Performance & Rewards | Total Rewards | Knowledge of compensation and benefits structuring, including base pay design, allowances, and total rewards. | |
| 712 | Human Resources | Performance & Rewards | Total Rewards | Knowledge of job analysis and job evaluation methodologies (e.g., KFHay, Mercer). | |
| 713 | Human Resources | Performance & Rewards | Total Rewards | Knowledge of Oracle Fusion. | |
| 714 | Human Resources | Performance & Rewards | Total Rewards | Ability to utilize advanced MS Excel for data analytics. | |
| 715 | Human Resources | Performance & Rewards | Total Rewards | Knowledge of benchmarking and salary survey platforms (e.g., KFHay, Mercer, WTW, Aon). | |
| 716 | Human Resources | Performance & Rewards | Total Rewards | Knowledge of goal-setting frameworks, balanced scorecards, and performance monitoring systems. | |
| 717 | Human Resources | Performance & Rewards | Total Rewards | Ability to design and implement incentive and bonus plans, including short-term (STI) and long-term incentive (LTI) schemes linked to individual and organizational performance. | |
| 718 | Human Resources | Performance & Rewards | Total Rewards | Ability to link performance outcomes to rewards decisions through structured KPIs and goal-tracking. | |
| 719 | Human Resources | Performance & Rewards | Performance Management | Knowledge in designing key performance indicators aligned with organizational strategy. | |
| 720 | Human Resources | Performance & Rewards | Performance Management | Knowledge of mid-year and year-end evaluation processes. | |
| 721 | Human Resources | Performance & Rewards | Performance Management | Ability to analyze performance data, generate insightful dashboards, trends and reports for leadership. | |
| 722 | Human Resources | Performance & Rewards | Performance Management | Ability to make MS Excel (compensation modeling, trend analysis, reporting dashboards). | |
| 723 | Human Resources | Performance & Rewards | Performance Management | Ability to configure, manage, and optimize digital platforms for goal setting, performance reviews, evaluation workflows, and system reporting. | |
| 724 | Human Resources | Talent Acquisition | Knowledge of sourcing, screening, assessing, and onboarding talent using structured frameworks. | ||
| 725 | Human Resources | Talent Acquisition | Knowledge of psychometric testing, structured interviews, and evaluation rubrics. | ||
| 726 | Human Resources | Talent Acquisition | Knowledge of payroll, time tracking, leave management, and performance monitoring systems | ||
| 727 | Human Resources | Talent Acquisition | Knowledge of labor laws and SAMA regulations related to recruitment and outsourced employment. | ||
| 728 | Human Resources | Talent Acquisition | Knowledge of MHRSD and Qiwa regulations and systems. | ||
| 729 | Human Resources | Talent Acquisition | Ability to utilize MS Excel for data analysis & dashboards | ||
| 730 | Human Resources | Talent Acquisition | Ability to use ATS tools to manage candidate pipelines and hiring workflows. | ||
| 731 | Human Resources | Talent Acquisition | Recruitment & Selection | Knowledge of end-to-end recruitment strategies including sourcing, screening, shortlisting, onboarding, and outsourced workforce management. | |
| 732 | Human Resources | Talent Acquisition | Recruitment & Selection | Knowledge of recruitment analytics and performance metrics (e.g., time-to-fill, offer acceptance rates, quality of hire). | |
| 733 | Human Resources | Talent Acquisition | Recruitment & Selection | Knowledge of job market benchmarking and compensation alignment using salary surveys and internal equity frameworks to ensure competitive offers. | |
| 734 | Human Resources | Talent Acquisition | Recruitment & Selection | Knowledge of MHRSD and Qiwa regulations and systems. | |
| 735 | Human Resources | Talent Acquisition | Recruitment & Selection | Ability to utilize MS Excel for data analysis & dashboards. | |
| 736 | Human Resources | Talent Acquisition | Recruitment & Selection | Ability to manage candidate engagement and CRM platforms, ensuring timely communication, pipeline tracking, and a seamless onboarding experience. | |
| 737 | Human Resources | Talent Acquisition | Recruitment & Selection | Ability to manage ATS and onboarding systems such as Oracle Recruiting Cloud and SAP SuccessFactors for process automation and compliance. | |
| 738 | Human Resources | Talent Acquisition | Recruitment & Selection | Ability to utilize market-leading tools such as LinkedIn Recruiter, HireVue, Modern Hire, and regional job boards (Bayt, Naukrigulf, MonsterGulf) for targeted sourcing. | |
| 739 | Human Resources | Talent Acquisition | Hiring & Onboarding | Knowledge of the full hiring lifecycle, including offer structuring, background checks, onboarding documentation, and regulatory compliance. | |
| 740 | Human Resources | Talent Acquisition | Hiring & Onboarding | Knowledge of labor law, SAMA guidelines, and internal policy frameworks governing hiring and onboarding practices. | |
| 741 | Human Resources | Talent Acquisition | Hiring & Onboarding | Knowledge of vendor coordination for relocation, documentation, and pre-employment verification services. | |
| 742 | Human Resources | Talent Acquisition | Hiring & Onboarding | Knowledge of employer branding and candidate experience strategies. | |
