Saudi Arabia
Aren’t your organization’s employees, structure, strategy, and capabilities moving in the same direction? unclear roles, duplicated work, inefficient structure, and an underperforming system!! I saw this pattern early in my career, Teams were capable. Leaders were committed. But the structure, talent pathways, and culture weren’t designed for where the business wanted to go. So I made it my work to bridge that gap. Over the last 12+ years, I’ve partnered with organizations across construction, real estate, Healthcare, banking, F&B, retail, and education to redesign structures, clarify roles, build competency & talent management frameworks, performance management systems, and develop the capabilities needed to support growth. Continuous learning plays a vital role in my story. as I earned the most valuable HR certificate, the SHRM-SCP, followed by an MBA, a major in HRM, Along the way, I’ve completed courses in OKRs, strategic planning, business analysis, PMP, AI, coaching & mentoring. My calendar stays full each month with webinars, workshops, and certifications, because I believe a true leader never stops learning. 📌My Key Achievements: ◀️ OD&D Pillar: - Leads 5 organizational restructuring projects, including operating model assessment, TOM redesign, and process mapping, leveraging OrgVue for modelling and workforce analytics. - Leads the HR team for an strategic joint venture, including role architecture, policy development, and talent acquisition. - Transitioned 3 family BUs into a corporate structure. including the org wide restructure, updating HR SOPs, and governance frameworks. - Conducted job evaluation and grading system for 1500+ unique roles, using Mercer, Hay, and AON methodologies. ◀️ Human Capital & Talent Mangm. Pillar: - Developed a comprehensive competency framework & mapping, and integrated with performance management, L&D, succession planning, and career management strategies. - Builds a Performance management system leveraging Balanced Scorecard, translating organizational goals into functional scorecards and KPIs. - Designed succession planning frameworks and built leadership pipelines. ◀️ Capability Building and L&D Pillar: - Designed and launched an E-Learning Platform, including needs assessment (TNA), curriculum design, vendor evaluation, budget planning, and content creation in partnership with SMEs. - Developed and delivered practical HR, leadership development, and soft skills programs. If you’re working on a people or organization challenge, or you’re building your HR capability. I’d love to connect. 📧 [email protected]
- Conducted job analysis (birches framework), job evaluation( Hay, Mercer, and AON methodology), JDs, and built a grading system for +500 unique positions. - Developed a competency framework for a wide-scale project functions, mapping competencies and identifying skills gaps. - Orchestrated 3 restructuring projects, including org design analysis, operating model assessment, structure analysis, and processes mapping, leveraging AI tools (OrgVue) to create org. Design modelling and workforce analytics. - Conducted and analysed employee engagement survey, facilitated brainstorming & elicitation sessions, and recommended solutions. - Led the talent acquisition initiative, "360° recruitment" for 15 clients in healthcare, hospitality, and landscaping industries, resulting in filling +254 positions within the agreed timeline. - Created +10 capitative and interactive training programs in HR, AI for HR, soft skills, and onboarding program utilizing instructional design theories & principles and platform( Rais360, Articulat, Ispring).
- Orchestrates the development and implementation of Learning & OD strategies and initiatives in alignment with the overall business strategy. - Increases the employee’s engagement up to 70%, by developing and implementing engagement initiatives, such as employees voice surveys and onboarding optimization. - Leads the project of E–learning platform implementation “budget allocation, TNA, vendor Selection, design/revise materials collaboratively with SMEs”. - Evolves, revises and updates OD and learning policies, process and procedures. - Liaises with HoDs in analysis roles design, JDs, and Organizational structure, ensures alignment with operating model and enabling strategy execution. - Liaises with HoDs in optimizing the onboarding program, collect comprehensive data, assessed the current situation and identify potential enhancements based on findings. - Provide adequate training for each unite, through implementing a comprehensive and collaborative process of TNA with HODs and allocating budget for each department. - Slashed discrepancies in the training budget to %0, through streamline process and in collaboration with finance department develop an expenses control system. - Collaborates with audit and compliance department in keep HR functions adherence to the standards and regulations of BOK and central bank.
- Develops and implement TM strategies and initiatives aligned with the overall business strategy. - Develops and monitors the leadership development and capacity building initiatives. - Participates in organization’s strategic initiatives mapping and cascading. - Evolves and manage a performance management system, in Liaises with HoDs develop KPIs for all ELB Staff. - Conducts training needs analysis at the levels of strategic, departments, individuals. - Conduct a Job analysis and develop JD. - Educate staff on how to set the KPI and how to measure it.
- Act as HRBP for business unites by customize HR policies & procedures that support the unique business objectives for each BU. - In a Liaises with Process management team, update and streamline the HR process in the reflection of approved policies. - Evolve, implemente and communicate the full cycle of performance management system, supported by policy & procedures, and conducting the awareness sessions for employees and managers. - Develope and communicate competency framework and oversees the implementation of competency throughout the HR practices. - Develop a sustainable strategies for acquiring and hiring talent, including succession planning, career planning, and employer branding. - Design, plan and execute end to end selection processes, screening ,conduct interviews, Psychometrics & technical tests . - Conduct seasonal studies on HR metrics such as turnover, recruitment yield ratio, Employee satisfaction survey, stay and exit interviews and generate analytical dashboard.
- Develops and executes of workforce Planning Process based on credit hours to determine annual staffing needs and budgets. - Develop the HR manual, policies & procedures according to quality management standards. - In a Partners with Departmental managers, develop Job discerption and organizational structure in alignment with unique needs for each faculty. - Follow the implementation of new hire orientation program and accurately completes requisite paperwork and training for new staff members. -Develops and supervise performance management cycle and ensure proper implementation of system. - Liaise with IT department in the HR Automation project, by conduct business need analysis. - Designing and developing training programs based on organizational, functional and individual needs. - Conduct annual compensation and benefits survey, draft proposal to Ensure stay competitive.