As the leader of Nine Tenths Investments, I drive the company’s vision, strategy, and growth. My key responsibilities include:Strategic Leadership: Setting long-term goals and aligning operations to achieve them.Operational Efficiency: Overseeing performance metrics and ensuring alignment with objectives.Financial Stewardship: Managing budgets, resource allocation, and ensuring profitability.Risk Management: Establishing frameworks to mitigate risks and ensure sustainability.Stakeholder Engagement: Building strong relationships with investors, clients, and the board.Innovation: Driving forward-thinking solutions to maintain a competitive edge.Talent Development: Fostering a collaborative and innovative culture.I am committed to delivering exceptional value to our clients, adapting to market shifts, and upholding the highest standards of integrity and excellence.

The Constant challenge for success. We are all challenged in the business world. We all want to be part of a team that leaves a legacy and remembered for years on what we have accomplished. At FAZAA, I am proud to be part of an excellent team that strives to reach this success and greatness.

• Broadening an understanding of the business, market and industry trends.• Provide “wise counsel” on issues raised by owners/directors or management as a “sounding board.”• Provide unbiased insights and ideas from a third point-of-view (not involved in the operation of the business).• Encourage and support the exploration of new business ideas that can generate revenue or opportunity.• Act as a resource for executives or other stakeholders that may use a lead advisor as a filter or “reality checker.”• Augment the effectiveness, and extend the “bandwidth” of the CEO.• Encourage the development of a governance framework and document meetings that demonstrate an effective organizational structure.• Monitor business performance – and serve as an accountability hub for CEO or other senior managers.• Initiate challenges to other advisory directors and management that could improve the business.• Serving as a trusted advisor to the CEO as s/he develops and implements the company strategic plan.• Reviewing outcomes and metrics created by the company for evaluating its impact, and regularly measuring its performance and effectiveness using those metrics; reviewing agenda and supporting materials prior to board and committee meetings.• Indorsing company annual budget, audit reports, and material business decisions; being informed of, and meeting all, legal and fiduciary responsibilities • Contributing to an annual performance evaluation of the CEO • Assisting the CEO and board chairman in identifying and recruiting other Board Members • Partnering with the CEO and other board members to ensure that board resolutions are carried out • Serving on committees or task forces and taking on special assignments • Representing the company to stakeholders; acting as an ambassador for the organization

• Develop the organizational human resources strategy in compliance with corporate group strategy• Design the group human resources department structure, positions and process system in compliance to its strategic mandate• Review, amend and draft job description and qualifications required for the staff of the group human resources department• Formulate HR Plans, Policies &procedures according to organizational objectives.• Prepare HR budget and ensure the activities within budget.• Provide technical & Professional Advice to Legal Representative for legal proceedings related to HR.• Organize meetings with Management, plans for manpower as per requirements.• Set up the working methodology for succession planning analysis, implementation and monitoring.• Develop the recruitment and selection process to include: Appointment - Confirmation / Termination / Resignation / Procedures/ Process• Decide recruitment channels.• Labor law – Ensure compliance with local labor laws and standards• Review and analyze the group subsidiaries: Jobs / roles Salaries, Ranking and benefit system.• Formulate effective Performance Appraisal Policy, Procedures and ensure its compliance.• Review and analyze the performance appraisal managing process• Set up policies and procedures for the treatment of employees horizontal and vertical inter-organizational conflicts• Enhance Organization communications• Encourage and develop employee communications• Ensure proper management of Staff amenities and occupational and health safety• Identify the areas for development• Explore the new skills to enhance productivity• Administer the Training Policy.• Review and assess the HR module of the current ERP system• Propose potential customization, if needed, on ERP HR module• Follow up, guide, and monitor the implementation of ERP HR module at group level

• Formulate and propose the divisional strategic plan with the companies top management strategic vision. • Plan, direct and control the division operating the budget. • Develop, update and implement organizational policies and procedures and ensure its compliance with government regulations and laws. • Analyze, evaluate and present information related to the business situation and economic trend to all concerned and maintain the harmonious relationship with all involved business partners. • Participate in top management meetings and share group working committees effectively. • Control and authorize recruitment selection standards and ensure workforce are sufficient & competence to achieve the overall organization objectives. • Approve, maintain and implement compensation schemes, workforce satisfaction and morale programs to maximize employee’s loyalty to the organization. • Oversee the procedures, analysis, and maintenance of records and information or statistics required by law, local authorities or other departments in the group. • Responsible for Government relations, procedures, administration and facilities management • Study legislation, arbitration decisions, and collective bargaining contracts to assess industry trends• Represent management in negotiating collective bargaining agreements.• Writes and delivers the presentation to corporate officers of government officials regarding human resources practices. • Maintain professional ethics and comply with company policies and procedures