| 743 | Human Resources | Talent Acquisition | Hiring & Onboarding | Ability to coach onboarding teams on compliance, systems usage, and service delivery best practices. | |
| 744 | Human Resources | Talent Acquisition | Hiring & Onboarding | Ability to manage digital-first onboarding journeys tailored to role-specific and departmental requirements in collaboration with stakeholders. | |
| 745 | Human Resources | Talent Acquisition | Hiring & Onboarding | Ability to develop and maintain onboarding SOPs, induction programs, and audit-ready documentation in alignment with HR Operations. | |
| 746 | Human Resources | Talent Acquisition | Outsource Services Management | Knowledge of third-party contracts, service-level agreements (SLAs), and performance compliance. | |
| 747 | Human Resources | Talent Acquisition | Outsource Services Management | Knowledge of legal and regulatory requirements governing outsourced employees. | |
| 748 | Human Resources | Talent Acquisition | Outsource Services Management | Knowledge of Indeed / Bayt / Naukrigulf / MonsterGulf for regional sourcing and job postings. | |
| 749 | Human Resources | Talent Acquisition | Outsource Services Management | Ability to maintain accurate outsourced employee records, contracts, and compliance logs. | |
| 750 | Human Resources | Talent Acquisition | Outsource Services Management | Ability in generating reports, dashboards, and data-driven insights to track vendor and employee performance. | |
| 751 | Human Resources | Talent Acquisition | Outsource Services Management | Ability to use MS Excel and MS Office | |
| 752 | Human Resources | Talent Acquisition | Outsource Services Management | Ability to design and execute scalable outsourcing models aligned with organizational goals. | |
| 753 | Human Resources | Talent & Leadership Development | Knowledge of digital learning platforms (e.g., LMS, LXP, Udemy, Coursera), and integration strategies. | ||
| 754 | Human Resources | Talent & Leadership Development | Knowledge of career development frameworks, HiPo identification models, and succession planning metrics. | ||
| 755 | Human Resources | Talent & Leadership Development | Ability to design, implement, and manage leadership academies, talent labs, and structured learning pathways for different leadership levels. | ||
| 756 | Human Resources | Talent & Leadership Development | Ability to conduct training needs analysis, assess skill gaps, and translate findings into targeted learning interventions. | ||
| 757 | Human Resources | Talent & Leadership Development | Ability to manage partnerships with academic institutions, external coaches, and content providers to co-deliver strategic development programs. | ||
| 758 | Human Resources | Talent & Leadership Development | Ability to embed learning and development into the employee lifecycle including onboarding, performance management, and internal mobility. | ||
| 759 | Human Resources | Talent & Leadership Development | Learning & Development | Knowledge of learning and leadership development strategies. | |
| 760 | Human Resources | Talent & Leadership Development | Learning & Development | Knowledge of e-learning tools, digital training platforms, and blended learning methodologies. | |
| 761 | Human Resources | Talent & Leadership Development | Learning & Development | Knowledge of competency-based learning frameworks and the use of leadership evaluation tools such as 360-degree feedback and psychometric assessments. | |
| 762 | Human Resources | Talent & Leadership Development | Learning & Development | Ability to assess development needs and translate them into structured learning journeys. | |
| 763 | Human Resources | Talent & Leadership Development | Learning & Development | Ability to manage external learning vendors, content partners, and digital platforms to ensure cost-effective and high-quality program delivery. | |
| 764 | Human Resources | Talent & Leadership Development | Learning & Development | Ability to design, implement, and manage enterprise-wide learning management systems (LMS). | |
| 765 | Human Resources | Talent & Leadership Development | Learning & Development | Ability to use MS Excel to track training impact, analyze learning effectiveness, and report performance metrics. | |
| 766 | Human Resources | Talent & Leadership Development | Leadership Development | Knowledge of leadership competency frameworks and development planning aligned with business strategy. | |
| 767 | Human Resources | Talent & Leadership Development | Leadership Development | Knowledge of executive coaching, mentoring, and talent lab design methodologies. | |
| 768 | Human Resources | Talent & Leadership Development | Leadership Development | Knowledge of Diversity, Equity, and Inclusion (DEI) principles in leadership development programs. | |
| 769 | Human Resources | Talent & Leadership Development | Leadership Development | Ability to design and execute scalable leadership academies and experiential learning programs. | |
| 770 | Human Resources | Talent & Leadership Development | Leadership Development | Ability to use competency assessment tools for leadership evaluation. | |
| 771 | Human Resources | Talent & Leadership Development | Leadership Development | Ability to manage partnerships with academic institutions, guest faculty, and peer learning facilitators. | |
| 772 | Human Resources | Talent & Leadership Development | Leadership Development | Ability to guide internal facilitators and coordinate enterprise-wide leadership learning interventions. | |
