Ali Mohammed AlQurashi AlZahrani

Property and Investment Manager May 2019 - Present
King Abdullah Endowment for his Parents, Jeddah, Saudi Arabia
• Promoted to this role with responsibility for managing the performance of the SAR2.4 billion endowment fund plus two hotels located in the central area of Madinah. Built the Property and Investment Department from scratch.
• Reviewed the fund’s historic performance and investment strategy and proposed a radically different approach based on carefully selected, ethically sound global investment funds with a proven track record.
• Played a key role in developing the endowment’s five-year investment plan and methodology with the objective of managing capital and liquidity efficiently in order to achieve the maximum return in accordance with Islamic Law.
• Significantly increased the return on the liquidity asset investment from -2% in 2019 to + 4.5% buy Q4 2020.
• Developed and implemented a robust performance management framework to accurately measure the performance of the endowment against a number of key metrics.
• Submitted quarterly and semi-annual reports on the progress of investment in the endowment to the Investment Committee, the Executive Committee and the Board of Trustees.

Manager of Shared Services Nov 2017 - May 2019
King Abdullah Endowment for his Parents, Jeddah, Saudi Arabia
• Took responsibility for managing the operations of the Finance, Human Resources, IT, Logistics and Government Relations Departments in addition to managing the property and investment functions.
• Oversaw and managed every aspect of the day-to-day operations of shared support services functions.
• Developed strategies for HR development and established goals based on the WAQF’s mission, vision, and strategies.
• Oversaw manpower planning and recruitment including new employee induction, training and development
• Built and maintained the performance management process for the business and ensured that all employees received an opportunity performance appraisal.
• Conducted training needs analysis and organized training courses for all employees in order to maintain a high standard of performance across the entire organization.

With 12 companies in divers industries like: Real Estate, Malls, Food F&B, Entertainments, franchise, Hospitality, Media and printing, Construction & Contracting, Retail, and Sport cities, etc.

 The Director of HR & Corporate Services is responsible and accountable for managing the overall operation of the following:
 Human Resources Department
 Training Department
 Logistic and Purchasing Department
 Corporate Services Department
 Government Relations
 Facility Management
Major achievements:
Establish HR and Corporate Services Department, moved from Personal Department report to finance Manager to HR&CS Department report to HR&CS Director.
Improve the Saudization from None productive to Productive Saudizaation up to Platinum in most of the companies of the Group by creative ideas such attracting good Saudi candidate and retain them, introduce shared services concept in the group, customer service Center, and call centers to accommodate the young Saudis male and females.
Developed all HR P&P and obtained the approval after conducting awareness workshop starting with policies that have financial impact such as Allowances, Business trip, vacations, end of service and overtime and implement in the first six months of year 2015,
Develop Compensation and benefits structure with Salary Scale and grading system to be presented to the management before the end of the year.
Present to the management more than three plans for manpower solutions with very cost effective,
Initiate and signed agreement for six of the group companies with HRDF and rectified the old two agreements and receive fund from HRDF for the first time in the group.
Rectified the education allowance and obtained approval for the first time in the group history.
Start automation process to move the group from manual to paperless system 100% in HR, by the end of 2015.
Plan to Maintain the Saudization percentage not only as per the requested from government but reach up 10% higher.
Start to implements the performance management frame work as well as developing of the criteria for the annual appraisal.
Done the training gap analysis to plan for comprehensive training plan to reach minimum of 5-10 working days in the year for the first time in the group.
Develop with outsource consultant training for all attitude soft skills and aptitude for the group.
Strive to reach excellent working environment to attract and maintain talents.
Major Duties and Responsibilities but not limited to the following:

• Oversee and manage all aspects of the day-to-day operations of HR& Corporate Services Department functions.
• Develop and Plan short, Mid, and long term strategies for practicing in HR development and establish goals based on the company’s Mission, Vision, and Strategies.
• Develop, administer and report on Group HR policies/Strategies.
• Plan short, Mid and long term strategies to manage and control all recruitment activities and make sure that all hiring is budgeted for and go along with the company’s growth.
• Responsible for overseeing manpower planning and recruitment; induction, training, and ongoing development
• Manages and controls the human resources function of the Company, ensuring that HR policies and procedures are prepared, maintained and adhered to.
• Builds and maintains the performance management process for the business - ensuring all employees receive performance appraisal opportunity

