Strategic Organization Development Business Partner
Abdul Samad Al Qurashi
Total years of experience :9 years, 3 Months
Organizational Development:
- Designed, developed, and maintained the organizational structure.
- Lead the design and development of comprehensive job descriptions and profiles.
- Lead job evaluation efforts and established the organization's compensation and benefits structure.
- Design & develop the corporate authority matrix and mapped the decision-making authority & Leveling within the company.
- Developed the core and position competencies framework.
- Designed and improved key organizational processes to enhance efficiency and effectiveness.
- Implemented governance tools and frameworks to ensure standardized and controlled processes.
- Conducted manpower planning and forecasting to align organizational needs with budgetary considerations.
- Managed the HR budget, including planning, monitoring, and optimization of costs.
Strategic Development:
- Supported the development of the strategy execution process and operational alignment roadmap.
- Translated business strategies into smart objectives and KPIs.
- Collaborated closely with Heads of Departments to develop departmental strategies, action plans, and KPIs.
- Monitored strategy execution through strategic performance reporting and analysis.
- Supported the identification and assessment of organizational capabilities.
- Contributed to the development of performance management systems.
HR Strategy
- Developed and implemented strategic HR plans for the assigned business unit, aligning them with the overall business strategy and direction.
- Provided leadership and oversight in driving the delivery of key HR initiatives, including performance management, talent reviews, succession planning, talent development, total rewards, employee relations, and employee experience.
- Contributed to the planning and implementation of all relevant HR projects, providing strategic input based on the business unit's requirements.
Organization Design
- Monitored and analyzed defined organizational, financial, and HR metrics.
- Developed and presented recommendations to senior leadership regarding changes in the organization's structure, roles, processes, competencies, staffing, or workforce composition.
- Spearheaded the Capability Building agenda for Andalusia Group, leading the upskilling and reskilling journey to equip employees for a changing environment.
Performance Management
- Selected and closely monitored strategic KPIs.
- Designed and implemented the organization's performance management system to align with its goals and objectives.
- Determined and defined employees' capacity and capabilities, both quantitatively and qualitatively
- Managed the employees' performance grading system and scores to support better decision-making.
Change Management
- Provided leadership and guidance in supporting change management activities.
- Prepared communication plans, considered cultural factors, gathered data, and conducted analytical and reporting tasks
Talent Management
- Developed, implemented, and provided strategic oversight for the Talent Strategy agenda.
- Ensured the effective implementation of talent management processes and frameworks, including best practices.
- Identified high-potential employees and supported their development through regular reviews and targeted plans.
- Coached and built the capability of senior managers to contribute to the organization's effectiveness.
Performance Monitoring & Management:
- Lead the Designing and implementing of performance management systems aligned with organizational goals and objectives.
- Guide the Designing and implementing staff productivity and utilization metrics to optimize manpower.
- Provide Detailed Monthly Group performance reports with a proper analysis to the Executive Management
- Monitoring & managing organizational value chain analysis to identify root causes of performance issues on both bottom and high-level.
- Lead & Managing the Performance Appraisal and Employee’s Promotion Activities based on the Performance Model.
- Determining and defining employe’s capacity, capabilities, and performance grading/scoring systems
- Direct HR Sections for proper Actions, Decisions & Development Needed based on Performance Evaluation
- Monitoring and evaluating the effectiveness of HR decisions related to performance improvement.
- Monitoring, Managing employee turnover and its impact on organizational performance.
HR Planning Process:
- Participating in setting financial objectives & targets for Hospitals & Polyclinics through manpower capabilities & Performance benchmarks
- Provide on monthly, annually basis Business Financial Plans Based on The Forecast of the Individual's Performance Growth & Manpower Expectations
- Preparing projections of manpower requirements, including recruitment, development, and enhancement plans
- Monitor & Manage Manpower Budget and providing proper solutions for staff cost optimization.
- Formulating manpower planning policies, procedures, and implementation plans
Compensation & Benefits:
- Developed and maintained the organization's salary structure, including pay grades, ranges, and progression guidelines.
- Review surveys and analysis of market data and industry benchmarks to ensure the organization's salary structure remained competitive and aligned with the external labor market.
- Guide the Designing and implementation of bonus and incentive scheme, ensuring it was aligned with the performance management system.
- Evaluated the impact of the bonus scheme on employee motivation, retention, and overall organizational performance.
- Regularly reviewed and updated the bonus system to ensure it remained competitive and effective in driving desired behaviors and outcomes.
- Researched emerging trends to develop strategic human resource plans aligned with future business needs, expansions & targets.
- Spearheaded organizational restructuring initiatives to improve operational efficiency.
- Determined Overall Group Manpower Plan & Optimal staffing levels and productivity metrics to ensure maximum capability and outcomes.
- Partnered with business units to design and revise job descriptions aligning with evolving requirements.
- Analyzed workforce utilization to ensure staff were delivering maximum outcomes.
- Monitoring & Managing the Individual Performance Management System.
- Developed advanced performance dashboards and reporting tools.
- Partnered With training section to conduct needs assessments to identify training requirements that enhance employee performance.
- Designed and implemented comprehensive department and individual quantitative performance management framework.
- Collaborated cross-functionally with department managers & Heads to define relevant KPIs and its weight.
- Led the rollout of the performance management system, providing training and guidance.
- Developed advanced performance dashboards and reporting tools.
- Conducted in-depth data analysis to identify trends and root causes of performance issues.
- Presented performance insights and recommendations to senior management.
- Continuously evaluated the performance management system's effectiveness and implemented enhancements.
- Researched and implemented industry best practices to improve performance management capabilities.
- Provided coaching and mentorship to build data analysis and reporting skills across the organization.
- Managed real-time operations, monitoring call volumes, agent adherence, and other key performance indicators to ensure efficient staffing levels and service delivery.
- Collected and analyzed daily, weekly, and monthly operational data and metrics for various call center projects.
- Conducted thorough investigations to identify the root causes of events and abnormalities and implemented corrective actions.
- Produced detailed daily reports on call volume trends, average handle time, and other performance indicators to inform decision-making.
- Maintained oversight of the workforce team's adherence, absenteeism, and scheduling to optimize staffing levels and agent productivity.
- Conducted in-depth analysis of interval and daily performance data for specific call queues, identifying areas for improvement.
- Managed the performance and productivity of a 15-20 Person customer service team, ensuring they met or exceeded KPIs and targets.
- Monitored team performance in real-time and implemented corrective actions to drive continuous improvement.
- Trained new agents on product knowledge, customer service best practices, and operational procedures.
- Conducted regular coaching and performance reviews to develop agent skills.
- Collaborated cross-functionally to streamline processes and enhance the customer experience.
- Led the successful implementation of call center projects, meeting all goals and deadlines.
- Analyzed data to identify trends, generate insights, and make data-driven recommendations.
- Provided exceptional customer service by handling inbound calls professionally and resolving customer inquiries, complaints, and concerns.
- Educated customers on Vodafone's diverse product and service offerings, helping them understand features and benefits.
- Processed customer orders, returns, and exchanges accurately and efficiently, ensuring a seamless experience.
- Collaborated cross-functionally to escalate and resolve complex customer issues.
- Demonstrated a strong commitment to enhancing customer satisfaction and loyalty.
Studied General Major including HR Management, Strategic Management, Business Development, Marketing Management, Operation Management, Finance & Accounting, Investment & Portfolio Management, Supply Chain Management
Study of commerce, economics and business administration, Helwan University in Cairo
