Ahmad Nayfeh

• Acted as a strategic partner to senior management, aligning HR initiatives with overall business objectives.
• Developed and executed the HR strategy in line with the company’s vision and growth plans.
• Led organizational design and restructuring initiatives to enhance operational efficiency.
• Strengthened organizational culture and employee engagement across all levels.
• Developed and implemented a comprehensive competency framework.
• Enhanced workplace environment and promoted a positive organizational culture.
• Led HR digital transformation initiatives, including process automation and system implementation.
• Analyzed HR data and metrics to support data-driven decision-making.
• Developed and continuously improved HR policies and procedures in line with best practices.
• Managed and enhanced the performance management system.
• Oversaw full HR operations, including:
- Employee Relations.
- Recruitment & Talent Acquisition
- Performance Appraisal
- Learning & Development
- Compensation & Benefits (increments & promotions)
- Government Relations
- Job Analysis
- Employee Accommodation
- Visa & Residency Management.
• Designed and implemented career path frameworks.
• Developed succession planning strategies to ensure leadership continuity.
• Established and monitored HR KPIs to drive performance improvement.
• Designed and delivered leadership development programs.
• Measured and improved employee engagement through surveys and action plans.
• Managed employee recognition and reward programs.
• Developed HR dashboards and advanced analytics reports.
• Assessed HR-related risks and implemented mitigation strategies.
• Prepared compliance and HR reports for senior management.
• Led internal investigations related to employee misconduct and policy violations

• Lead HR strategy and operations across five companies; managing 500+ employees (Almailam Group, BMAM GTC, M Real Estate Co, Noor Trading & Industry, Messilah Equestrian Club Co.).
• Responsible for managing and changing the company’s culture. And formulating its strategies, initiatives of organizational development and to develop and support the departments.
• To oversee all functions of the Human Resource department that includes the implementation of policies, programs and practices to support company strategies.
• Restructured the organizational framework, Job analysis, creating job descriptions, competency models, grading structures, and salary scales.
• To provide leadership to the Human Resource Department in areas of recruitment, Employee Relations, training and development, performance management and compensation and benefits.
• Spearheaded culture transformation initiatives, improving employee engagement.
• Reduced recruitment costs by 22% through optimized sourcing strategies and enhanced onboarding programs.
• Developed HR KPIs and dashboards, improving reporting efficiency and HR decision-making.
• Established HR Data Management systems, enhancing accuracy and real-time workforce analytics (Employees, company’s licenses, agencies Contracts, etc.…).
• Designed and implemented HR policies and frameworks (recruitment, performance management, succession planning, nationalization, visa management, employee relations, Career Bath, compensation and benefits, accommodation, onboarding/ out-boarding).
• To develop department goals and identify new areas of responsibility.
• Creating a clear Organizational Chart for the Group & the Subsidiaries.
• To monitor and control the department budget.
• Creating the Matrix of authorities.
• Implementing Annual Plans (Manpower (Mob / Demob.), Leaves & Training).
• Assist other department’s heads to create their own policies, procedures & forms.
• Reviewing the Legal Aspects in employee’s contracts in coordination with the legal department.
• Improving Orientation / Induction programs.
• Creating Employee handbook.
• Building CV bank (Pool of Talent).
• Controlling the cost impact & raising the related reports to the CEO for final decision.
• Generating Periodical reports for efficiency measurement purpose.
• Building an efficient & effective HR & Admin team & develop them.
• To maintain confidentiality at all times.
• To monitor the workforce market from the availability of staff, lack of skills and salary rates of competing companies to make the policies, procedures and practices of the subordinate departments compatible with the labor market and make the necessary studies
• To provide recommendations regarding manpower needs in yearly basis, and identify future needs through discussions with senior management. And ensure all recruitment activities are been implemented sufficiently to meet the manpower requirements of the company.
• To maintain good relations with governmental institutions such as the Ministry of Social Affairs and Labor, the General Directorate of Migration and others & the Public Insinuation for Social Security.
• To set the strategies for Governmental Relations, and follow-up implementation that ensure presenting the effective services for all projects and departments of the company.
Achievements:

• Reduced the hiring cost within 2 years by KD 97000.
• Successfully implemented ERP system (Microsoft Dynamics 365).
• Successfully created HR policies, procedures, workflows and forms.
• Successfully changed the company culture and environment that led to increase the owners / employees

• Participate in Designing, managing & implementing talent management/recruitment process & policies.
• Coordinate with the various departments to ensure the availability of updated job descriptions for all positions on an annual basis.
• Defining & implementing career paths for current & future organization needs.
• Coordinate with various departments to prepare the company's annual manpower plan/ Demobilization plan and the quarterly review/update of the manpower plan.
• Participate in the development of the organizational structure by coordinating with various departments.
• Participate in the development of the delegation of authority matrix.
• Participate in the development of the Salary scale, compensation & benefits as well as the employee performance appraisal mythologies.
• Keep open channels with the Department managers & VP's to understand their current & future needs /goals in order to build the strategies accordingly.
• Evaluate & provide reports related to the talent management/recruitment strategies effectiveness.
• Supporting the regional offices as well as the subsidiary companies to cover their needs & to ensure consistency with the company's policies.
• Evaluate and recommend potential recruitment agencies and recruiting tools/packages.
• Responsible to run different assessment techniques in order to select the best candidate.
• Manage the CV database and liaise with recruitment agencies regarding recruitment needs.
• Build and maintain strong relationships with universities, colleges and local societies for participation in events and exhibitions.
• Monitor and measure the effectiveness of the orientation and induction programs.
• Coordinate with the department projects, accommodation and administration department for new arrivals.
• Conduct job interviews for all levels or key level positions.
• Monitor the recruitment section performance and reduce the time to hire/cost per hire as much as possible.
• Responsible for the Company’s profile on recruitment websites such as LinkedIn, Bayt, etc.…
• Prepare weekly, monthly & yearly reports on all matters related to recruitment activities.
• Finding new strategies to attract & maintain the National Manpower (Kuwaitization).
• Maintain employee and company sensitive information at all times.
• Managing the Pre-Recruitment formalities (Local & Overseas).
• Remain up to date on the Kuwait Labor Law and recruitment best practices.

