• Orchestrated daily HR function supporting 11000 employees for the Group which consist of Bindawood (http://www.bindawood.com), Danube ( http://www.danubeco.com ), Danube Star , Etre (http://www.etre-f.com ) and Jumairah (http://jumairah.icc.sa ) .• Serve as a key member of leadership team and HR leader to corporate headquarter reporting to CEO and Chairman also appointed at board of directors.• Revised job descriptions across all levels. "Shadowed" and interviewed employees to construct an accurate picture of the duties and skills required for each position.• Devise staffing and human resources practices that allowed Bindawood to achieve an average of 12% revenue growth since 2015 with 16% less employees, yielding improved revenues per location/employee.• Managed a team of 38 HR professionals to cultivate a unified, value-based culture and brand.• Improve employee workflow productivity by 18% by creating successful merger and acquisition assimilations using effective organization design, change management and recruitment strategies.• Implement corporate values identified by senior leadership that transformed a passive workforce into a performance-based workforce that produced more revenues for the firm and more income for themselves.• Reduced employee turnover by 20% through implementation of new incentive program and bonus structure. Saved SR 41.5M/Year by reorganizing structure to eliminate unnecessary jobs and enrich less workload jobs. • Recognized for consistently building productive teams in different departments, despite organization problems such as re-engineering, downsizing, and internal conflict.• Identified areas for function centralization and best practices during mergers, Finalize IPO HR requirements.

Ashraf joined KAB holding as a HR consultant to develop the HR department for the Group which consist of Arabian Ceramics , Bonet Group Portugal ( http://www.bonet-group.com ), KAB construction and KAB trading, Ashraf is assigned to develop the following:• Ensure implementation of HR standards, requirements, policies and procedures, in line with KAB Holding’s HR Division• Ensure adherence to company codes of conduct and disciplinary procedures• Oversee the recruitment process and provide a supply of candidates with the right capabilities that meet business needs• Direct establishment of a training and human development program for company employees, which includes orientation and training programs aligned with business needs and enabling employee career paths• Oversee the company’s performance management, including appraisal and bonus systems, and ensure a system is in place for distributing compensation and benefits• Maintain and propose upgrades as needed to the company’s master grading system and salary scale• Oversee and maintain organization structure and job descriptions• Manage HR initiatives including reward schemes and Saudization• Create internal awareness about human resources as a strategic function• Coordinate with safety officers to oversee and continuously improve the work environment for staff and workers• Manage, develop, and empower employees to perform their roles and to uphold the Nesma culture and corporate values• Ensure compliance with company policies and procedures• Monitor business performance against relevant established KPIs

• Analyzed operations, business and staff performance, and workflow processes; conceived and initiated new management and operational system that improved communication, performance measurements and job satisfaction.• Designed high-performing strategies and executable solutions to support organization design, performance management, recruitment, compensation, leadership development and employee engagement.• Achieved the acquisition of International Contracting Company (ICC) including centralizing the core functions.• Managed all activates in HR & Admin department, including projects in different locations with total revenue average SR 8 Billions.• Ensure recruiting the manpower required for projects and release/transfer when required. Manpower varies from 8000 to 14000 employees. • Managed the Oracle Cloud project for the group, developed the required HRBP and policies & procedures.• Slashed payroll/benefits administration costs 24% by negotiating pricing and fees, while ensuring the continuation and enhancements of services.

•• Managed developing and implementing a sound and effective HR strategy that ensures maximum effectiveness of the client’s organizations Human Capital, by providing an excellent foundation of support, that ensures consistency, continuity and fairness in the treatment and development of all employees.• Distributed work flow among five consultants, prioritized and delegate tasks, provided motivation and direction to create a positive work environment and ensured accurate, on-time completion.• Managed a Mega project with Ministry of Labors ( Human Resources Development Fund – HRDF ) to develop the HRDF policies & procedures and supervise the implementation.• Managed and developed the organization structure for Al-Talayi group ,Nahdi group and Fakeh.• Cultivated excellent long-term relationship with clients, maintaining ongoing communication and facilitating solutions to address concerns.• Resigned due to incapability to transfer sponsorship ( EY in RED zone)