Director of HR and Corporate Support Services Jan 2015- 2016
AlRugaib Holding Company, Jeddah, Saudi Arabia
A group of 12 companies in multiple industries like: Real Estate, Malls, Food F&B, Entertainments, franchise, Hospitality, Media and printing, Construction & Contracting, Retail, and Sport cities, etc.
• Managed all of the activities relating to the HR, Training, Logistics, Corporate Services, Government Relations and Facilities Management Departments.
• Improved levels of Saudization in most of the companies in the group by creating highly effective strategies designed to attract and retain the most talented male and female Saudi employees.
• Introduced the shared services concept to the group and achieved both service improvements and cost savings.
• Developed robust HR policies and procedures and conducted awareness workshops with staff to communicate the impact of these policies relating to allowances, business trips, vacations, end of service payments and overtime.
• Developed a compensation and benefits structure with salary scales and a structured employee grading system.
• Started the automation process to move the group from manual to a 100% paperless system 100% in HR.

Director of HR and Corporate Support Services Feb 2007 - Feb 2014
Ewaan Global Residential Company, Jeddah, Saudi Arabia
• Led the transition from a manual to paperless system 100% in HR, IT and Procurements. In the first two years
• Maintained the Saudization percentage of employees in the company with 51% Saudi employees.
• Developed the performance management framework as well as developing the criteria for annual appraisals.
• Developed and launched the Ewaan portal which was designed to enhance internal communication.
• Developed and launched the company’s highly innovative mobile application.
• Reviewed the company’s training record and increased training from zero to 14 working days a year.
• Conducted a training gap analysis every year to identify actual competences and the actual training needs.

Major achievements:

· Brought Saudization from around 15% to 70%,

· Streamline the recruitment and employees relations

· Streamline the HRDF file and obtained 2 million SR in the first 3 months,

· Rebuilt the government relation department by correcting all the illegalities issues and obtained 300 visas for the first time in KOJ history.

· Corrected and maintained the GOSI file, before many saudies left the company for long time and still their names are in GOSI where some other staff being in the company for a year and was not in GOSI.  

· The hiring and firing was done by areas managers, in three moths all the HR related issues done only by HR.

· Corrected the end of service policies and procedures before many people left the company and still a cheque issued every month, where others fired or resigned and never received their end of service.

Saudi Binladin Group SBG-PCM (Petrochemical and Mining division)

One of the leading companies in Industrials Constructions deals with SABIC, ARAMCO, Royal Commission etc. they have more than 3000 Employees and maintains about 18+% of Saudization.

Major achievements:

·Obtained the ISO Certification and was certified as ISO Auditor.

. Streamline the Saudization and brought from to maintain the required percentage by the government to effective Saudization,

· Started using KPIs and sit objectives cascaded from top to bottom for the first time in SBG,

· Revisit the compensation and benefits for all specially for the Saudi talented people to attract and maintain.

· We started in house training and shadowing for the young Saudi.

· Started English courses as part time in house for all young Saudi.

·  Built and maintained the performance management process for the business - ensuring all employees receive performance appraisal opportunity

· Develop and Plan short, medium and long term strategies for practicing in HR development and establish goals specially for Saudies  

· Started HRMS Oracle based system.

· Reduced the sick leave among the labors from 30% plus to almost Zero, by correcting their living style and camps conditions.

· Assigned coordinators in each project  to minimized the off time for workers by visiting the head office,

· Enhanced the payroll system to ensure the salaries paid on time to avoid interruption in projects

· Obtained the first HRDF funding for the first time in SBG by correcting and streamlined the HRDF file.

· Rectify and streamlined the GOSI file where we cancelled many penalties on the company for the lack of proper management on the file.

 

Major responsibilities:

 

· Oversee and manage all aspects of the day-to-day operations of HR, Training, Logistics, and Admin services functions.

· Responsible for overseeing manpower planning and recruitment; induction, training, and ongoing development

· Designing and delivery in conjunction with senior staff, induction and training programmed

· Manages and controls the human resources function of the Company, ensuring that HR policies and procedures are prepared, maintained and adhered to.

· Responsible for ensuring all visa and labors office requirements are met
Accountable for driving the saudisation

· Responsible for the annual training and development budget

· Overall Managing of the Training and Work Shop

· Forecasting, Planning, Developing, Managing Training for all SBGPCM employees.

· Organize training courses for employees, which is immediate in nature or long-term basis.

· conduct surveys on training needs for all employees to meet higher Standard in Performance and Productivity

· Establish and maintain database for each employee about their training needs and progress of the training courses.

· Keep records of technical qualifications and updated Training of all employees.

· Monitoring on Job Training OJT for new Recruits and other employees.

· Generate and maintain records for the training progress  

· Ensure that all employees are trained and qualified as per ISO standard.

· Coordinate with faculty members to conduct training courses.