Fahd Al Kezzi

Company Profile:

Established in 1981, Olayan Descon is a joint venture between Olayan Saudi Holding Company and Descon Engineering Limited. The company has a diversified portfolio of business including Construction, Process Equipment Manufacturing, Shutdowns and turnarounds for Oil & Gas, chemical and petrochemical sectors within KSA.

Job Role:

Managing the HR function, to ensure effective development and implementation of strategies, processes, policies and procedures according to KSA laws & regulations, aligned with Descon Engineering & Olayan Financing Company, in line with global best practices, and thereby facilitate effective management of HR in alignment with the business strategy.

Accomplishments:

• Developed and Implemented Pay for Performance Scheme using Balanced Scorecard
• Institutionalized Training & Development Function
• Developed and Implemented Saudization Strategy
• Revamped Company Policies & Procedures in line with the regulations and Best Practices
• Implemented Talent Assessment & Development Program leading to Succession Planning
• Trained and Established Job Evaluation Panel (Hay)
• Re-Structured the Organization for the optimum utilization of resources
• Set up the HR Function
• Re-Engineered the HR Processes
• Lead the Change Management Team
• Lead SAP implementation Team (HR Modules)
• Setting up female diversity

Responsibilities:

• Developing and implementing the department strategy in line with the company strategy to ensure vertical alignment and horizontal integration with other interfacing strategies across the company
• Facilitate the overall process of Organization Development to ensure the organization structure is optimally aligned to deliver the business results efficiently and effectively.
• Lead the Job Analysis & Job Evaluation projects.
• Direct and oversees the development & management of the reward strategy in line with global best practices in order to manage internal equity, market competitiveness and overall employee satisfaction & performance while ensuring alignment of the business units.
• Leading the Talent Assessment & Development Programs.
• Develop and implement the Succession Plan by developing available talent.
• Present progress on HR affairs to Executive Committee and Board of Directors.
• Ensure effective management of all reward issues (such as on grading, job descriptions and evaluations etc…) in order to ensure competitiveness and overall employee satisfaction & motivation.
• Direct the effective management of employee redundancy, retirement and severance processes and ensures effective administration of the monthly payroll to ensure timely salary administration to all employees while leading the generation of the year-end payroll reports for managerial decision making

Company Profile:

Bupa Arabia for Cooperative Insurance is a Saudi-owned and operated publicly traded company with SR 400 million in paid up capital. Bupa Arabia is associated with the Bupa Group, a worldwide healthcare organization with more than 60 years of expertise in the fields of health and wellbeing. The Bupa Group provides total healthcare solutions to more than 22 million members, 190 countries.

Job Role:

Responsible for delivering high quality professional and executive‐level candidates and advances the brand across numerous markets and professional communities, while guiding hiring team and candidates through the selection process. Moreover, performing full lifecycle recruiting and maintain excellent relations with hiring managers, candidates, and the community at large. Moreover, I have played an instrumental role in several HR task force projects.

Achievements:

• Established KPI Dashboard for Recruitment Function
• Established & Implemented Manpower Planning Framework
• Best Recruitment Program Award
• Setting up Bupa Arabia’s Career Portal
• Developed and Implemented Saudization Strategy
• Participated in revamping Bupa Arabia Policies & Procedures in line with the regulations and Best Practices
• Trained and Established Job Evaluation Panel (Mercer)
• Participated in the HR Processes Re-Engineering
• Lead the Change Management Team
• Lead MenaItech implementation Team (HR Modules)
• Setting up female diversity

Company Profile:

Almarai is a Joint Stock Company established in 1977 in the Dairy Industry sector. Currently, Almarai is capable of delivering high quality products to more than 48, 000 customers within the Gulf Cooperation Council (GCC).

Job Role:

Responsible to follow recruitment policy, processes & best practices in order to deliver results to service level agreements ensuring fairness, effectiveness & efficiency. Plan, design, implement, manage & analyze appropriate integrated recruitment campaigns. Ensure effective & creative competency based selection methods are used to ensure quality of new hires meets business requirements. Manage third party suppliers. Keep up to date with the latest developments in resourcing/recruitment & investigate ways to utilize effectively within the Company

Company Profile:

National Air Services (NAS) is a leading low-cost carrier from Saudi Arabia with a young fleet of 24 aircraft, operating nearly 950 weekly flights on 25 destinations within and outside of Saudi Arabia. Launched in 2007, it has successfully operated over 170, 000 flights carrying more than 18 million passengers, a number that has steadily grown over the years.

Job Role:

The above work scopes are primarily assigned while in the Middle East reporting to high rank management including the President’s & CEO’s. Started with NAS at the age of 22 and grow thereafter solely in airlines/ aviation related including

• Recruit, interview and hire employees for Operation Dept..
• Identify creative ways to reduce cost of recruitment and selection by streamlining processes and systems (i.e. modification of responsibilities or consolidation of tasks, elimination of non-value-added processes, or complete re-engineering of processes and systems).
• Utilize tools available to monitor departmental cost and cost trends, striving continuously to improve value.
• Manage implementation and support of recruitment tools/programs such as the application tracking system, etc.
• Determine appropriate metrics for recruitment organization and implement, analyse, and use as measurement for continued improvement of recruitment function.
• Manage vendor relationships to include relocation, placement agencies, advertisement agencies, etc.
• Design, develop and implement an effective advertising campaign for nas air, which takes account of cost and effectiveness.
• Understand and accurately communicate the basic components of compensation and other benefits.
• Completion of the pre-screening process and the discretion of the HR Department, and contacting qualified candidate for interview and set necessary appointment.
• Facilitating job offer / necessary documents for qualified candidates who passed the final screening. These includes following up and ensuring all necessary documents are signed by the Higher Management and at the same time provide communication to the qualified candidates for the initial offer.
• Completion of the hiring/on boarding process along with the induction process.

Achievements:

• Launching of NAS AIR (1st low cost carrier in KSA)
• Office setup of NAS AIR