• Formulate and propose the divisional strategic plan with the companies top management strategic vision. • Plan, direct and control the division operating the budget. • Develop, update and implement organizational policies and procedures and ensure its compliance with government regulations and laws. • Analyze, evaluate and present information related to the business situation and economic trend to all concerned and maintain the harmonious relationship with all involved business partners. • Participate in top management meetings and share group working committees effectively. • Control and authorize recruitment selection standards and ensure workforce are sufficient & competence to achieve the overall organization objectives. • Approve, maintain and implement compensation schemes, workforce satisfaction and morale programs to maximize employee’s loyalty to the organization. • Oversee the procedures, analysis, and maintenance of records and information or statistics required by law, local authorities or other departments in the group. • Responsible for Government relations, procedures, administration and facilities management • Study legislation, arbitration decisions, and collective bargaining contracts to assess industry trends• Represent management in negotiating collective bargaining agreements.• Writes and delivers the presentation to corporate officers of government officials regarding human resources practices. • Maintain professional ethics and comply with company policies and procedures

• Formulate and propose divisional strategic plan with the companies top management strategic vision. • Plan, direct and control the division operating the budget. • Develop, update and implement organization policies and procedures and ensure its compliance with government regulations and laws. • Analyze, evaluate and present information related to business situation and economic trend to all concerned and maintain harmonious relationship with all concerned business partners. • Participate in top management meetings and share group working committees effectively. • Control and authorize recruitment selection standards and ensure workforce are sufficient & competence to achieve the overall organization objectives. • Approve, maintain and implement compensation schemes, workforce satisfaction and moral programs to maximize employee’s loyalty to the organization. • Oversee the procedures, analysis and maintenance of records and information or statistics required by law, local authorities or other departments in the organization. • Responsible for Government relations, procedures, administration and facilities management • Study legislation, arbitration decisions and collective bargaining contracts to assess industry trends• Represent management in negotiating collective bargaining agreements.• Writes and delivers presentation to corporate officers of government officials regarding human resources practices. • Maintain professional ethics and comply with company policies and procedures

Responsibilities • Analysis, develops, revises and implements company Organizational structure. • Advise companies on best human capital management practices.• Provide consultation and guidance to senior management and organizational partners in the interpretation of human resource management policies, procedures, programs and application of related government laws and regulations. • Help train managers and HR employees. • Perform quality assurance checks. • Perform internal reviews and audit of current systems and policies. • Helps clients strategically integrate effective HR processes, programs and practices into their daily operations. • Develops, revises and implements human resource policies and procedures.

Responsibilities • Analysis, develops, revises and implements company Organizational structure. • Advise companies on best human capital management practices.• Provide consultation and guidance to senior management and organizational partners in the interpretation of human resource management policies, procedures, programs and application of related government laws and regulations. • Help train managers and HR employees. • Perform quality assurance checks. • Perform internal reviews and audit of current systems and policies. • Helps clients strategically integrate effective HR processes, programs and practices into their daily operations. • Develops, revises and implements human resource policies and procedures.

Responsibilities • Coordinate and manage various HR projects as directed by HR and Admin Manger, and ensure these are completed within time and budget. • Key role in performance management that includes performance appraisals, training managers on appraisal techniques, taking reviews, identifying performance gaps, and suggesting remedial measures. • Identify talent / resource requirement, coordinate with Talent Supply at HR Group to meet resource needs and ensure nationalization targets for recruitment are met. • Manage the disciplinary process in line with laid down policies and procedures, investigate and resolve grievances, and conduct employee satisfaction surveys annually to gauge employee satisfaction levels. • Initiate annual merit reviews, decide on salary increases and promotion in line with HRAM, and ensure monthly payrolls are processed in time. • Provide inputs for deciding HR Department metrics, and serve as focal point of contact for all HR related issues in plants. • Communicate and maintain working relations with internal stakeholders (senior management, group managers, line mangers, area manager, supervisors etc.) and external entities (Labour Ministry, Labour Office, Interior Ministry, Foreign Ministry, Police Departments, and Chamber of Commerce etc.)

