Majed A Alanazi PMP Prince 2 KPI P CIPD

In my role as an HR Consultant on a project contract, I was responsible for setting up HR OD and operations, developing HR templates and reports, and building business identity and strategy for SMEs in Saudi Arabia. Additionally, I created awareness content through a podcast and YouTube channel on various business aspects.

Talent Acquisition: Led the Talent Acquisition function and established a structured recruitment framework, enhancing hiring practices to ensure alignment with business needs. The framework streamlined recruitment processes and reduced time-to-hire, increasing efficiency across subsidiaries. Talent Management and Development: Led the development and implementation of a comprehensive talent management strategy aligned with AICC business goals and growth plans. This involved designing talent development initiatives, succession planning, and career progression pathways for high-potential employees. Learning Management System (LMS): Ensured the deployment and integration of the Learning Management System (LMS) to meet the organization's training and development needs. This facilitated seamless learning opportunities, improving employee skills and knowledge alignment with business priorities. Performance Management: Managed performance management processes, including regular feedback mechanisms, career development programs, and leadership initiatives. Implemented a continuous feedback system that led to a 25% improvement in employee performance and satisfaction. Employee Engagement: Drove employee engagement initiatives that improved organizational culture, increased employee retention, and fostered an environment of open communication and recognition. Leadership and Development: Played a key role in leadership initiatives, rolling out programs that focused on strategic leadership competencies. Organizational Transformation: Played a key role within the organization's transformation, contributing to leadership development workstreams and corporate governance initiatives. Collaborated with senior leadership to ensure that talent management strategies aligned with organizational transformation goals. Organization Development: Streamlined structure, updated HCM policies, and defined competencies framework and its dictionary.

Strategic Recruitment: Successfully led recruitment efforts for technical, managerial, and administrative roles critical to real estate operations. Designed job descriptions and applied innovative sourcing strategies to attract top-tier talent. Reducing Turnover: Introduced retention initiatives, including career development plans and mentorship programs, resulting in a 20% reduction in employee turnover. Building High-Performance Teams: Focused on hiring candidates who not only met technical qualifications but also aligned with the company culture, fostering a collaborative and efficient workforce. Performance Management Systems KPI-Based Evaluations: Implemented a KPI-driven performance appraisal system tailored to the real estate industry, linking individual performance with project milestones and organizational goals. Employee Productivity: Enhanced team productivity by 15% through targeted training and performance improvement initiatives. Employee Recognition: Designed recognition programs to celebrate outstanding contributions, increasing employee engagement and morale. Organizational Development and Design Optimizing Structures: Streamlined organizational hierarchies, improving communication and reducing inefficiencies. This restructuring enhanced coordination among project teams. Leadership Development: Developed and implemented leadership training programs, enabling 30% of leadership roles to be filled internally. Culture Transformation: Fostered a culture of accountability, innovation, and collaboration, aligning HR practices with the organization’s core values.

1. Talent Acquisition: Streamlined Recruitment Process: Introduced an automated recruitment system, reducing time-to-hire by 30%. Diversity Focus: Increased hiring of women and underrepresented groups by 25%. Employer Branding: Strengthened AMG’s employer brand, increasing top-tier candidate applications by 20%. Onboarding: Improved onboarding processes, boosting new hire engagement by 40%. 2. Talent Management: Succession Planning: Developed a robust succession planning framework, identifying high-potential leaders across subsidiaries. Retention Initiatives: Launched employee engagement programs, reducing turnover by 15%. Performance Management: Transitioned to a quarterly feedback system, improving employee performance by 25%. 3. Leadership & Learning Development: Leadership Programs: Rolled out leadership development programs, leading to a 35% increase in internal promotions. Manager Training: Introduced tailored development for managers, improving team leadership capabilities. Learning Strategy: Implemented skill development initiatives, resulting in a 30% increase in employee proficiency. 4. Performance Management: Continuous Feedback Model: Shifted to real-time feedback, enhancing performance tracking and development. Goal Alignment: Introduced SMART goals, improving clarity and accountability. Recognition Programs: Developed a performance-based reward system, reinforcing a high-performance culture.

• Led and managed the Talent Acquisition function at Sultan Bin Abdulaziz Humanitarian City, ensuring recruitment aligned with business needs. • Negotiated contract agreements with recruitment agencies globally to streamline the hiring process. • Developed and implemented innovative recruitment strategies to attract top talent and drive organizational growth.

• Managed and developed functional KPIs for internal quality auditing in Operation Excellence Function. • Implemented project management practices to streamline quality management audits. • Developed and maintained business processes, policies, and procedures for entire business units to ensure operational efficiency. - Develop and Maintained Operational KPIs for subcontractor and set the target base of success. - Worked on Reengineering the QMS into Business Excellence Model.

* Support department heads with approved manpower planning and conduct recruitment planning. * Meet department heads to discuss competencies profile for all vacancies. * Responsible for the monitoring and improvement of the recruitment process in the organization * Evaluate different recruitment channels and sources and their performance for particular positions. * ِAnalyze and evaluate the best performing recruitment agencies and channels to be used. * Conducting initial screening interviews; phone interviews. and conduct panel interviews with department head and writing hiring recommendations based upon the eligibility criteria provided. * Arrange for final interviews with top management and issue offered for selective candidates. * Participate in career fair with its coordination. Tips; 1) Signed as Recruitment Project Manager working with Tower Watson HR Consultation to deliver a better internal recruitment services. 2) Re engineer HR structure, benefits, policy, procedures to process through HR partner and review. evaluate their drafts. 2) Acting Training and Development Specialist since July 2015, and evaluate Training providers. 3) Reviewing Training, PMS Performance Management System practice, policies. 4 ) Contribute by creating a new Training and PMS policies and workflow, procedures. 5 ) Initiate survey for colleagues to evaluate vendors and analyze it and rectify what is missed.

• Conducted initial screening interviews and panel interviews with department heads, resulting in successful hiring recommendations based on eligibility criteria. • Evaluated and analyzed the performance of different recruitment channels and agencies for specific positions. • Coordinated and participated in career fairs to attract top talent for the organization.

• Managed end-to-end recruitment process for Riyadh Store, ensuring timely hiring of qualified staff. • Oversaw recruitment activities for new expansion store, aligning hiring strategies with company goals. • Conducted weekly progress reports on recruitment efforts, optimizing processes for efficiency. • Analyzed market compensation and benefits to ensure competitive pay rates for staff.

• Led talent acquisition efforts for ARASCO Business units, utilizing Thomas International psychometric assessments to identify top candidates. • Conducted interviews, assessments, and evaluations to ensure the best fit for business units. • Collaborated with hiring managers to understand their needs and provide strategic recruitment solutions.