Assenting the Unit Head - Recruitment during his absence, vacation, etc…by managing the recruitment section.
Going into overseas business trips to fill the company requirements (Egypt, India)
Supervising & verifying the works of Recruitment Officer & HR officer before submitting it to the Unit Head.
Conducting the interviews (Face to face interview, Telephonic Interview, Skype Interview).
Following up & coordinating with other sections & departments the paper works, visas status.
Preparing reports & summery reports as required (Overseas recruitment process report, Annual Report, Requirements report, etc…).
Direct dealing with overseas recruitment agencies & head Hunters.
Arrange interviews for selected candidates and coordination.
To arrange interviews and appointments.
Keeping records of recruitment processes and documented the place designated for that.
Preparing job offer, contract, and other pertinent documents prior of employment.
Organizing and updating existing resumes & CV’s and creating tabulation for new hired employee.

To participate in a small team of personnel in an effective and efficient way.
To deliver an effective generalist HR service through efficient planning and execution of work processes.
To source, identify and select suitable candidates according to existing procedures, agreed time levels and budgets.
Arrange interviews for selected candidates and coordination.
To arrange interviews and appointments.
To maintain professional confidentiality regarding employee personal and company-sensitive information.
To manage and maintain personnel records in accordance with company procedures.
To act as a focal point for employee issues.
To help maintain strong internal customer relationships with designated Company business areas.
To identify, analyse and solve HR issues and contribute to HR process re-engineering as required.
To provide comprehensive HR services to designated Company business areas and employees thereby contributing to their overall performance.
To follow up the stamping and attestations of documents from the official authorities and Embassies.
Keeping records of recruitment processes and documented the place designated for that.
Preparing job offer, contract, and other pertinent documents prior of employment.
Organizing and updating existing resumes & CV’s and creating tabulation for new hired employee.
Using SAP (HCM).

Accounts receivable controlling and check customers' statement.
Accounts payable and check vendor statement.
Preparing payment certificates.
Organizing letter of credit (L.C) and follow - up.
Preparing Bank reconciliations.
Follow up purchase order with suppliers.
Preparing monthly salaries for co.

Receive and pay out money. Keep records of money and negotiable instruments involved in a financial institution’s various transactions.
Balance currency, coin, and cheques in cash drawers at ends of shifts, and calculate daily transactions using computers, calculators, or adding machines.
Cash cheques and pay out money after verifying that signatures are correct, that written and numerical amounts agree, and that accounts have sufficient funds.
Receive cheques and cash for deposit, verify amounts, and check accuracy of deposit slips.
Enter customers' transactions into computers in order to record transactions and issue computer-generated receipts.
Count currency, coins, and checks received, by hand or using currency-counting machine, in order to prepare them for deposit or shipment to branch banks.
Identify transaction mistakes when debits and credits do not balance. Prepare and verify cashier's checks
Arrange monies received in cash boxes and coin dispensers according to denomination.
Explain, promote, and sell products and services such as traveller’s cheques, savings bonds, money orders, and cashier's cheques, using computerized information about customers to tailor recommendations.
Order a supply of cash to meet daily needs.
Compute financial fees, interest, and service charges
Inform customers about foreign currency regulations, and compute transaction fees for currency exchanges.
Compose, type, and mail customer statements and other correspondence related to issues such as discrepancies and outstanding unpaid items.

Responsible for recording the transactions, checking, validating and stamping of deposit slip if correctly filled in by the customer.
Validate cheques before cashing them.
Identify the customers by asking for a personal identification number, checking for photo identification, or comparing the customer's signature to the one the bank has on file.
Check if customers have enough money in their accounts to cover the personal checks they want to cash.
Responsible for money and all the cheques, deposits, loan payments, and other moneys received during the day.
Keep track of all the transactions performed.
Settle the accounts after hours by filling out a settlement sheet.
Calculate the amounts on the deposit slips to find the total amount of money received for the day.
Enter all transactions onto the settlement sheet.

•Listen to Banking Centre Customers to understand their needs and direct them to the right person.
•Assist in resolving customers problems
•Maintain a basic understanding of Arab Bank financial capabilities and apply this knowledge to meet customer needs.
•Assist Supervisor in the banking center and ensure that employees are aware of operational and risk policies and procedures.
•Meet customer’s basic financial needs by assessing and identifying customer requirements and selling standard products & services.
•Refer more complex financial needs to experts in the Bank.