عمار خياط

CHRO / Shared Services / Senior consultant
Leading HR transformation across multiple entities, including the Saudi Olympic Training Centre, Asian Games Organizing Committee (Riyadh 34), and Saudi Olympic Academy. (GSA01 - GSA02)

- Orchestrated HR transformation across four strategic entities under SOPC, aligning human capital strategies with Olympic-level governance and Vision 2030 imperatives.
- Led SAP HRMS deployment across SOPC, resulting in 35% improvement in workforce data visibility and process automation.
- Designed competency-based placement and mobility frameworks, ensuring alignment between talent capability and organizational mandate.
- Reengineered compensation structures and benefits policies, enhancing equity and improving retention of high-value talent across 3, 000+ employees.
- Directed shared services operating model across HR, IT, Finance, and Administration, integrating cross-entity service delivery with SLA governance.
- Built strategic partnerships with PwC, SAP, and Korn Ferry, embedding global best practices into localized HR policy frameworks and leadership pipelines.

Leading firm’s HR projects with government and semi government institutions specialized in:
• New entities establishment requirements.
• Organizational designing and structuring.
• Organizational development and re-structuring.
• Assigning workforce capacity and budgeting with newly established departments.
• Building capabilities within newly established functions and highly demanding work streams.
• Benchmark labour market creating tailored compensation and benefits and salary structure.
• Analyse business to create sufficient, controlled processes aligned with authority matrix and ready for automation
That is in addition of day to day HR and Admin function rules and responsibilities, and HR operation.

• Led Oracle HR implementation and introduced digital HR governance structures.
• Standardized performance and recruitment practices across departments, improving internal
mobility and process control.

Developing competency-based multi-company organizational framework to support management of multiple types of employees in multiple payroll area while providing executive managers with delivery solutions adhering to current HR practices and complying with Saudi Law. Building highly- productive HR&A team based on adoption of industry-best partnership practices to meet dynamic business environment needs.
Champion design of talent management strategy based on analyses of all company posts to create job roles with detailed competencies, updated job descriptions, and related training guidelines. Lead establishment of career development and succession planning strategies with annual job-specific work performance appraisals. Implement policies and procedures for Manpower Planning and Organizational Development Divisions to link competency framework with recruitment initiatives and employee training and skills development.
• Implemented processes to manage human capital and establish service level agreements (SLAs) to ensure HRA support delivery
• Created HR information system (HRIS) with database enabling faster analyses by cutting human support requirements resulting in reduced decision-making timelines.
• Enhanced team workflows and communications between remote global locations to support and encourage collaborations.
• Introduced employee self-service program enabling employees to independently access and retrieve essential personal data.

• Acted as strategic advisor to the Nomination & Remuneration Committee, delivering analytical
dashboards, benchmarking insights, and policy proposals directly to executive leadership.
• Developed a multi-entity competency-based HR model, enabling unified performance and
development structures across business lines.
• Implemented SLAs and a shared governance framework for HR service delivery, improving
response times and internal client satisfaction.
• Championed future-leader development through On-Job Training (OJT) programs in partnership
with local universities, achieving >90% talent retention.
• Established HR as a strategic function, building the department from inception and instituting a full
suite of workforce planning, talent acquisition, and employee engagement practices.
• Led company-wide restructuring and revamped salary architecture, improving transparency and
cost efficiency while enhancing competitiveness.
• Drove change management during HRMS implementation, embedding automation, process
controls, and quality assurance across HR workflows.

Shared Services & Operating Model Design
• Architected integrated Shared Services for SOPC, encompassing HR, IT, Legal, and Procurement,
reducing operational duplication and increasing service efficiency.
• Defined and implemented governance and authority matrices, service catalogs, and SLA
frameworks, ensuring clarity in roles, service standards, and escalation protocols.
• Embedded continuous improvement culture through the introduction of performance KPIs, internal
audits, and risk-based process assessments.

Culture & Transformation
• Led multiple HR transformations in complex, multi-national and public-sector environments
including BAE Systems and King Fahd Medical City.
• Championed employee engagement strategies that improved retention, boosted leadership bench
strength, and supported cross-cultural integration.
• Delivered enterprise-wide change programs, aligning operating models with growth targets,
regulatory changes, and global talent expectations.

