Riyadh, Saudi Arabia
Esraa is a Human Capital and Transformation Executive with over 17 years of experience shaping organizational strategy and leading large-scale transformations across giga-projects, government entities, and multinational organizations. She is recognized for translating complex strategic priorities into high-impact people agendas that drive measurable performance and long-term value, with a focus on shaping organizations, strengthening governance, and enabling transformation at scale. Esraa serves as a trusted advisor to C-suite executives, Boards, and NRC members, guiding critical decisions on organizational priorities, and long-term value creation. Her contributions to the field have been widely recognized. In 2023, she was named among the Top 50 Influential HR Leaders by The Economic Times and recognized as one of the Top 10 Female HR Leaders in Saudi Arabia by Business Chief. In 2025, she was honored as a Top HR Leader by the GCC Gov Awards.
Overlooking the HR transformational & strategic projects in alignment with the corporate strategy. Some of the mega projects are; - Leading the transformation of the organization redesign from N-1 to N-5. - Overseeing the development of organization’s competency framework, HR policies & procedures, employee value proposition, resources requirements/manpower planning, and job descriptions across the board. - Leading the current employee’s assessment both behaviorally and technically - Map and migrate the employees across the future organization design/new roles. - Identifying the capability gap analysis in order to strategize the L&D plan for the organization. - Strategizing the organization change management design, as well as developing a communication plan to support the transformation. - Leading and closing the hiring process for all leadership roles. - Creating new frameworks for Recruitment, Performance Management, Onboarding, and Compensation & Benefits.
- Consulting with management on performance, organizational and leadership matters. Conducts needs assessments to determine measures required to enhance employee job performance and overall company performance (Performance Management, Manager Assessment) - Identifing/incorporating best practices and lessons learned into program plans (Employees Engagement, Change Management Program) - Designing and delivering OD and change management strategies, processes and interventions that results to be a high performing organisation; to include initiatives which foster a high performance culture, where valuing learning is enhanced, and continuous improvement takes place. - Designing and facilitating in-house events (e.g. Annual Objective Communication Event, Town Halls) as required. - Working closely with line managers on the design and delivery of appropriate and relevant Personal Development Plans for their staff. - Designing measurable tools around the competency framework - Designing, developing and deploying various systems within HR such as (Jobvite – recruitment tool) and HRMS (automating all processes within HR). - Developing & implementing communication campaigns on regular basis (Quarterly newsletter, Policy refreshers, audit reports and etc) - Designing, developing and implementing Rewards and Recognition strategies - Managing internal and external HR audits - Introducing employee’s engagement program through designing and implementing the full process. - Managing all HR Infrastructure (Policies & Procedures, Process maps, Job Descriptions) - Designing the employee journey from attracting talents to exit strategies - Managing the execution of turnover analysis on monthly, quarterly and yearly basis.
- Developing the annual Talent Acquisition objectives and plans. - Developing & implementing talent attraction and sourcing strategies. - Attracting and recruiting quality talent with high level of engagement with TA customers in a timely manner. - Sustaining and improving a robust TA infrastructure for effective recruitment and hiring process and total compliance to recruitment policies and procedures. - Developing and executing employer branding strategies and plans. - Establishing and maintaining strong cross-functional relations and partnership with key stakeholders. - Developing & implementing local programs to attract and engage with Saudi talent who would become future hires in the company (e.g. Internship Program) - Overseeing the entire recruitment process and operations including the job posting process, career website, recruitment system, recruitment database, internal & external communications, TA analysis & reporting and TA budget setting & monitoring. - Overseeing the implementation of talent assessment tool (e.g. psychometric test) on critical roles. - Building a sustainable pipeline of diverse and quality talent to fulfil business needs for current and future vacancies in a timely manner.