دينا Kobeissi

Achieved operational objectives by partnering with client to drive organization design. Provided information and recommendations for strategic workforce plans and reviews. Prepared and completed action plans; implemented production, productivity, quality, and customer- service standards. Resolved problems; completed audits; identified trends; determined system improvements; implemented change. Oversaw recruitment policies and strategies, budgeting, vendors and selection process for major awarded projects
Established HR Best practices for company and client partners through awarded jobs.
Developed and integrated people strategy for regional business partnerships.
Created annual regional workforce objectives through forecasting requirements; preparing an annual budget; scheduling expenditures; analyzing variances; initiating corrective actions.
Lead integration across multiple entities to ensure people alignment and strategy execution.
Lead regional coordination with HR colleagues to ensure effective and efficient deployment of processes, policies and procedures across branches and client partners.
Designed and delivered Talent Management Strategy to ensure pipeline of future talent for all awarded projects.
Spearheading the recruitment process for KEMYA project for over 230 workers. Including but not limited to, talent acquisition for managers, heads of department and supervisors, operators, and laborers. Negotiating labor contract terms with vendors. Allocating housing camps and other amenities.
Launched new markets in Oman and Saudi Arabia. Setting up branches for company in respective areas to execute awarded contracts with ORPIC and SABIC KEMYA.
Maintained processes for issuing confidentiality agreements based on requirements of Contracts & Agreements registers Freelance
Assist the business with Talent Management (Talent Reviews, Succession Planning, HiPo Development, and Executive Coaching)

Served as a strategic business partner to senior leadership, focused on broad-based and transformational talent agenda designed to recruit, develop, and retain the best talent in the business.
 Re-engineered business strategies based on collated market intelligence and other market trends for talent acquisition.
 Redesigned performance management practices from yearly performance appraisals to a 360 method through two-way feedback via informal meetings and objective alignment exercises.
 Conducted need-based training sessions for team members based on identified training requirements
 Participated in evaluation and monitoring of success of training programs. Follow-up to ensure program objectives are met.
 Enhanced employee satisfaction through implementation of various employee welfare schemes
 Developed strategy and provide directions for the business to be forward looking to the changing environment in the industry
 Created succession plans in partnership with line managers to establish clear and enticing internal career paths.
 Provided strategic advice, counsel, and consultative solutions to executives on people management aspects of their business to include driving organizational development, team effectiveness, executing change management strategy and employee engagement solutions
 Served as the business partner to various levels, including SVP, to ensure business decisions consider the people implications and minimize company exposure

 Provided management guidance on development opportunities to promote career growth and a development culture helping to develop a high-performance culture.
 Improved effectiveness of managers by providing support and guidance. Examples include performance management & calibration, mobility, and transfer management
 Provided strategic guidance to employees and management in areas of change management, compensation, performance management and talent management
 Provided coaching & support management on leadership development, talent, and performance management, change and people management issues & communication
 Established initiatives to drive performance management, succession planning, competency career development frameworks, career roadmaps, and development plans
 Provided day-to-day performance management guidance to line management (coaching, counseling, performance reviews, career development and disciplinary actions)
 Provided performance management expertise and assistance to sustain the highest quality workforce

Acted as the Team Leader for conceptualizing and planning the establishment of each new project. Oversaw business planning, facility designing, brand development, vendor development and relationships, and terms of the trade
 Distinctively developed a differentiated strategy for setting up new healthcare and wellness centers and reducing time to launch.
 Business Planning/ Forecasting for assessment of revenue potential in business opportunities and reviewing the market response/ requirement.
 Aligning project goals and objectives with all related business functions and stakeholders.
 Served as coach and guide for project owners on issues related to Human capital strategy, talent development and performance management aligned with business objectives and bottom line
 Designed talent acquisition plan for each project based on human resources requirements and business plan
 Provide proactive and strategic guidance and support for organizational planning and development initiatives that align the human resources agenda in support of key business strategies and initiatives in client projects.
 Completed a multi-year roadmap across people, processes and technology components for project prioritized focused area
 Provided guidance and input on business unit restructures, workforce planning, HiPos identification/ development, and succession planning.
 Worked closely with management and employees to improve employee relations, build morale, increase productivity and retention.
 Drove an effective client service HR team that instills company-wide trust and value for the HR function.
 Trained management team on interviewing techniques and best practices; conducting workshops and one on-one coaching sessions that contributed to sound hiring decisions.
 Wrote employee manual covering issues including disciplinary procedures, code of conduct, and benefits information.
 Introduced company's first formal performance review program, creating a flexible and well-received tool that was later adopted company wide.
 Devised creative and cost-effective incentive and morale-boosting programs (including special events and a tiered awards structure) that increased employee satisfaction and productivity.
 Monitored performance of team members and rendered productivity enhancement feedback

Overseeing the day-to-day HR management for 200+ medical and non-medical staff in multiple branches of the clinic. Initially employed as an HR coordinator in the Riyadh branch, later promoted to HR Manager for the clinic branch in Jeddah.
 Partnered with senior management to develop and drive plans that optimize talent, structures, process, and culture across each division.
 Recommended HR tooling to achieve process efficiency
 Participated in key decisions related to succession planning and mentorship programs,
 Key role in overhauling the medical and non-medical staff benefit program and benchmarking the benefit scheme against industry best-practices.
 Executed and build upon existing performance programs (e.g talent reviews, appraisal processes); and identifying opportunities to strengthen the status quo
 Focused on organizational learning and development for medical and non-medical staff to encourage leadership and knowledge cultivation.
 Facilitated development of non-medical staff integrated people plan and ensured alignment with the strategic plans of the clinic.
 Demonstrated capabilities in leveraging HR metrics to guide HR effectiveness.
 Lead sourcing, recruiting and selection process for medical and non-medical staff.