Ahmed Samir

• Lead enterprise-level HR strategy aligned with organizational goals and long-term
business plans.
• Partner with CEO and executive leadership on workforce strategy, organizational design,
and headcount governance.
• Own HR budgeting, cost control, and compensation governance, including salary
structures and variable pay frameworks.
• Oversee organizational development initiatives, including structure redesign, job
architecture, and process optimization.
• Lead performance management governance, including KPIs, competency frameworks,
and leadership assessments.
• Design and sponsor employee engagement, culture, and change management initiatives
across the organization.
• Govern succession planning and leadership pipeline development for critical and
executive roles.
• Provide HR analytics, dashboards, and executive insights to support data-driven
decisions.
• Oversee talent acquisition strategy, ensuring leadership and critical roles are filled
proactively.

• Provide HR advisory services, including HR setup, policies, recruitment strategies, and
performance frameworks.
• Support workforce planning, compensation benchmarking, and HR analytics.

• Directed end-to-end HR strategy and governance for a large multi-branch retail
organization.
• Acted as strategic advisor to executive management on workforce planning,
restructuring, and people risks.
• Led company-wide compensation, benefits, payroll governance, and compliance.
• Established HR KPIs and governance frameworks aligned with corporate strategy.
• Sponsored organizational culture, engagement, and internal communication programs.
• Oversaw leadership development, succession planning, and performance governance.
• Ensured HR policies, procedures, and practices complied with labor laws and corporate
standards.
• Oversee talent acquisition strategy, ensuring leadership and critical roles are filled
proactively.

• Led employer branding and talent acquisition strategy for large-scale retail operations.
• Managed end-to-end recruitment for all employment levels.
• Implemented performance management systems, succession planning, and employee
engagement initiatives.
• Maintained job descriptions, KPIs, and process mapping.