Ali AlSolbi

• Conducting research to identify workforce issues or inefficiencies.
• Developing HR strategies and company-specific models.
• Recommending solutions and providing advice on HR policies, procedures, and
tools.
• Overseeing the implementation and integration of new policies, procedures,
tools, and strategies.
• Monitoring and reviewing human capital analytics to evaluate the efficacy of new
policies.
• Generating analytic reports.

• Review the Performance Appraisal system with the BUs heads.
• Develops, amends, revises, and updates, all job descriptions in coordination with
the BUs advisement.
• Constantly updated the company organization chart in alignment with the BUs
needs.
• Reviews, develops, applies, and monitors Human Resources policies.
• Evaluates, designs, measures, and controls HR processes. Managing process
change for all Department.
• Constantly prepares reports to reflect on the HR Department Matrices & KPIs.
• Handling the Local & Overseas Recruitment, managed to recruit 130 bus drivers
to support our operations flow.
• Managed the HO Administration function.

• Review the Performance Appraisal system with the BUs heads.
• Develops, amends, revises, and updates, all job descriptions in coordination
with the BUs advisement.
• Constantly updated the company organization chart.
• Develops, applies, and monitors Human Resources policies.
• Evaluates, designs, measures, and controls HR processes.
• Managed the change management assignment for the sector.
• Constantly prepares reports to reflect on the HR Department Matrices & KPIs.
• Handling the Local & Overseas Recruitment, managed to recruit 130 bus
drivers to support our operations flow.
• Managed the HO Administration function.

• Managing the HR Operations and Administration transactions for the company.
• Handling all employee’s grievances.
• Managing the execution of the Reduction Project.
• Planned the EES for the company.
• Lead the design, development, and implantation of all aspects of the employee’s
performance.
• Actively identifies gaps, proposes and implement changes necessary to cover
risks.
• Handling the Government Relations Department for the group (Gosi & Labor
Ministry).

• Managing the HR Operations and Administration transactions for the company.
• Handling all employees grievances.
• Managing the execution of the Reduction Project.
• Planned the EES for the company.
• Lead the design, development, and implantation of all aspects of the
employees performance.
• Actively identifies gaps, proposes and implement changes necessary to cover
risks.
• Handling the Government Relations Department for the group (Gosi &
Labor Ministry).

• Secure implementation of Corporate standards, structures, processes and
guidelines.
• Overall responsibility for HR core processes of Onboarding, Performance,
Training, Remuneration & Benefits, and Development of key positions.
• Lead the continuous improvement and enhancement of HR services to improve
outcomes for the business and ensure compliance

• Secure implementation of corporate standards, structures,
processes and guidelines.
• Overall responsibility for HR core processes of Onboarding,
Performance, Training, Remuneration & Benefits, and
Development of key positions.
• Lead the continuous improvement and enhancement of HR services to
improve outcomes for the business and ensure compliance.

• Planning, Managing & Execution the (Employees Engagement Survey) across the kingdom.
• Managing the Recruitment process for the Senior Management posts.
• Screening, phone interview, selection & conducting interviews for other posts.
• Managing the PDR process for the company.
• Submitting a full analyzed reports to Performance Management
• Identifying the TNAs for 2014 plan.
• Administrate the C&B function closely with HR senior Management.
• Working as HR Assit. Manger in supervising, following-up and performing tasks through the different business units.
• Managing the Job Descriptions exercise for the whole company.
• Building & Creating an advance On-boarding Program.
• Creating the Corporate Culture Enhancement Program.
• Participate in Analyzing the Business function fitting in the Dept. Structure.

• Identifying the TNAs based in the 2012 PDR.
• Planning, Managing & Execution the Employee Awarding Project.
• Reviewing the company Policy & Procedures as a member of the assigned team.
• Identify and introduce training and development methodologies to ensure
that they meet the Companys directions.
• Planning, Managing & Execution the (Employees Engagement
Survey).
• Managing the Recruitment process for C-Level candidates.
• Screening, phone interview, selection & conducting interviews for other posts.
• Managing the PDR process for the company.
• Submitting a full analyzed report of Performance Management results.
Identifying the TNAs for 2014 plan.
• Managed the change management tasks as per the guidance of
Corp. HR Committee.
• Administrate the C&B function closely with HR senior Management.
• Managing the Job Descriptions update project.
• Building & creating an advance On-boarding Program.
• Constantly prepares reports to reflect on the HR Department Matrices & KPIs.
• Constantly updated the company organization charts.

• Identifying the TNAs based in the 2012 PDR.
• Planning, Managing & Execution the Employee Awarding Project.
• Reviewing the company Policy & Procedures as a member of the assigned team.
• Identify and introduce training and development methodologies to ensure
that they meet the Companys direction.

