OVERVIEW

The General Department of Human Resources is the department responsible for all employees of the University of Business and Technology. The HR department is concerned with managing the university’s employees through specific methods and strategies to enhance the employees' performance and solve work-related issues, and to eventually help the entity reach its goals.

The core responsibility of this department is on the General Director of Human Resources and Consultants, as well as the Executive Directors working in various departments to achieve consistency and coherence in understanding the nature of work and achieve the objectives that are continuously configured and developed based on the evolution and the expansion of the university.

Vision And Mission

To ensure that the University of Business and Technology is the ultimate company where everyone prefers to work at, in the private sector of education in the Kingdom of Saudi Arabia and the Middle East.

HR MESSAGE

Insuring the usage of energies to the maximum extent possible through the implementation of constructive strategies in the field of selection, recruitment, development and maintenance of human resources and staff relations.

BENEFITS & COMPENSATIONS PLANS

UBT provides a competitive package which includes the medical insurance, airfares, and housing and transportation allowances. Student and faculty member’s life has light when it comes to the UBT facilities. On campus, we have a well-equipped gym along with a semi-Olympic pool, bowling alleys, Central Library, and restaurants. UBT staff also participates in local events, conferences, and job opportunity proceedings.

HR STRATEGIC PLAN, GOALS AND OBJECTIVES

PROMOTE AND ENHANCE OUR COMPETITIVE TOTAL REWARDS PACKAGE TO RECRUIT AND RETAIN TOP TALENTS.

Objectives:

  • Create a total rewards message to educate HR partners, hiring managers, and recruits on the total value of the UBT employment package.
  • Work closely with management to reinforce the need for competitive compensation for individuals UBT wishes to attract and retain.
  • Fine tune benefits package within the UBT’s higher education restructuring framework.
  • Focus on retirement plans and support for current and retired employees.
  • Define a minimum level of employee’s educational benefit across all senior management areas.

SUPPORT THE TALENT DEVELOPMENT OF OUR EMPLOYEES THROUGH PROFESSIONAL DEVELOPMENT, CAREER DEVELOPMENT, AND IMPROVED PERFORMANCE MANAGEMENT.

Objectives:

  • Invest in professional development programs to improve leadership capabilities, job skills, and employee’s productivity.
  • Develop comprehensive career management tools, job enrichment strategies, and mentoring programs to help employees prepare for new opportunities.
  • Provide organizational consulting services to all senior management areas to spur improved organizational and individual performance.

PROMOTE THE ACHIEVEMENT OF WORK-LIFE BALANCE AND WELLNESS IN OUR EMPLOYEE COMMUNITY.

Objectives:

  • Expand the use of flexible work arrangements through greater supervisory and employee awareness about the potential benefits to employees and departments.
  • Inform employees about the importance of education, awareness, self-care, and behavioral change in improving wellness and productivity.
  • Collaborate with individuals and departments, both on and off campus, to deliver a broader range of wellness programs and services for improved physical and mental health.
  • Assess the ongoing need for more child-care options based on analysis of local supply and demand.

DELIVER HR SERVICES, PROGRAMS, AND COMMUNICATIONS WHICH ARE HIGHLY VALUED BY OUR PROSPECTIVE EMPLOYEES, CURRENT EMPLOYEES, AND RETIREES.

Objectives:

  • Target employee communications more effectively to meet employee information needs.
  • Leverage technology to streamline HR service processes and improve access to employee information.
  • Define HR’s customer service promise and assess and improve customer satisfaction to a common standard through regular surveys.
  • Develop HR scorecard for central HR and senior management areas as an overall assessment and improvement tool.
  • Plan new office location so that it provides a productive work environment for improved service and program delivery.

FOSTER A DIVERSE, INCLUSIVE COMMUNITY WITH A POSITIVE WORK ENVIRONMENT.

Objectives:

  • Develop a “Building a Better Work Environment” curriculum for supervisors.
  • Conduct regular organizational climate assessments and collaborate with senior managers to improve the campus work climate.
  • Partner with the Office of Diversity and Inclusion, senior managers, and department heads to promote and uphold our principles of community.
  • Educate the campus community on the prevention of harassment and discrimination and productive ways to resolve conflicts.
  • Insure we promote our commitment to diversity and non-discrimination through our actions and in our outreach and employee recruitment efforts.
  • Assess and address reasons why talented people leave the UBT employee community

BENEFITS & COMPENSATIONS PLANS

Objectives:

  • Identify more proactive recruiting solutions for staff and AP faculty positions.
  • Build relationships with senior management areas by assigning them staffing specialists and developing recruitment strategies focused on their recruitment priorities
  • Improve employee on boarding experience through a three-month check-up.
  • Design and implement a central hiring procedures portal for managers to use when hiring all job types.
  • Provide search support for AP faculty searches upon request.

SERVICES

UBT HR ORGANIZATIONAL CHART

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Non Academic Positions

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ADMINISTRATION

ADMINISTRATION STAFF

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