Org Design and Total Rewards Manager
Saudi Research Media Group
Total years of experience :7 years, 7 Months
•Develop and implemented HR policies and procedures that aligned with organizational
objectives and complied with applicable laws and regulations
• Manage the talent acquisition process, including sourcing, interviewing, and hiring of topquality candidates
• Develop and executed recruitment strategy in a highly competitive employment market,
placed more than #150 newly hired employees in one-year 2022 - 2023.
• Develop onboarding processes and personalized onboarding plans for all new hires,
improving orientation experience and increasing employee productivity
• Manage VB compensation programs and salary studies, including base salary, incentive
plans, and equity programs
• Design and implement reward and incentive programs to recognize and incentivize Vision
Bank talent
• Collect, analyze, and interpret data related to compensation, benefits, performance, and
employee engagement using Clickup
• Conduct research and analysis on market trends and best practices to ensure competitive
total rewards programs
• Develop and implement Vision Bank workforce planning and budgeting project that align
with organizational objectives
• Designed and implemented internal communication and employee experience programs
• Developed and implemented performance management programs, including goal
setting, performance reviews, and feedback mechanisms
• Worked as HR Business Partner with the Tech and Non-Tech leaders to ensure HR
program are aligned with their business objectives
• Develop and implement Vision ank ERP systems and processes by developing HR journeys
with Vision Bank ERP partner Oracle HCM
• Built Vision Bank first ATS, designed internal process and automated candidate flow,
improving the candidate experience, and organizing candidate pipeline through Oracle
HCM
• Developed and implement succession planning programs to identify and develop future
leaders
• Create and maintained job descriptions for all employees, partnered with hiring managers
to produce new positions
• Stay informed about changes in Saudi labor laws and Saudi Arabian Monterey Authority,
regulations, and industry standards that impact rewards and OD practices.
•Built HungerStation Succession Planning Model - Completed Phase 1 & 2 (Top and Middle
Management)
• Built HungerStation First High Potential Model and program in partnership with Colombia
Business school and Massachusetts Institute of Technology
• Built HungerStation first signature Fresh Graduate Development Program “Talent Station”
• Built HungerStation global Mentoring program to partner with all Delivery Hero
subsidiaries & Coaching Programs in partnership with a startup coaching app Knack-
• Built HungerStation Career progression and link it with the performance review outcome
• Delivered HungerStation first full Performance Management review cycle mid-year 2021 -
2022
• Delivered HungerStation first pay review process and guidelines as part of the
performance review cycle to be implemented in two windows mid & end-Year as a merit
increase
• Lead the org structure design change project for the Technology and Product Divisions
2022
• Lead HungerStation Manpower Plan & Budgeting for the company & non-personal for HR
department
• Supported the organizational change management requests with the People Business
Partner
• Managed the salaries studies flow to be aligned with the company internal equity
• Managed the enrollment and budget for the senior management in HungerStation LongTerm Incentive Plan in partnership with Delivery Hero Equity team
• Managed an initiative with Delivery Hero equity team to increase the Long Term Incentive
pool where we enroll all M-track employees of HungerStation, and all Technology &
Product employees into the LTI plan which increase key employees retention
• Lead the fund’s job evaluation system, advising on job design, job descriptions and the
correct grading of jobs based on KF methodology
•Support the Talent Management Director on building a BSF Learning & Talent
Management Strategy in alignment with BSF Human Capital Strategy 2019-2023
• Worked with the Talent Management Director to search and select the right employee
engagement tool for BSF. I end up leading the project from assessment, tendering, UAT,
and lunching BSF first engagement tool with Gallup
• Supported the implementation of our Oracle Talent Management System including
succession planning, talent review, and career progression
• Provide a consultancy service to BSF staff on learning & development opportunities to
identify the appropriate individual training plan
• Represent the Talent Management to develop engagement initiatives to transform the
culture of BSF to make sure the environment of the bank is more open, transparent, and
innovative
• Was appointed the representative for the induction program to welcome BSF new joiners
• Lead the second phase of our leadership succession planning project which covers all
position that report directly to the MD&CEO, where we include assessment center, career
progression, and leadership development for the talent pool
•Developed the assessment center for multiple succession planning phases by cooperating
with different provider to advance the evaluations process, structure interviews, and the
online assessments
• Worked with the CHRO, and the strategy team to develop our organization core values,
and leadership/Behavioral competencies for our employees
• Worked closely with the Talent Management team to provide a specified individual
development plans for the senior level employees at BSF
• Lunched our new fresh graduate program (The Banker IT, Accounting, Cyber Security, and
Audit) Development programs for fresh graduate by working closely with the L&D
• Lead the delivery of the leadership training programs by INSEAD, Harvard Business
School, and IMD for our leadership team
• Create multiple development program for our external customers
•Managed the design, delivery and evaluation of staff learning and development programs
“The Bankers Associates Programs” and any other programs to be delivered
• Developed and facilitate the TNA “Training Needs Analysis” Processes and the
implementation of the annual training plans and budget
• Monitor and review the progress of BSF staff development through questionnaires and
discussions with trainees and their supervisors
• Delivered Multiple training workshops in Excel, PowerPoint, and resume building skills
• Support in deliver BSF leadership event for the Senior Executive team in partnership with
FranklinCovey