| 773 | Human Resources | Talent & Leadership Development | Leadership Development | Ability to leverage digital learning platforms (e.g., LMS, LXP,) for leadership content delivery and tracking. | |
| 774 | Human Resources | HR Operations | Knowledge of employee relations practices, disciplinary procedures, and labor law compliance in accordance with Saudi Labor Law, GOSI, and SAMA regulatory standards. | ||
| 775 | Human Resources | HR Operations | Knowledge of HRIS systems administration for maintaining personnel records, leave, insurance, and employee service requests. | ||
| 776 | Human Resources | HR Operations | Ability to manage end-to-end payroll processing, benefits administration, and statutory deductions using Oracle Fusion. | ||
| 777 | Human Resources | HR Operations | Ability to oversee compensation disbursement cycles including bonuses, allowances, and final settlements. | ||
| 778 | Human Resources | HR Operations | Ability to lead onboarding, offboarding, employee documentation, and shared services delivery ensuring timely and compliant execution. | ||
| 779 | Human Resources | HR Operations | Ability to generate HR operations reports and dashboards using MS Excel and ERM tools for strategic insights and operational monitoring. | ||
| 780 | Human Resources | HR Operations | Employee Relations & Services | Knowledge of employee relations frameworks, grievance handling protocols, and case resolution processes aligned with Saudi Labor Law and organizational policies. | |
| 781 | Human Resources | HR Operations | Employee Relations & Services | Knowledge of regulatory frameworks including SAMA, GOSI, MHRSD, and other labor authorities governing employment practices, compliance, and reporting. | |
| 782 | Human Resources | HR Operations | Employee Relations & Services | Knowledge of government relations processes including visa processing, work permits and employment contracts while liaising with ministries and embassies for approvals. | |
| 783 | Human Resources | HR Operations | Employee Relations & Services | Knowledge of HRIS systems. | |
| 784 | Human Resources | HR Operations | Employee Relations & Services | Knowledge of MS Excel and HR analytics tools. | |
| 785 | Human Resources | HR Operations | Employee Relations & Services | Ability to manage and resolve complex employee relations issues, ensuring fairness, documentation accuracy, and legal compliance. | |
| 786 | Human Resources | HR Operations | Employee Relations & Services | Ability to maintain and govern employee handbooks, policy templates, and compliance checklists. | |
| 787 | Human Resources | HR Operations | Employee Relations & Services | Ability to lead initiatives that foster employee well-being, inclusion, and policy awareness across the organization. | |
| 788 | Human Resources | HR Operations | Employee Engagement & Experience | Knowledge of employee engagement strategy development and implementation. | |
| 789 | Human Resources | HR Operations | Employee Engagement & Experience | Knowledge of analytics tools and employee experience (e.g., engagement index, eNPS, retention metrics). | |
| 790 | Human Resources | HR Operations | Employee Engagement & Experience | Knowledge of diversity, equity, and inclusion (DEI) frameworks and employee wellness models. | |
| 791 | Human Resources | HR Operations | Employee Engagement & Experience | Knowledge of feedback tools and platforms (e.g., Qualtrics, Culture Amp, MS Forms, Google Surveys). | |
| 792 | Human Resources | HR Operations | Employee Engagement & Experience | Ability to design forms, analyze data, generate dashboards (Excel/Power BI), and derive insights. | |
| 793 | Human Resources | HR Operations | Employee Engagement & Experience | Ability to design seamless touchpoints across onboarding to exit that enhance employee satisfaction. | |
| 794 | Human Resources | HR Operations | Employee Engagement & Experience | Ability to deploy feedback loops and real-time engagement insights to enable data-driven decision-making. | |
| 795 | Human Resources | HR Operations | Employee Engagement & Experience | Ability to design and manage enterprise-wide engagement roadmaps, satisfaction surveys, and experience campaigns aligned with organizational values. | |
| 796 | Human Resources | HR Operations | Payroll Administration | Knowledge of end-to-end payroll processing, including salary computation, overtime, and deductions in compliance with Saudi labor laws and tax regulations. | |
| 797 | Human Resources | HR Operations | Payroll Administration | Knowledge of HRMS platforms (e.g., Oracle HCM Cloud) for payroll processing, employee data updates, and integration with Finance systems. | |
| 798 | Human Resources | HR Operations | Payroll Administration | Ability to administer statutory contributions (GOSI, MUDAD, housing, transportation) and ensure accurate implementation within payroll systems. | |
| 799 | Human Resources | HR Operations | Payroll Administration | Ability to manage payroll-related benefits including insurance, leave entitlements, and retirement contributions with precision and compliance. | |
| 800 | Human Resources | HR Operations | Payroll Administration | Ability to lead payroll audits, prepare executive payroll reports, and deliver insights to support financial and workforce planning. |