Chafic Kharma

Deliver organizational and people development strategies and solutions with industry and sector sensitive professional support. Synopsis of delivered projects:
• Human Capital Transformation Project for a retail company based in KSA and operating in 12 countries, encompassing more than 2000 stores and 12, 000 employees.
o Established the HC function. This included the development of organizational structures; standardized job descriptions; modern HR policies and procedures; competency framework and career paths; recruitment and onboarding, strategic workforce planning; compensation and benefits structures; and performance management frameworks.
o Deployed a complete suite of HC Oracle ERP. This included the development and execution of an implementation plan based on the identified integration points and gap analysis findings.
• Organization Design & Structure Development - Designed and implemented a customer centric structure with aim at promoting service excellence within its 4 geographical operating locations.
• Talent Management Model - Developed and implemented an integrated model driven by a clear talent strategy with pre-defined objectives and values.
• Salary Structure - Formulated the architecture, policies and design for the structure in addition to creating a job worth hierarchy and salary market study.
• Workforce Capability Program - Designed a competency framework and clearly structured career paths to allow individual development for career progression.
• Company Core Values - Established and launched core values representing the primary things that matter and the behaviors which shall drive company’s success.

Pursued several strategic roles between 1999 and 2016:
• HR Manager-Center of Expertise (latest role), Advisor-Business Partner, Head of Employee Development, Head of Rewards and Policy, Senior HR Systems and Planning Specialist.
My main achievements that left a significant mark on company’s effectiveness and health:
• Formulated a Human Capital Model - a strategically integrated model targeted to create a sustainable competitive advantage and ultimately achieve company strategic goals.
• Led the deployment and upgrade of SAP HR Modules - formulated business requirements, blue prints and process automation including acceptance testing procedures.
• Managed the Optimization Exercise: a large-scale cost optimization exercise aimed to right size the organization and improve business processes in line with best practices benchmark data.
• Developed the Competency Framework - a competency framework that maps out both behavioral and technical competencies for effective performance and talent management.
• Developed Strategic Workforce Planning - methodology to identify potential skill gaps of the talent capital in the short- and long-term aiming to avoid any business interruptions.
• Revamped the Performance Management Program - introduced an automated program designed to create a reward for performance culture and a motivating environment.
• Developed Succession Planning - steering talent management framework focusing on building internal capabilities, while having visibility on high potentials, for the next generation of leaders.
• Led Employee Engagement Initiative - Applied a comprehensive strategic approach to understand engagement levels and implemented actionable goals targeting particular improvement topics.
• Formulated Job Families - a roadmap of competency profiling, matrices and career ladders across all functions designed to increase retention of competent talent.
• Created Employee Handbook - detailing the policies, procedures and authority matrix giving clear direction to employees and creating a culture where issues are dealt with fairly and consistently.
• Introduced Reward Programs - range including Market Based Pay Systems, Employee Benefit Plans, Short- and Long-Term Incentive Plans, Pay Progression and Executive Compensation Plans.
• Performed Job Classification and Grading System - interview, analysis and evaluation of jobs across all functions /levels and a grading system based on Hay Methodology.
• Introduced KPIs - measure performance in relation to strategic goals and objectives.

Generalist HR role covering and providing support to managers and staff on policies and procedures, recruitment and selection, job analysis and evaluation, compensation and benefits, training and development, pensions and performance appraisal services. Continuously review and implement changes to processes to ensure alignment with company strategy and achievement of business goals.