• Managed the PDR Cycle for the whole company.
Identifying the TNAs based in the 2012 PDR.
• Planning, Managing & Execution the Employee Awarding Project.
• Reviewing the company Policy & Procedures as a member of the assigned team.
• Identify and introduce training and development methodologies to ensure that they meet the Company’s directions.

 Identifies training needs and, in consultation with departmental officials and the Corporate Training Center in Switzerland, to establishes immediate and/or long-range training priorities for the company’s employees, which could include managerial training and development.

 Plans, develops, organizes, and implements a comprehensive development and training plan including functional skills and knowledge training.

 Establishes and maintains collaborative professional relationships with departmental personnel, including management, in order to plan training sessions.

 Managing the whole training administration for the company.

 Handled the Employee’s Survey for 750 employees.
 Administrating the Retention Plan for the Saudi Program.
 Co-managing the Performance Appraisal Process for the whole Company.
 Handling the Compliance Function for the whole KG.
 Delivering the CoC Training for the whole KG

• Identifies TNAs, in consultation with departmental officials and the
Corporate Training Center in Switzerland, to establishes immediate
and/or long- range training priorities for the companys employees,
• Plans, develops, organizes, and implements a comprehensive
development and training plan including functional skills and knowledge
training.
• Handled the Employees Engagement Survey for 750 employees.
• Administrating the Retention Plan for the Saudi Program.
• Co-managing the Performance Appraisal Process for the
whole Company.
• Handling the Compliance Function for the whole KG.
• Delivering the CoC Training for the whole KG.
• Managing the recruitment operations.
• Managing and reporting the Legal function for the company.

• Prepare, monitor and control the annual training budget to ensure expenditure is in line with the training and development plan.
• Develop and implement training initiatives and programs which will ensure that employees are equipped with the necessary skills and experience to achieve high levels of performance
• Build and recreate the training department starting in year 2008.And changed all the essential forms and reports templates for the department

• Single handedly all the training administration/managerial requirements for the whole bank (kingdom wide).
• Review the training policies and procedures.
• Managing the relationship between the IOB (institution of Banking) and the bank in the training area.
• Build a very simple training system for the department to cover all the training issue such as: training reports, financial report, progress report for every course, courses training system, and redeployment reports
• Successfully managing annual training calendar up to date.
• Conducting the TNAs for the major groups to identify/close the development gaps.
• Managing the training center of the bank in Jeddah (Full time) and the Riyadhs center part time.
• Identify and implement Best Practice Tools in order to enhance the effectiveness of the function.
• The Redeployment Project:

Managing 50 employees in Jeddahs center (Full time).
Managing all the HR related issues for the employees.
Writing a daily reports about their situation to the HR Senior Management.
Was a member in the redeployment committee and did redeploy most of the 50 employees to the banks departments.

• Other Projects :
Learning & Development Automation.
Writing the overview plan for the Management Associate Program.
Products Knowledge for the Retail Banking Group.
Sales Training for the Retail Banking Group.
Redeployment (2nd Patch)
Summer & Cooperative Training.

• Prepare, monitor and control the annual training budget to ensure
expenditure is in line with the training and development plan.
• Develop and implement training initiatives and programs.
• Re-build and re-structure the training department.
• Single handedly all the training administration/managerial requirements
for the whole bank.
• Review the training policies and procedures.
• Conducting the TNAs for the major groups to identify and close the development
gaps.
• Managed & Assess the Redeployment Project

 Managing Training Programs from Administration to Evaluating.
 Assisted in the development of NCB training plan/schedule
 Coordinating with external vendors (either for local or overseas training):
 Was solely responsible for all the Administration requirements of 3 High Profile Management/Corporate Associate Programs (MAP-CAP) that varied in tenor for nine months long.

2004-2005 Staff Relations & Services Department- Human Resources Division NCB
HR Officer
 Taking care of complaints, resignations, Housing contracts, archiving and events arrangement.
 Handled government relations services and housing loans. Organized the employees’ service awards, administrative services, and updating employee information.
 Co-mananaging Fakarati projects (Employees Creative Ideas).

• Managing Training Programs from Administration to Evaluating.
• Assisted in the development of SNB training plan/schedule
• Coordinating with external vendors (either for local or overseas training):
• Was solely responsible for all the Administration requirements of 3 High
Profile Management/Corporate Associate Programs (MAP-CAP) that
varied in tenor for nine months long.

• Taking care of complaints, resignations, housing contracts, archiving and
events arrangement.
• Handled government relations services and housing loans.
Organized the employees service awards, administrative services,
and updating employee information.
• Co-managing Fakarati projects (Employees Creative Ideas).