Responsibilities • Formulated recruitment plan based on current and future manpower requirements of the group. • Coordinated the development of job descriptions, roles, responsibilities and compensation packages for technical, marketing and administrative positions. • Managed the recruitment process utilizing an optimum mix of channels to locate and hire personnel of required competencies. • Bench-marked the group’s human resources and manpower policies and processes against industry and implement measures to attract and retain best available talent. • Prepared and ensure adherence to recruitment budgets within approved limits. • Supervised the entire recruitment process that comprised staff requisition, sourcing candidates, interviewing, validating references, finalizing offers etc. • Analyzed labor markets, workforce plans and organizational intelligence to identify occupational trends and develop effective strategies to attract the right talent. • Established effective talent supply systems and process to ensure that the company was never short of critical talent. • In conjunction with hiring managers, developed proactive recruitment programs, documented these programs and communicated these to stakeholders. • Conducted exit interviews, recorded feedback from personnel leaving the company and forwarded these to the management. • Ensured a consistent supply of talent to meet organizational needs. • Managed team performance, guided team members in meeting targeted goals; developed and maintained departmental KPIs, and prepared and submitted periodic reports to management.

Highlights • Participated in implementing new ATM switch and card management system. Received a letter of appreciation and gratitude from the CEO for the efforts and contribution, 2012. Awards and Recognition • Appreciation for dedication and ongoing support for the bank’s success. Responsibilities • Managed the hiring process assuring that human capital (HC) service fulfilled the bank’s business requirements. • Planned and executed recruitment programs to source manpower at various levels for different key functions. • Monitored and ensured alignment of compensation and benefits with company policies and latest government regulations. • Supervised preparation of HR reports required by authorities including payroll calculations and compulsory insurance computations. • Participated in annual employee performance appraisals in coordination with HC. • Implemented procedures related to passport, visa, work permits and medical expenses of expatriates working for the company. • Managed staff ensuring discipline, employee engagement and motivation eliciting superior performances. • Improved HR administration, facilitating resolution of employee conflicts and building strong relationship and effective communications between the company and the employees. • Directed and controlled all aspects of payroll administration - variable compensation, overtime, expatriate compensation and special payments - coordinating smooth and efficient operation. • Conducted need analysis to identify key and specialist skills required and proposed suitable training calendar and programs. • Reviewed periodic manpower reports and identified opportunities for improvement in terms cost, utilization and reallocation of filled positions.

Co-Chairman of Staffing Management and Position Control Committee • Worked in the role of a member of the Senior Leadership Division (Jan 2010 to Dec 2011). • Monitored actual monthly manpower costs for the Jeddah branch against approved budgets and maintained an ongoing projection of annualized actual manpower costs against budget. • Reviewed and authorized specific vacancies to be opened for filling by Human Resources Services based on need and available remaining manpower budget. Conducted reviews on a minimum bi-weekly basis. • Collaborated with Human Resources Services and divisional leadership of the branch and produced a list of recommended posts for filling in the upcoming fiscal year with projected costs and moved recommendations for approval of the Executive Director. • Reviewed manpower reports and identified opportunities for improvement in terms of cost, utilization and reallocation of filled posts. • Championed the full utilization of the 2010 manpower budget. Highlights • Participated in Human Resource Value project for reengineering the HR function. • Prepared the 5-year Saudization plan for recruiting Saudi nationals as per national policies. • Contributed to the project for amalgamation of the Jeddah branch (3000+ staff) with the Riyadh HQ (11, 000+ staff). • Coordinated roll-out of Oracle ERP in the Jeddah branch. • Developed human resource matrix and KPIs and human resources data warehousing management reports. • Implemented HR Advisor - an e-learning methodology. • Coordinated development of the Human Resource Value project website. • Managed the unified budget information system.• Implemented and managed a recruitment tracking system.Awards and Recognition • Letter of appreciation and gratitude from Chairman JCIA MCI Task Force for contribution to successful completion of JCIA accreditation documentation, 2011. • Letter of appreciation and gratitude from Chief Operating Officer for contributions during Jeddah Retreat, 2011.

Highlights • provided a new business solution by developing a flow chart for crew scheduling and utilization of pilots. Awards and Recognition • Letter of appreciation from the Airlines management for outstanding performance. Responsibilities • Executed system back-ups, maintained system documentation and participated in troubleshooting to resolve performance issues. • Reviewed, analyzed and modified programs including encoding and testing and resolved flight operational issues as they arose. • Created blueprints for networking, intranet and security administration systems with dedicated database administration systems for academic, research and administrative wings. • Established standard operating procedures and recommended long-term strategic plans for utilizing IT information systems and technologies to fulfill organizational requirements and business needs. • Identified and rectified day-to-day anomalies affecting system performance. Ensured optimum system operational performance through preventive maintenance and regular system checks. • Tracked latest technological advances, monitored software licenses, provided secure access to remote system users.