Mohammad Alghafees

• Design and implement Performance Management System.
• Conduct annual training and development needs assessment.
• Develop and monitor spending against the departmental budget.
• Train and coach managers, supervisors and others involved in employee development efforts.
• Propose training and development programs and objectives.
• Propose rewards schemes related to bonus and merit increases.
• Design merit increase matrixe in relevance to PMS.
• Oversee HR policy development and improvement.
• Member of the Advisory Committee.

• Manage project execution to ensure adherence to budget, schedule, and scope.
• Develop project plans for PDPE projects including information such as project objectives, technologies, systems, information specifications, schedules, budget, and staffing.
• Monitor project milestones and deliverables.
• Meet with project team members to identify and resolve problems.
• Submit project deliverables, ensuring adherence to quality standards.
• Schedule and facilitate meetings related to PDPE projects.
• Perform risk assessment to develop response strategies.
• Identify vendors to meet project needs.
• Develop and manage annual budget for PDEP projects.
• Assess current and future training needs and priorities through communicating directly with stakeholders, conducting surveys, focus groups, and workshops.

• Analyze and modify compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements.
• Advice managers on organizational policy matters such as labor law.
• Perform difficult staffing duties, including dealing with under staffing, and refereeing disputes.
• Plan and conduct new employee orientation programs.
• Identify staff vacancies and recruit, interview, and select applicants.
• Administer compensation, benefits, and performance management systems.
• Prepare training budget for the organization.
• Analyze training needs to develop new training programs or modify and improve existing programs.
• Develop testing and evaluation procedures.

• Responsible for developing and delivering the Mazaya Programs portfolio in collaboration with the HRDF’s strategic consulting partner Strategic Decision Group (SDG). Parts of the Mazaya programs were launched in 2014 which included the Payroll Rebate program, Commitment Bounce program, and Incremental Support program.
• Support future business development opportunities, as well as our current business.
• Lead the business development team for the HRMS project.
• Lead role in Customer Experience Program to change the way people work and to deliver HRDF’s long term strategy. This involved a bottom up review of HRDF’s Vision, Values, and Behaviors through the involvement of the whole staff.
• Project lead in the Training Programs Assessment initiative to evaluate and assess current HRDF’s training programs. This includes a phase-out/phase-in planning for classical and future programs.
• Conduct Surveys, highlight potential risks and issues.
• Produce biweekly reports and regular updates to internal and external clients.

• Provide consultation services for various governmental and private entities concerning general HR practices.
• Confer with management, supervisors and employees to gain knowledge of work situations requiring training and to better understand changes in policies, procedures, regulations, business initiatives and technologies.
• Responsible for the development of ELC’s curriculum.
• Execute recruitment strategies and responsible for recruiting trainers and ESL instructors by evaluating skills, competencies and experience locally and internationally.
• Member of the Quality Assurance team.
• Train executive government sector staff to use professional English Language.

• Responsible for the day-to-day running of the center.
• Responsible for the organization and development of schemes of work in line with the IPA’s strategy.
• Responsible for the IPA’s staff assessments.
• In charge of the appraisal process and act as reviewer for a group of staff within the department.
• Promoting teamwork and to motivate staff to ensure effective working relations.
• Ensuring the effective operation of quality control systems.

• Manage performance and improvement systems.
• Oversee employment and compliance to regulatory concerns regarding employees.
• Responsible for employee onboarding and orientation.
• Responsible for policy development and documentation.
• Provide employee services and counseling.
• Set up a training plan and identifying the training needs (TNA).
• Manage budgets; and work with training providers to develop suitable content for the company’s employees.
• Saudization: Responsible for designing mechanisms for achieving best recruitment targets that can meet government requirements.
• Recruitment Strategies: Advise and assist in recruiting middle to senior management staff through establishing contacts with major international and local recruitment agencies to meet the company needs.
• Develop recruitment and selection system through utilizing technology that allows for more effective candidate capture and management.