فاطمة إبراهيم

Key Responsibilities:
HR Projects:
• Manage the regular leadership executive assessments & training
• Follow up on coaching feedback
• Insure the execution of the executives IDPs
• Appointment, and promotion decrees management
• Managing the Talent review sessions for Executive level and above
• Identifying the successors for executive level and above and monitor the development of successors.
• Handle the critical roles project in terms of identifying the critical roles holders, there successors and monitoring development plans and coaching sessions.
• Manage the on-boarding and the progress of the Talent Incubation program employees
• Manage the process and nomination of all talent programs within STC
• Manage the process of the TNA within the EBU business and L&D activities

• Accountable and responsible for all recruitment activities * Manpower needs of the ministry deputyships and other 2030 initiative of sister entities - (Da’em, The job creation Authority, the Delivery Unit, SDRC, the entertainment Authority, the National Privatization Center, the National Digitization center, the local content)
• Accountable to setup the MEP PMO office and its being established in terms of (recruitment, Job descriptions, salary scales, training needs) - working with PwC
• Involved in developing new induction policy to manage the on boarding process
• Involved in developing the graduate development program to attract the student from the top 50 Universities

Organization Development:
• I developed a new induction policy to manage the on boarding process.
• I also developed a new recruitment policy to better enhance the manual system, and better manage expectations.
• I initiated a program which was called "Driving Excellence", the objective was to delivered workshops on building capabilities for employees and managers.
• I have delivered workshops on (how to write and good job description, how to write SMART objectives, how to do an IDP for employees, how to give performance feedback.
• I was also responsible for the HR budget (HC, Training, Admin, Office facilities)
• Managed to update and develop the organization structure and reflect the new organizational changes.


HR Projects:
• I worked closely with the marketing team to re-brand the company values, I came up with the values acronym CLIC which stand for, (Creativity, Leadership, Integrity, and Customer Centric.)
• Developed a workshop manual to deliver trainings on CLIC to improved the level of understanding of the company values among all employees.
• I worked closely with the marketing team to come up with CLIC logo.
• I have developed some employee retention and engagement program example;(fresh graduate for sales team, to increase the level of saudization, and retention of Saudi talents). - not implemented yet.
• Developed with HAY bench mark the sales team competencies which was communicated. - not implemented yet.
• Also the coaching program, the objective is to have strong certified leaders to coach high potential employees and retain them. - not implemented yet.
• Developed a comprehensive change management plan to engage employees on the new polices & and process introduces in HR.
• Participated on the HR SAP implementation on the performance management module, where I developed the performance managed form, with integration of the behavior assessment.

HR Operations:
• Worked closely with the finance team to work on the HAY report market feedback and recommend the increments & Adjustment for employees to insure equity.
• I managed to increase the saudization rate from 26% to 30% by hiring more females in various departments (HR, finance, Sales and supply chain) putting a target for each department as saudization target rate.
• Actively involved with the recruitment, in managing the daily operations, motioning the vacancies, planning for recruitment events.
• Actively involved with the personnel and administration team, in managing the daily operations in employee relation, government relation, GOSI & monitoring the sauzidation rate.
• Managed the Office and facilities management.
• I was successfully able to work on the labor office project to clean up 75 employees and make them legally illegible to work within the company.

Performance Management:
• I managed to upgrade and introduce a new approach to the talent review process by introducing the behavioral assessment, stream line
• the talent review meetings, adding more clustering to the potentiality levels, along with career plan to accommodate all level of employees.
• I introduced the IDP (Individual Development Plan) and delivered several workshops to managers and supervisor for them to be able to hold career development discussion with their teams and subordinates.
• Accordingly, managed to follow up on IDP, make them part of the training program delivered and use them in the promotion process.
• Introduced the performance committee meeting, where the 2 extreme performance ratings were challenged, to insure fair and consistent performance evaluation.
• I was fully responsible for the performance management cycle, which included the (Communication plans, workshops, Objectives setting, mid-year review an IDPs, and end year evaluations).

HR Projects:
• Among a lot of policies that I have developed the sexual harassment policy ad Government Relation Manual were the policies that was recognized by the board members, and published across other sister companies (BUPA, Diverum)
• I produced HR reports, with detailed analysis, which did not exist before (HC, hiring, on boarding, turnover, saudization)

Training & Development:
• I Delivered several workshops on how to do a behavioral assessment to manager, supervisors and eventually to all 200 employees over more than 10 sessions.
• I also drove the process of the employee engagement survey, did pre-communication, gathered the feedback from the consultants, delivered it to the management team, and came up with suggestion & initiatives to improve employee satisfaction.
• I was involved in doing the TNA and executing the trainings across the organization.