• Played a key role in ensuring the successful SINOPEC launch of Saudi Arabia (KSA) office. Structured and implemented programs and policies in the areas of training, compensation structures, benefits packages, incentives and new-employee orientation.• Managed a team of 32 HR professionals to support operations manpower of a total 16400 employees, located in different projects locations, EPC, Engineering, Road & bridges, Industrial, Drilling and Seismic.• Aligned Corporate HR strategy with Saudi Arabia labor law and regulations, set the best practice for HR department. Provided extensive on-the-job training and attentive supervision to a troubled employee, which resulted in the employee’s success as an empowered and accountable team member.• Brought workers' compensation program into full compliance. Instituted preferred providers list and trained managers and associates on procedures to follow in case of injury.• Integrated cross-functional teams to change corporate culture and define common vision of success. Drive change targeted at strategic growth.• Introduced company's first formal performance review program, creating a flexible and well-received tool that was later adopted company-wide.• Developed recruitment strategy for Saudi nationals.• Managed the HR department and train the Chines partner in order to handover

• Managed the HR program for Ministry of Justice (Courts & Notary Public) , one-year contract.• Developing internal KPMG HR department policies and procedures including employer of choice program (KPMG achieved #1 for year 2009)• Set up a new performance management and reward system currently being implemented across the business to ensure more efficient utilization of talent and better staff development. Increased the nationalization of the company by driving the recruitment of the indigenous population into the organization, increasing the local workforce representation by 10% in a 6 month period. • Successfully directed KPMG recruitment effort to bring in over 140 consultants into the region, in a 12 month period, despite a tightening market place and increased competition. Develop and support clients to implement the Human Resources Strategies.• Coach clients senior management to develop and communicate new strategy for continuous improvement and organizational effectiveness.

• Built strong partnership with the executive staff to ensure that managers and employees worked collaboratively to achieve business goals. Implemented programs that drove high productivity and job satisfaction.• Balanced the company’s best interest with the employees needs to achieve business goals. Implement best management practices to maintain high morale in multinational an multisite businesses.• Identified and defined high-quality candidates in tight job market and reduced cost per hire and turnaround time. Managed succession planning and employee development programs to build for future and retained top talent.• Managed the group HR department. Leads the HR track for E-Government Project and Organization Transformation Program for 60 Government Agencies.• Manpower ranged from 1800 employees to 3000 employees depending on the rapid change of business and within the agreed timescales and budgets• Effectively implemented change management Strategies and transformation initiatives.• Communicated effectively Strategies and Plan. Risk identification and mitigation Strategies. • Formulated and implemented the compensation and benefit structure, Conducted Request for proposal (RFP) for submitting to sub-contractors, Culture & Team-based interventions & facilitation.

• Effectively leveraged and utilized the firm’s resources and credentials to identify business opportunities and lead selling efforts.• Builds distinctive relationships with executive level clients and ensuring that all relevant opportunities to assist clients are identified.• Leads client engagements and delivered high-quality results across multiple functional areas within People and Organization Consulting, with specific focus on Leadership Assessment and Development.• Managed client’s engagements developing overall engagement frameworks, plans and program structure; worked with client to define resource needs and managed engagement expectations.• Supports the development of new propositions to help our clients optimize their people functions particularly within the focus areas of Leadership Development.• Effectively managed the financial aspects of engagements, e.g. invoicing, budget and collection• Remain abreast of current human capital trends, global megatrends and economic and political shifts, recognizing the impact of these on our clients and how you can help shape their thinking and our success in the market.• Generate a vision, establishing directions and creating an atmosphere of trust• Leverage diverse views to encourage improvement and innovation• Communicated with presence and influence in both formal and informal settings, prepared and presented persuasive written and verbal materials to executive-level leadership and/or large audiences.• Effectively lead internal research projects to enhance the firm's intellectual capital. Designing Organization Structures, Setting Job Descriptions, Business Process, Flowcharts, Manpower Planning, Job Evaluation (EgyVal ), Developing the compensation and Benefits Scheme, Design HR policies and procedures. Opening new channels of business.• Managed and developed more than 500 assignments with different clients in several industries as indicated above.

• Turnover: £687 million, Trading profit: £103 million, Net operating assets: £360 million, Employees: 6,580, Operation in 38 countries.• Transitioned HR from traditional labor relations function into comprehensive HR organization focused on best-in-class HR policies, HRIS technology, staff and management training, and support of strategic business goals.• Provided HR leadership during a period of rapid growth with better than 60% increase in annual revenues and 40% gain in profitability.• Aligned corporate policies & procedures with MEA region requirements due to regulations and culture demands. Managed crises when Europe factories shut down due to IT failure for 4 months, recruit extra 600 employees, worked 3 shifts 24/7 to cover Europe factories production.• Introduced metrics-based performance management system with a heavy emphasis on operating results. Spearheaded value-add employee recognition and awards programs.