People Analytics & Insights
• Established data-driven decision-making in HR, integrating analytics dashboards for headcount,
workforce cost, attrition, and succession metrics.
• Conducted regional and global benchmarking studies to inform compensation policies, talent
investment priorities, and organizational design.
• Utilized workforce insights to influence board-level discussions on restructuring, budget alignment,
and strategic workforce planning.
• Regularly engaged with boards and executive committees (e.g., NRC) to shape strategic HR policy,
governance, and succession planning agendas.
• Advised on leadership assessment, board-level reward frameworks, and future workforce readiness
in alignment with national transformation goals.
• Translated complex human capital insights into board-level recommendations, supporting major
decisions on talent acquisition, compliance, and culture building.

Collaborated with executive management to develop and implement strategic directives addressing talent acquisition, staffing, and on-boarding; compensation; health and welfare benefits; employee safety; records administration; employee training, development, engagement, and retention; and succession plans. Engaged with department heads to analyse and evaluate jobs and organizational design. Reviewed HR policies and procedures and updated job descriptions.
Directed identification and installation of HRMS, streamlined operational procedures, and introduced quality assurance and risk mitigation procedures. Evaluated employee reward and salary policies and developed schemes to retain high performing talent utilizing industry job function and category benchmarking results. Facilitated HR team training to increase knowledge of daily administrative processes and corporate policies regarding employee leaves, compensation and benefits, promotions, and related issues.
• Led 12-member team in transformation of HR into organizational business partner with redefined roles and strategic relationships focused on matching HR and organizational objectives.
• Interfaced with management leaders to resolve personnel, payroll, and employee relations issues.
• Controlled HR budget and costs by forecasting labour requirements, reducing sourcing expenses, and managing trends and variances.

Managed compensation and benefits programs along with daily administrative tasks. Executed employee leave requests and administration of pension and share schemes, medical insurance, and other employee benefits. Updated SAP HR module with relevant changes. Developed customer service and support skills along with HR functions and policies knowledge of team members.
• Controlled SR 2B annual multi-currency payroll compensating 6K employees in five countries.
• Conducted pay surveys to develop pay structure update recommendations.
• Recommended benefit plan changes based on analyses of market and industry benefit trends
• Administered payroll budget and minimized multiple employee benefit overhead costs to improve corporate bottom line results.

• Managed HR operations across 14 Saudi business units and 4 global sites, with SR 2B+ payroll
oversight.
• Administered global pension and benefit schemes, ensuring regulatory alignment and operational
consistency.

Designed new organizational structure and labor requirements, standardized recruitment and hiring processes, updated job descriptions, and introduced performance appraisal procedures. Collaborated in development of HR operations manual, implemented department policies and procedures, ensured information on HR Intranet site remained current and accurate, and drafted reports supporting decision making by senior management and stakeholders. Organized performance of daily operational functions by staff in alignment with business goals.
• Orchestrated process to select, modify, and implement HRMS including audits to validate data accuracy and quality and creation of customized user guide to supplement user training sessions.
• Drove increased operational efficiencies with expedited processes based on results of business process map reviews and assessments.
• Initiated project to benchmark compensation and benefits based on analyses of industry and organization standards within region.

Key Responsibilities
• Interacted with respective department heads across the Middle East for collating headcount requirements.
• Collaborated with team members in maintaining government regulation for Saudisation in GOSI.
• Followed up with internal and external sources for identifying qualified candidates.
• Managed end to end recruitment processes encompassing short listing, interviewing and selecting candidates using department specific parameters.
• Partnered with line managers and other HR staff in evaluating recruitment authorization forms and responding to inquiries.
• Assisted new employees in completing post recruitment formalities. Issued employment and service certificates followed by monthly reporting to GOSI and HRDF.

Previous Assignments
• 2 Years and 7 Months, Administrative Assistant, Abalkhil Establishment for Consulting and Engineering

Handle Site office HR and Admin tasks and follow with HQ