Performance Management:
 Manage and drive the process of the people review and talent clustering based on Danone standards, Monitor the IDP plan and follow up on execution.
 I was fully responsible for the performance management cycle, which included the (Communication plans, workshops, Objectives setting, mid-year review an IDPs, and end year evaluations)

HR Projects:
 I was responsible to promote CODE within the organization, and I have managed to diver the CODE- Leadership behavior workshop to 200 Employees in the company HQ over 7 sessions in English and Arabic.
 I managed to diver the CODE- Leadership behavior workshop to 2000 Employees in the company by identifying key members with the sales, supply chain team, training them on the workshop for them to deliver it to the rest of the organization in English and Arabic
 Manage the danone people survey process, and coordination with the regional teams in distributing the survey and 3 languages, managed to get 80% responds rate with a good communication campaign.
 I was also responsible for the internal communication aspects of the company.
 I managed to organize the danone leadership program for 50 managers and organized the vent along with the external team.
 I have drove the process of the 360 degree feedback and elevation for the leadership team based on GM request and also delivered the results feedback to them.

Training & Development:
 I am responsible for preparing the annual training programs (identify and round-up needs)
 Responsible to prepare the budget and look for external subsidies, & external institutions
 I was responsible to insure the monitor the IDP plan and include it in the training plan
 Ensure the implementation, follow-up and evaluation of all training, by ensuring that the every level attend the needed training requirements based on Danone Standards.
 Manage and prepare accurate, relevant and timely HR related information in the areas of headcount, training and related costs to facilitate performance planning.

Recruitment & Selection:
 Implement all recruitment policies and procedures within the KSA offices based on PwC guidelines
 Ensures delivery of appropriate induction training for new starters and monitor probation periods and reference checking
 Assist Business units with recruitment activities including job descriptions; candidate specifications; requisition forms; advising appropriate recruitment methods; preparing draft press advertisements and internal notices; pre-screening, recruitment interviews; etc, all of which in accordance with HR procedures

Performance Management:
 Implement and monitor the performance management process and system in order to ensure effectiveness, compliance and proper communication within offices
 I drive the process of and follows up performance appraisal and counseling process for all positions within projected dates
 Working with HR Partner to identify the best talented people in Saudi Arabia offices, and to implement effectively the relevant retention strategies
 Deliver High level training on performance Management to employees according to PwC standards

HR Operations:
 Ensures timely completion of all employee exit processes as well as the summaries of these exists
 Ensure the implementation of the on boarding the process for new hires
 I have Localized the employees manuals and handbook, and insuring everyone had one.
 Proper implementation of policies and procedures that sent through UAE team by ensuring that all Saudi labor law legal aspects were mapped.
 Established a proper personnel records management system and files are appropriately maintained and complete including all legal documentation
 Management all the GR relation issues for the firm’s staff by managing the following : (Block visa management; Monitor Exit reentry, Monitor Iqama Issuance; Monitoring the visit visas)
 Established the GR manual as service level of agreement for proper communication and managing expectations.
 I have cleaned up the GOSI file as saved the firm 300K.
 Implement and monitor the performance management process and system in order to ensure effectiveness, compliance and proper communication within offices
 I drive the process of and follows up performance appraisal and counseling process for all positions within projected dates
 Working with HR Partner to identify the best talented people in Saudi Arabia offices, and to implement effectively the relevant retention strategies
 Deliver High level training on performance Management to employees according to PwC standards  Implement all recruitment policies and procedures within the KSA offices based on PwC guidelines
 Ensures delivery of appropriate induction training for new starters and monitor probation periods and reference checking
 Assist Business units with recruitment activities including job descriptions; candidate specifications; requisition forms; advising appropriate recruitment methods; preparing draft press advertisements and internal notices; pre-screening, recruitment interviews; etc, all of which in accordance with HR procedures.

