As a Senior Consultant Learning and Development, I spearhead the strategic planning and implementation of comprehensive learning programs within QFCA. Collaborating closely with senior leadership and HC teams, I design learning initiatives that align with our mission, vision, core values and 2030 strategic objectives. With a strong focus on driving employee growth and creating a culture of continuous learning, I create career development plans, mentorship programs, and performance… Show more As a Senior Consultant Learning and Development, I spearhead the strategic planning and implementation of comprehensive learning programs within QFCA. Collaborating closely with senior leadership and HC teams, I design learning initiatives that align with our mission, vision, core values and 2030 strategic objectives. With a strong focus on driving employee growth and creating a culture of continuous learning, I create career development plans, mentorship programs, and performance management initiatives to support our employees' professional development. I also establish metrics and evaluation systems to measure the effectiveness of our learning programs and make data-driven improvements as needed. Additionally, I manage the budget and vendor relationships, ensuring cost-effective solutions and compliance with relevant policies and procedures.Ongoing 2030 Strategic Human Capital Workstreams:• QFC 2030 Growth Workstreams (Building QFC Knowledge Hub, Promoting Operational Efficiencies and Effectiveness, Building QFC Culture and Collaboration Programs)• Technical Specialization Programs in collaboration with CISI, FDi Intelligence, Coursera• Formulation of eLearning Digital Ecosystem• Implementation of OKR-based Performance Management System• Competency-based Assessments, Career Development Plans, Succession Management, Coaching Programs and Mentorship Programs• Graduate Development and Internship Programs, Collaboration with international and local universities• Revamping Learning and Development Policies and Procedures• Employee Promotion, Job Description Cards, Job Evaluation Exercises with KF Show less

Completed Projects:• Implementation of Core, Leadership, and Technical Competency Framework Development in all Human Capital Processes and Procedures• Implementation of robust Employee Performance Management Framework highlighting both performance objectives and competencies• Implementation of Employee Value Proposition• Implementation of best-in-class Internship and Graduate Developee Programs

Leads the development and implementation of strategic HR programs and initiatives related to talent development, assessment, retention, assessment, and HiPo identification to ensure business continuity and availability of successors based on the talent pool. Promotes HR operational efficiency, employee engagement projects, workforce performance and analytics, capability, and diversity, strategies for leadership development, succession planning, talent assessments, and HR… Show more Leads the development and implementation of strategic HR programs and initiatives related to talent development, assessment, retention, assessment, and HiPo identification to ensure business continuity and availability of successors based on the talent pool. Promotes HR operational efficiency, employee engagement projects, workforce performance and analytics, capability, and diversity, strategies for leadership development, succession planning, talent assessments, and HR projects.Leads the HR PMO, implementing best practices for HR project management, ensuring the on-time and on-budget delivery of initiatives. Show less

Directs the overall corporate-wide talent management and leadership development (including but not limited to identification, assessment, individual development plans, leadership development solutions leveraging the 70-20-10 model, and retention of HiPo talents) activities to ensure the company’s leadership is optimally prepared to achieve strategic objectives and to meet the current and future workforce needs.Manage and provide a set of integrated tools to support the identification… Show more Directs the overall corporate-wide talent management and leadership development (including but not limited to identification, assessment, individual development plans, leadership development solutions leveraging the 70-20-10 model, and retention of HiPo talents) activities to ensure the company’s leadership is optimally prepared to achieve strategic objectives and to meet the current and future workforce needs.Manage and provide a set of integrated tools to support the identification and calibration of key talent through Talent Reviews. Those tools could include assessment and development centers, the development of competency models, and the use of psychometric tools for the in-house assessment process.In collaboration with Line Managers and individuals, strives for identified High Potential (HiPo) Individuals to have a differentiated Career Development Plan that supports their growth within their current or future roles and addresses their needs for future careers.Recognitions:• “Outstanding” Employee Annual Performance Evaluation Rating (2021, 2016, 2014)• CEO Appreciation Letter Recipient (2021), CEO Excellence Team Awardee (2020) Show less

Directs a process of workforce planning that evaluates Ooredoo organization structure and personnel forecasting. Evaluates overall plans and changes to plans. Makes recommendations to executive management.Implements Markov and Renewal Process-based manpower model that takes into account all controllable and uncontrollable staffing actions.Leads the preparation of the overall manpower plan (short and long term) based on the approved model, and approval of the annual manpower… Show more Directs a process of workforce planning that evaluates Ooredoo organization structure and personnel forecasting. Evaluates overall plans and changes to plans. Makes recommendations to executive management.Implements Markov and Renewal Process-based manpower model that takes into account all controllable and uncontrollable staffing actions.Leads the preparation of the overall manpower plan (short and long term) based on the approved model, and approval of the annual manpower budget and job costing.Manages end-to-end gathering and superior interpretation of statistical information (ad hoc/regular reports) related to bench strength, attrition, workforce budget, sourcing, position classification, performance evaluation, promotions history, position history, position movement, exit and other specialized reports for management, internal and external auditors and labor department.Collaborates with Qatarization and Development Team in achieving the company’s Qatarization goal and initiatives; Aligns all Qatarization programs with manpower planning in each planning period to ensure placement of Qatari talents within Ooredoo.Supports Talent Sourcing Team in finalizing annual recruitment plans and serves as the primary source of information for approved vacant positions (both critical and tactical positions). Show less

Prepares short and long-term manpower forecasts for Ooredoo taking into consideration expected growth and expansion plans, by understanding the business plan to translate that into quantifiable headcount requirements.Review proposals from BUHs for staffing requirements and make recommendations to the Management to either approve or not the requirement after undertaking careful analysis of the productivity requirements of the organization.Prepares and maintains records of staff… Show more Prepares short and long-term manpower forecasts for Ooredoo taking into consideration expected growth and expansion plans, by understanding the business plan to translate that into quantifiable headcount requirements.Review proposals from BUHs for staffing requirements and make recommendations to the Management to either approve or not the requirement after undertaking careful analysis of the productivity requirements of the organization.Prepares and maintains records of staff information to include manpower composition: skills, nationalities, education, and experience to conduct analysis and make recommendations for manpower re-deployment or shortages to address the business needsConduct annual turnover study and prepare qualitative and quantitative analysis reports for the relevant HR ManagersIn conjunction with the relevant HR Managers, develop sound methodologies to address over-staffing levels within Ooredoo which comply with legislative requirements and are aligned with the HR philosophy of the organizationWork with the BUHs to finalize their annual headcount plans for their unit, using productivity data as the baseline for decision-making - explaining its relevance to BU Heads and suggesting ways for better utilization of the existing manpower within the unit. Show less

Performs various Human Capital Planning & Organization Design tasks, including but not limited to Manpower Analysis and Requirements Gathering, Manpower Budgeting and Salary Costing, Job Description Writing & Review, Job Evaluation & Job Grading, Organization Development and Change Management Strategy, Compensation & Benefits, and Competency Modeling, Performance Management Exercise, and Analysis Maintains, updates and improves HR ERP Oracle System.Recognitions:• “Outstanding”… Show more Performs various Human Capital Planning & Organization Design tasks, including but not limited to Manpower Analysis and Requirements Gathering, Manpower Budgeting and Salary Costing, Job Description Writing & Review, Job Evaluation & Job Grading, Organization Development and Change Management Strategy, Compensation & Benefits, and Competency Modeling, Performance Management Exercise, and Analysis Maintains, updates and improves HR ERP Oracle System.Recognitions:• “Outstanding” Employee Annual Performance Evaluation Rating (2008, 2009, 2010)• GM Human Capital Recognition Certificate (2009) Show less