Currently leading RER Shared Services function which includes Human Capital, Procurement and Admin & Facility. Focusing on improving the provided services to the functions and employees.

𝗞𝗲𝘆 𝗥𝗲𝘀𝗽𝗼𝗻𝘀𝗶𝗯𝗶𝗹𝗶𝘁𝗶𝗲𝘀:➤ Creating and conducting studies on HR policies and practices to keep top management informed of new developments, building key HR programs in line with local regulations, providing HR support, and enhancing functions including rewards, organization design, and talent acquisition. ➤ Leading a process of organizational development that addresses succession planning, directing organizational planning that evaluates structure, job design, and manpower forecasting, and determining employee relation practices that enhance the work environment. ➤ Providing HR support concerning day-to-day HR life cycle, including onboarding, offboarding, and relocations, managing streamlined processes, ensuring alignment with stakeholders inside and outside the HR team, driving a progressive, proactive, positive culture, and increasing engagement, enablement, and retention levels. ➤ Establishing compensation and benefits structure, pay policies, performance appraisal, employee benefit programs, and company safety programs, reviewing and developing the rewards philosophy, salary structure, and long-term and short-term incentive schemes, and ensuring proper alignment with the market and ability to attract and retain top required talents.𝗞𝗲𝘆 𝗔𝗰𝗰𝗼𝗺𝗽𝗹𝗶𝘀𝗵𝗺𝗲𝗻𝘁𝘀:➜ Secured Nomination and Remuneration Committee (NRC) and Board of Directors (BoD) approval on proposed HR policies, salary structure, benefits, and allowances in addition to an update of the organization structure, and served as NRC Secretary since it was established in June 2021.➜ Played a key role in developing the operating model, organization structure, and corporate and functional strategies, and established rewards and recruitment processes for a start-up company.➜ Led the talent acquisition end-to-end process increasing the number of employees more than 7 times in less than a year, going from 12 to 120 employees with a target to be at 180 before the end of 2022.

𝗞𝗲𝘆 𝗥𝗲𝘀𝗽𝗼𝗻𝘀𝗶𝗯𝗶𝗹𝗶𝘁𝗶𝗲𝘀:➤ Developed the HR philosophy to realize growth aspirations, developed and executed people strategy to support the business direction, and provided guidance on organizational policy and practices. ➤ Led the workforce planning framework and policies, driving the annual people planning and budgeting, and evaluated the current state organization to develop and assess future organizational design propositions and clarify the costs and business benefits of change. ➤ Outlined the detailed organizational structure to align with corporate principles, defined the relationship between elements of the organization, illustrated senior managers' responsibilities to enable the organization to achieve its business objectives, and provided consultation to the business on job analysis and job design. ➤ Directed the end-to-end organization design, including organization structure, job evaluation, workforce planning, and rewards, and analyzed business needs to develop principles for effective organizational design.𝗞𝗲𝘆 𝗔𝗰𝗰𝗼𝗺𝗽𝗹𝗶𝘀𝗵𝗺𝗲𝗻𝘁𝘀:➜ Directed a full review and optimization of the organization structure and workforce sizing following significant changes in the corporate strategic direction, which resulted in a workforce reduction from around 7,000 to 5,000 without a legal impact. ➜ Designed, updated, and mapped staff and communication of the company job titles and salary structure which resulted in a considerable improvement in employee engagement; from 50% to over 70%. ➜ Designed and led a comprehensive review and update of the workforce sizing and supervised the design and implementation of multiple rewards mechanisms, which enabled the retention of critical talents and optimization of less essential talents. ➜ Led the "Future Workforce Requirements" project, which focused on identifying opportunities and gaps in the company’s workforce size, mix, cost, and capabilities based on current and future requirements.

𝗞𝗲𝘆 𝗥𝗲𝘀𝗽𝗼𝗻𝘀𝗶𝗯𝗶𝗹𝗶𝘁𝗶𝗲𝘀:➤ Led the corporate job evaluation division and worked closely with the compensation team to ensure proper alignment with the job's market value, headed the "Job Evaluation Committee", which evaluates senior positions and secures corporate management approvals, and developed Key Performance Indicators (KPIs) for a newly established partnership.➤ Served as a subject matter expert on job evaluation affairs, including job development and assessment, and provided compensation leadership and expertise in the development, improvement, and implementation of market-competitive structures, market reviews, incentive compensation, and pay equity processes.➤ Worked with the top management to determine the suitable job grade and structure, established R&D centers across the globe, ensuring successful partnerships between the company and educational institutions, and led the job evaluation division with frequent interactions with the company's executive management. ➤ Designed and utilized job evaluation frameworks, tools, and methodologies to benchmark jobs, conducted salary surveys to compare roles and structures to market practices, and supported evaluation assignments to ensure the delivery of high-quality evaluation deliverables. ➤ Supported and managed internal and external job evaluation projects, developing methodologies, providing evaluation services, drafting deliverables, and effective liaison/communication with different departments, and reviewed the pay and grading structure of existing and new roles. 𝗞𝗲𝘆 𝗔𝗰𝗰𝗼𝗺𝗽𝗹𝗶𝘀𝗵𝗺𝗲𝗻𝘁𝘀:➜ Implemented a new approach for workforce sizing projects in gas plans by including in-house team members who worked on projects, improving trust and support in project outcomes. ➜ Led multiple compensation benchmarking studies for Saudi Aramco pilots, including job matching and salary surveys with various companies in GCC in aviation, oil and gas, healthcare, and telecommunications.