• Drive direct sourcing of candidates utilizing the in house recruitment team and channels.
• Through understanding and experience of in-house corporate recruitment
• Management of full recruitment lifecycle
• Design and execute strategic recruitment plans
• Identify and pipeline candidates inline with long term recruitment strategies
• Develop strong relationships with management to understand business objectives and recruitment needs
• Drive the recruitment process to strict quarterly headcount targets
• Solid understanding of the technology industry and market
• Ability to develop recruitment channels and methodology for the geographical region.
• Develop and maintain an in-depth knowledge of Cisco’s business areas
• Responsible for the collation and presentation recruitment metrics required for management reporting.
• Provide advice on recruitment strategies, procedures, legislation and market conditions.
• Interviewing sourced candidates for employment eligibility
• Scheduling and conducting interviews
• Maintaining requisition and applicant management systems

• Built the whole Recruitment Dept from the scratch. (Recruitment process, policy and procedures and related forms)
• Supervise and Maintain the Local & International CV Data Bank (Logging, Updating).
• Supervise the process of Sourcing potential candidates for vacant position for local and international recruitment.
• Supervise Informing local applicants & International Agencies about application status.
• Supervise and arranging interview based on given schedules.
• Supervise sending CVs to the departments for their review and recommendation.
• Conduct and attend interviews.
• Arrange and prepare recruitment advertisements.
• Issuing and coordinating the medical clearance for new employees.
• Do the induction and orientation for new employee.
• Answering and directing all incoming calls and queries.
• Arranging, Correcting English and Typing Test for applicants.
• Receiving approved applications and pertinent documents.
• Liaising with other departments and following up the status of the candidate.
• Preparing candidates final CV Submittals.
• Update the RSR (Recruitment Status Report).
• Preparing the Provisional Offer & Release Request Letter for approved candidates.
• Preparing the employment contract for all approved candidates
• Generating weekly or monthly Static Reports as requested regarding received CV's & applicants and weekly achievements.
• Coordinate with Finance Dept. to issue the yearly man power budget.
• Performing other duties directed by the section's Dept Head.

• Data Entry the new employee file in HR System
• Receive employee request
• Issuing employment reference letters.
• Calculate and process Employee leaves
• Add and delete employees to the GOSI
• Calculate end of service
• Maintain update employee file.
• Supervise government relation issues.
• Supervise coordinate Visit visa letters.
• Prepare and calculate payroll

* Receiving & checking files from the recruitment section prior to contact prep.
• Prepare the employment contract for all employees as per the established guidelines.
• Monitor the 90 days evaluation prepare & send it to the concern department 45 days prior the end of the probationary period.
• Prepare the contract Extension Recommendation and send it to the concern department 4 months prior to the employee's end of contract.
• Ensure all contracts details are correct as per salary grade and the hospital policy & procedure.
• Receive contract extension recommendation and contract extension request from the concern department.
• Prepare the Contract Amendment as recommended and approved by the administration.
• Monitor the Contract Amendment completion to ensure its finalization.
• Receive and answer telephone inquiries related to contract.
• Forward all signed contracts to the Employee Relation section for filling.
• Issuing employment certificates.
• Preparing Letter of Understanding as needed.
• Coordinating with the Saudi Council for Health Specialist.
• Generating Weekly Saudi Health Council Status Report.
• Assist the Contract & Benefit Supervisor in secretarial matters as needed.

* providing secertatial support to my line manager.
* Maintain the Local & International CV bank (Logging, Updating)
• Answering and directing all incoming calls and queries.
• Sourcing potential candidates for vacant position.
• Arranging, Correcting English and Typing Test for applicants.
• Receiving applications and pertinent documents.
• Informing local applicants & International Agencies about application status.
• Sending CVs to the departments for their review and recommendation.
• Liaising with other departments and following up the status of the candidate.
• Preparing, sending & Following up the Employee Reference Check prior to recruiting process.
• Arranging interview based on given schedules.
• Typing, filling and distributing letters maintaining Confidentiality.
• Preparing Candidates final CV Submittals.
• Update the RSR (Recruitment Status Report)
• Preparing the Provisional Offer & Release Request Letter for approved candidates.
• Issuing the Authorization Visa Letter for International Recruitment (Agencies)
• Generating weekly or monthly Static Reports as requested regarding received CV's & applicants
• Performing other duties directed by the section's Officer.
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• Responsible for the RRF (Recruitment Request Form) system (enter basic information, update, follow up with personnel).
• Generating weekly reports for relative vacancies (RRF Report).
• Generating monthly statistics report for saudization.
• Typing Arabic & English memorandum.
• Responsible for filling all RRF's.
• Checking the security form for all approved candidates.
• Attending the Female Local Recruitment Reception from time to time as needed.

Marketting . CHecking on new Items. Customer Services.