Ahmad Alfarou

-Oversee and manage all aspects of the HR department, providing leadership
and guidance to a team of HR professionals.
-Develop and implement HR strategies and policies in alignment with the
organization's goals and values.
-Drive recruitment efforts, including talent acquisition, interviewing, and
onboarding.
-Spearhead performance management and employee development initiatives,
resulting in an improvement in employee engagement and retention.
-Collaborate with executive leadership to ensure HR initiatives are aligned with
business objectives and contribute to the company's growth.
-Manage complex employee relations issues, conducting investigations and
providing solutions to maintain a positive workplace culture.
-Lead training and development programs, enhancing the skills and
capabilities
of the workforce.
-Develop and administer compensation and benefits programs, ensuring
competitive and equitable packages.
-Ensure compliance with all relevant labor laws and regulations, reducing the
risk of legal issues.
-Proactively address diversity and inclusion challenges, fostering a more
inclusive and diverse work environment.
-Implement HR technology solutions, streamlining processes and improving
data analytics.

International Development Bank (IDB) is one of the most important banks in Iraq, with more than 15 branches allocated all over IRAQ, in addition to correspondent offices in Beirut and Dubai,

Develop corporate plans for a variety of HR matters such as compensation, benefits, health and safety.
Act to support the human factor in the Bank by devising strategies for performance evaluation, staffing, training and development.
Oversee all HR initiatives, systems and tactics.
Supervise the work of HR personnel and provide guidance.
Serve as the point of contact for employment relations and communicate with employees.
Monitor adherence to internal policies and legal standards.
Deal with grievances and violations invoking disciplinary action when required.
Anticipate and resolve litigation risks. Report to senior management by analyzing data and using HR metrics.

- Develop effective working relationships, influencing, challenging the senior management
team on their personal style and the development and delivery of their people plans in support of the achievement of the business area and HR strategies.
- Equip key clients with appropriate tools and knowledge to effectively manage their people
in line with their people plans e.g. performance management, absence management,
career management.
- Supervise the monthly payroll in contribution with direct and indirect cost.
- Validate Annual rewards and promotion after employees annual assessment.
- Monitor, interpret and implement all new and revised legislation relating to the company.
- Identify short, medium and long term resourcing issues. Build and maintain the local
manpower plans.
- Embed a performance management culture within the business area as a means of driving
business improvement by ensuring clear objectives, feedback and the improvement of
customer service through behaviours aligned with our values.
- Support the business area with the management development of their people, providing
advice, guidance and ad-hoc training on Personal Development Plans and work with the
business area to establish and introduce systems that identify employees with high
potential, develop career paths in consideration of key roles for succession planning and
self-development.

• Design various recruitment strategies for all candidates.
• Identify and meet with candidates for open positions and recommend which candidates to hire.
• Collate all competitive data and manage all communication with team and develop effective relationships with hiring manager to implement various strategies.
• Develop and maintain relationship with all recruitment process outsource managers.
• Design an efficient network for all centers and provide required training and implement various sourcing strategies and perform various retention activities.
• Coordinate with stakeholders to incorporate all metrics into all talent acquisition systems.
• Maintain and efficient and healthy system at all times and design various recruitment strategies and maintain pool of candidates at all times.
• Collaborate with hiring managers and design all recruitment plans.
• Provide support to all customers and analyze all business strategies and achieve all objectives and maintain efficient relationships with all business leaders.
• Ensure compliance to all company policies and recommend development to process if required and perform research on all various hiring practices.
• Prepare reports for all recruitment statistics and maintain accuracy in system and document all process and ensure compliance to same.

- Prepare and manage Wages protection System (WPS) which is linked between company, bank and labor office
- Manage the day-to-day operations of the Human Resource office.
- Supervise employees in Qassim project (SANG-Saudi Arabia National Guard).
- Responsible for employee orientation, development, and training.
- Development of superior workforce.
- Participates in developing department goals, objectives, and systems.
- Implement and manage HRIS (Human Resource Information System).
- Performs benefits administration to include claims resolution, change reporting, approving invoices for payment, and communicating benefit information to employees.
- Participates in administrative staff meetings and attends other meetings and seminars.
- Maintains company organization charts and employee directory.
- Prepare employees mobilization for Riyadh Metro.

-Establish and maintain appropriate systems for measuring necessary aspects of HR development.
-Monitor, measure and report on HR issues in western area, opportunities and development plans
and achievement within agreed formats and timescales.
-Manage and control departmental expenditure within agreed budgets.
-Liaise with other functional / departmental head so as to understand all necessary aspects and
needs of HR development, and to ensure they are fully informed of HR objectives, purpose and
achievements.
-Contribute to the evaluation and development of HR strategy and performance in co-operation withthe executive team.
-Plan for employee’s performance appraisal; develop tools for appraisal, job evaluation and
development.
- Respect Thales values.

- Define and implement the HR policies, resources and procedures.
- Optimize the number, the competencies and quantity of personnel and adapt them to the evolving needs of the company.
- Receive from BU’s the SBP for the whole year of recruitment.
- Manage the team of HR, Administrative and logistic activities.
- Advertising vacancies appropriately by drafting and placing adverts in a wide range of media (e.g., newspapers, websites, magazines), and through e-staffing tool.
- Receiving and reviewing applications, managing interviews and short-listing candidates.
- Recruited employees for mega-projects like:
a) North South Railway - client Ministry of finance.
b) Renewal Data Network Equipment(RDNE) - Client ARAMCO Saudia.
c) SNFN (Fiber Network) - Client Mobily.
d) Metro Mashear MUqaddasa Project - Mecca Metro ( MMMP) - Client Ministry of Municipality and Rural Affairs ( MOMRA).
- Interfered in recruiting for miniproject with Major clients like MOI, SEC, and MOM.
- Member of E-staffing tool in Thalesgroup-Saudi Arabia.

- Develops lesson plans and supplementary materials compatible with the curriculum to the needs of each student.
- Plans a technology education program involving demonstrations, lectures, discussions, and student
experiments; organizes activities for optimal learning.
- Evaluates academic and social growth of students, prepares report cards, and keeps appropriate records to include attendance reports, checklists, and other record keeping activities as necessary.
- Evaluates each student’s growth in knowledge and skills in the course being taught.
- Maintains professional competence by attending staff development programs, curriculum development.
meetings and other professional activities.