Al Khobar, Eastern, Saudi Arabia
With over 13 years of experience in human resources, I am a passionate HR professional specializing in talent acquisition, talent development, employee engagement, performance management, training & learning, and HR policy formulation. I am dedicated to creating positive employee experiences and fostering a supportive and inclusive work culture. My expertise enables me to develop and implement effective HR strategies that align with organizational goals, ensuring a thriving and motivated workforce. Let's connect and discuss how we can achieve organizational success through effective HR strategies.
As HR Manager at Musco Lighting, I lead the full spectrum of HR operations for the company’s new manufacturing facility in Saudi Arabia, Musco’s third global site outside the U.S. I oversee talent acquisition and development, ensuring we attract top talent, deliver effective onboarding, and implement retention strategies that promote growth and engagement. I manage payroll, benefits, and government compliance including employment contracts. I also drive performance management by coaching leaders and fostering a culture of feedback and continuous improvement. In collaboration with Musco’s global HR team, I develop policies that reflect local laws, fairness, and inclusion. Additionally, I handle HR administration, budgeting, and team engagement initiatives to enhance well-being and belonging across the organization.
Learning Strategy & Program Development • Develop and execute the organization's learning and development strategy. • Design and implement training programs that align with business objectives and employee career paths. • Identify skill gaps and create targeted learning interventions. • Lead signature L&D initiatives, including the Basic Operational Knowledge (BOK) program, Apprenticeship Programs, and Executive Learning Tracks. • Liaise with government agencies across KSA, Bahrain, and UAE to secure training support and funding Training Needs Assessment & Delivery • Conduct regular training needs assessments in collaboration with department heads. • Oversee the design, development, and delivery of training modules (classroom, e-learning, workshops). • Ensure employees have access to relevant professional development resources. Leadership & Talent Development • Implement leadership development programs to enhance managerial capabilities. • Design succession planning and career development frameworks. • Provide coaching and mentoring programs for emerging leaders. Learning Technologies & Digital Training Solutions • Manage Learning Management Systems (LMS) and digital learning platforms. • Explore innovative learning technologies, including AI-based training and gamification. • Drive digital transformation in learning methodologies. Training Effectiveness & Reporting • Develop KPIs to measure the impact of learning initiatives. • Collect feedback and assess training effectiveness through surveys and performance metrics. • Provide regular reports to senior management on learning outcomes and ROI. Budget & Vendor Management • Develop and manage the L&D budget. • Select and coordinate with external training providers and consultants. • Ensure cost-effective learning solutions while maintaining training quality.
Recruitment Strategy & Planning • Develop and execute the annual Talent Acquisition strategy aligned with the company’s workforce plan and growth goals • Lead localization efforts in each operating country (e.g., Saudization in KSA, Emiratization in UAE, Bahrainization in Bahrain) to meet legal and strategic localization goals. • Forecast talent needs and build proactive sourcing strategies for critical and high-volume roles Recruitment Operations • Oversee the full recruitment cycle across all functions and regions • Optimize the use of ATS (e.g., Elevatus) and other recruitment tools to streamline hiring workflows • Monitor recruitment metrics and SLAs to ensure efficiency, quality, and compliance • Promote and manage the internal job posting process to support career growth and internal mobility • Ensure transparency, fairness, and equal opportunity practices across all recruitment activities • Partner with HRBPs to identify and prioritize internal candidates for relevant openings Stakeholder Engagement & Hiring Manager Support • Partner with business leaders and HRBPs to understand talent needs and workforce trends • Guide and support hiring managers in recruitment best practices, interview assessments, and offer processes • Lead regular alignment meetings with departments to forecast and prioritize hiring needs Employer Branding & Candidate Experience • Champion employer branding campaigns in collaboration with the Marketing team • Manage the career portal, social media outreach, and LinkedIn presence • Drive a world-class candidate experience through structured communications and feedback loops Team Leadership & Vendor Management • Lead and coach a team of recruiters and coordinators to meet hiring goals • Manage external recruitment partners and headhunters as needed • Ensure proper documentation and compliance with internal and labor regulations
• Coach Area Managers and Operations Managers on HR related topics. • Complex employee case management in line with local legislation. • Conduct investigations in consultation with management. • Manage relationship with labor relations stakeholders (Associate Forums, Works Councils). • Collaborate with management to execute recruitment, on boarding and training initiatives and internal mobility. • Partner with the HR team to develop and implement communications plans. • Manage and deploy small to medium scale HR projects and change initiatives. • Partner with managers on performance management and talent development and provide insights into impact on comp & ben. • Maintain site policy and services and manage policy change roll-out to ensure business adoption and/or understanding of changes. • Support the rollout of compliance initiatives and provide counsel to management in regard to local employment law and legislation changes. • Analyze data and provide recommendations to improve processes, employee engagement and policy alignment across the business. • Lead and develop a team of Associate Partners.
General Description • In an IKEA store, the People Business Partner serves as the HR subject matter expert for the entire store and its co-workers. • I am responsible to perform assigned human resource functions under the guidance of the Human Resource Manager and under supervision of the Store Manager according to the IKEA Human Resource policies and local HR practices. • I am responsible to enhance the recruitment in the store and fill all vacancies with required skills. • I am responsible to coordinate and ensure the Learning and Development of all co-workers in the store is taking place and on-track • I am participating to ensure that all pre-opening expansion related HR and Admin tasks are completed • I provide this know-how to the managerial level in the store.
• Supporting all managers in the store in the training & development process of co-workers and managers • leading the training & development process and try to work in a proactive way • Maximizing training programs and development strategies to meet business needs of right number of competent co-workers and managers at your organization • Analyzing training and trainee results and prepare reports to the management • Using the IKEA talent approach to enhance the talent management culture at IKEA KSA and ensure that high potentials are spotted and are part of the company succession plan • Analyzing training needs to develop new training programs or modify and improve existing programs based on changes that occur in the work environment. • Participating in annual training plan and budget preparation • Remaining up to date on current training and development trends via networking, matrix communication, and multimedia access • Facilitating orientation programs and HR specific training and other programs as required • Developing and maintaining the store’s yearly training plan and individual schedules and sign ups • Ensuring standardization in store training programs and materials • Working closely with trainers to develop suitable course content which help co-workers to improve their job skills • Monitoring, measuring and reporting on staff training and development plans and achievements within agreed formats and timescales by using assessments, training evaluation feedback and through discussions with trainers and trainees. • Monitoring training costs to ensure budget is not exceeded, and prepare budget reports • Keeping the store management up to date with internal and external training and development programs • Evaluating the effectiveness of the respective training programs by obtaining feedback from trainee and trainer investigates other training opportunities for staff • Creating awareness among the employees about IKEA’s HR policies & procedures
• Secure that the HR team along with the store management understand and implement the IKEA HR & Business Ideas and actively contribute to making IKEA the best retailer to work for in Saudi Arabia. • Support all managers in store in the training & development process of coworkers and managers. • Lead the training & development process and try to work in a proactive way. • Maximize training programs and development strategies to meet business needs of right number of competent coworkers and managers at IKEA. • Ensure the training and trainee records are maintained and kept up to date. • Analyze training and trainee results and prepare reports to the management.