Ghaze Al-Nasairi

Highlights:
• Initiated & led new organization structure; transforming the company from small to corporate business.
• Formulated and implemented the Human Resources Department’s short-term and long-term strategies, goals, and plans.
• Designed and put in place the HR department’s policies & procedures, and released the employee handbook.
• Reviewed and redesigned the compensation & grading structures, onboarding processes, positions & reporting relationships, job descriptions, and the performance evaluation criteria for each position.
• Executed a winning recruitment strategy based on the company’s succession plan, market analysis, Saudization targets, and several complex internal & external criteria
• Maintained a competitive average time-to-fill ratio for recruitment in the industry, coupled with above average performance score of new employees within 6 months.
• Achieved an excellent retention rates with an 1.5%-3% annual turnover rate amongst employees with 1+ years of tenure.
• Transformed the HR department from a simple, transaction-processing and personnel related function to a strategical function that actively pursuits employee engagement, human capital & organizational development, change management, and organizational culture transformation.
• Took part in the company’s aggressive expansion project from eight branches in 2012 to 16 branches in 2015, and from 60 employees to 210 employees for the same period.
• Designed and directly managed the government relations sub-department under the HR department in 2014 serving all requirements by governmental departments, such as: MoL, MoH, MoI, SCHS, GOSI, Municipalities, Civil Defense Authority, HRDF, CIBAHI, food & drug authority, Ministry of Commerce, and the Ministry of Justice.
• Performed due diligence on potential buyouts in areas like systems and processes compatibility; organizational culture fit; legal status; post buyout risk assessment; and staff and positions profiling.
• Delivered labor code and Ministry of Health code compliance and ensured no violations were recorded in the company’s file throughout my tenure; A “Zero-Penalty” target with Government departments was successfully achieved.
• Maintained “Platinum” and “High-Green” Category under the MoL’s Saudization Program across the company’s three different Saudization Categories.
• Participated in the ongoing process of obtaining the College of American Pathologists (CAP), the Joint Commission International (JCI), and the Central Board for Accreditation of Healthcare Institutions (CBAHI) accreditation for Medical Laboratories.

Key Responsibilities:
• Developed, implement and regularly reviewed Training and Development policies and procedures within the organisation to meet the objectives of closing competency gaps after analyzing adequacy between current competencies and competencies needed to achieve business objectives.
• Provided tailored training programs to suit business requirements, reduce staff attrition level and improve efficiency within the organization.
• Designed and implemented training programs to meet the future plans of the organization through classroom training and coaching programs.
• Utilized knowledge of specialized training methods as individual training, group instruction, lectures, demonstrations, conferences, meetings and workshops to cater to a wide audience.
• Conducted training sessions covering specified areas like employee orientation, computers and software usage, apprenticeship programs, sales techniques, refresher training and promotions and organized training manuals, multimedia, visual aids, and other educational materials.
• Identified organizational training and development needs through job analysis, appraisal schemes and through needs assessments, course design & evaluation, training resource materials, and learning reinforcement strategies.
• Ensured that all resources deployed are performing to their optimum capacity simultaneously, ensuring satisfaction of employees with a view to improve productivity.