عبدالباري الغيثي

• Developed HR Development framework and governance model, strengthening structural
alignment and enterprise-wide HR efficiency
• Established standardized Job Architecture and grading system, enhancing role clarity,
workforce structure, and HRIS integration accuracy
• Implemented company-wide Performance Management System (PMS), strengthening KPI
governance, evaluation consistency, and accountability standards
• Optimized recruitment processes and automation workflows, reducing hiring cycle time
and improving workforce planning precision
• Structured Learning & Development governance framework, aligning training programs
with operational needs and regulatory compliance requirements
• Supported workforce planning and organizational restructuring initiatives, improving
headcount control and scalable growth readiness
• Built and led high-performing HR team of five, elevating execution quality, productivity,
and service delivery standards
• Officially appointed as Training Post-Holder by General Authority of Civil Aviation (GACA),
assuming full regulatory accountability for operational training governance
• Led all GACA-mandated operational training programs, ensuring strict compliance and
continuous audit readiness
• Developed and secured GACA approval for company Training Manual, institutionalizing
aviation training governance standards
• Designed automated certification issuance and renewal tracking system, ensuring 100%
training validity monitoring
• Acted as primary focal point during GACA inspections and regulatory audits, strengthening
compliance positioning
• Delivered 30+ certified training hours under GACA-approved curriculum, enhancing
operational competency standards

• Managed full-cycle recruitment operations, aligning hiring strategy with workforce
forecasting and project timelines
• Developed recruitment analytics dashboards and KPIs, enhancing data-driven decision
making
• Improved Saudization rates across projects, ensuring compliance with localization
regulations
• Led recruitment team, coordination and workload allocation across projects
• Acted as operational focal point, between project management and recruitment tea

• Managed end-to-end recruitment lifecycle, ensuring efficient sourcing and offer execution
• Increased Saudization rate to 50%, supporting workforce nationalization objectives
• Standardized company-wide job description framework, improving role clarity and grading
alignment

• Managed comprehensive HR operations, overseeing payroll coordination, employee
relations, and government affairs
• Conducted labor investigations and disciplinary governance procedures, ensuring Saudi
Labor Law compliance
• Completed GOSI documentation for 500 employees within one month, minimizing
regulatory risk exposure
• Administered external manpower contracts and vendor coordination, ensuring workforce
governance and service continuity.
• Achieved Exceeds Expectations rating for two consecutive years, reflecting sustained high
performance