Ahmad Albarrany

• Design and maintain organizational charts, job descriptions, and reporting structures to support strategic workforce
planning, ensuring alignment with HR policies and standards across all business lines.
• Advise senior leadership on organizational effectiveness, span of control, and structural alignment with business goals.
• Lead performance management cycle including objective seting, calibration sessions, and corrective action follow-ups
for 1, 400+ employees.
• Validate manpower requisitions, approve new position creation, and ensure hiring decisions align with approved
organizational structure and business strategy.
• Support change management initiatives and oversee onboarding/offboarding processes, advising managers on
employee relations issues and ensuring consistent application of HR policies and procedures.
HRIS Management & Data Governance:
• Manage HRIS operations across SAP S/4HANA, HR365, and ZOHO, ensuring employee records management integrity,
system alignment, and seamless integration between platforms.
• Provide functional support and technical troubleshooting for HRIS issues, serving as escalation point for system errors
and data discrepancies.
• Lead HRIS enhancement projects, system upgrades, and process automation initiatives — including time-off tracking
workflows and leave management optimization — to improve operational efficiency.
• Establish and enforce data governance standards, ensuring accuracy, consistency, and HR compliance across all HR
systems and employee records.
• Develop and maintain Standard Operating Procedures (SOPs) for HR operations to ensure consistency and process
optimization.
Headcount Analytics & Workforce Planning:
• Oversee headcount planning, forecasting, and cost centers assignment in partnership with business leaders and
Finance.
• Deliver advanced HR analytics, dashboards, and KPI reporting to senior leadership to support data-driven decision
making.
• Conduct in-depth workforce analytics including trend analysis, turnover paterns, and succession gap analysis for
strategic talent planning.

Organizational
• Managed organizational structures, job descriptions, and grading updates for all business lines.
• Updated and maintained organizational charts to reflect business changes and support headcount planning.
• Designed performance management tools, KPIs, and productivity tracking sheets to support departmental
effectiveness.

HRIS Management & Data Governance:
• Oversee HRIS operations across SAP S/4HANA, HR365, and ZOHO, ensuring data accuracy and system alignment.
• Led master data governance including data cleansing, validation, contract renewals, and employee lifecycle updates.
• Developed Standard Operating Procedures (SOPs) for HR operations to ensure consistency and compliance.
Headcount Analytics & Workforce Planning:
• Collected and analyzed HR data to produce dashboards, KPI reports, and insights for decision-making.
• Supported headcount planning and coordinated training needs assessments with business units.
• Assisted in major HR projects including SAP S/4HANA upgrade and EBRD compliance requirements.

• Created, updated, and structured organizational charts to reflect business changes and support headcount planning
across all departments.
• Developed and revised job descriptions, ensuring alignment between role expectations, competencies, and
departmental structures.
• Collected and validated performance data for 1400+ employees, prepared performance dashboards, and supported
managers with corrective action planning.
• Supported the design and rollout of performance management cycles, including communication, training, and system
updates.
• Contributed to manpower planning by coordinating hiring needs with Talent Acquisition and validating organizational
requirements.
• Coordinated training needs assessments and helped build annual training plans based on capability gaps and strategic
priorities.
• Supported OD initiatives such as grading updates, policy improvements, and workflow enhancements to strengthen HR
processes.

• Supported the performance management cycle by collecting monthly KPI data, validating results, and preparing reports
for department heads.
• Assisted in analyzing productivity sheets with the data team to identify performance gaps and improvement
opportunities.
• Helped prepare performance feedback and supported managers during performance review discussions.
• Updated and maintained the organizational chart to reflect staffing changes and structural updates.
• Participated in identifying departmental training needs and compiling training recommendations for annual plans.
• Collaborated with HR team members to ensure accurate employee data, records, and documentation.
• Supported OD initiatives related to policies, workflows, and departmental structure improvements.
• Gained foundational experience in HR operations, data handling, and OD tools, forming the base for later advanced
roles.