hisham al taher

Leading strategy planning and implementation efforts for the three entities, ensuring alignment with
organizational goals and objectives.
Acting as a liaison between the board and the CEOs, facilitating effective communication and collaboration to
bridge any gaps that may arise.
Developing and implementing a comprehensive people strategy encompassing talent acquisition, management,
performance, and engagement. This involves attracting and retaining top talent, fostering a positive work
environment, and driving employee development and productivity.
Ensuring compliance with applicable laws, regulations, and corporate governance best practices.
Creating and implementing HR policies and procedures that are both legally compliant and aligned with the
strategic goals of the organization. These policies cover areas such as recruitment, employee relations,
performance management.
Identifying and managing HR-related risks, developing risk mitigation strategies, and implementing measures to
minimize potential negative impacts on the organization.
Overseeing compensation and benefits programs to attract, motivate, and retain talented individuals. This
involves benchmarking against industry standards, designing competitive compensation packages, and ensuring
fair and equitable practices.
Utilizing HR analytics to gather and analyze data to make informed decisions. By leveraging data, I can measure
the effectiveness of HR initiatives, identify areas for improvement, and drive evidence-based decision-making.

Consultant to the HR director
• Mentor to HR Business Partners
• SAP Success Factor (SAP SF)
• Ensure that current organization structure (including positions, Departments, sections, divisions & reporting lines) are reflected in SAP SF in preparation for ESS Module.
• Map existing Job / Position titles in SAP Business One (Payroll Module) against best practice list available in Job Profile Builder (JPB) in SAP SF
• Develop Job Families, roles, responsibilities, competencies for the existing positions using JPB’s dictionary
• Develop Functional Objectives & KPI’s using JPB for the existing positions to ensure standardization in preparation for the Performance Management Module of SAP SF.
• Coached all mangers in the bank on KPI’s writing
• Overlook integration of SAP Payroll with SAP SF to ensure smooth roll out of Hiring and Recruitment Module. Develop interview questions, assessment tests etc. using SAP dictionary.
• Act as Project Manager from HR side and work hand-in-hand with SAP SF implementation team to ensure deadlines are achieved.
• Based on competencies identified for the positions, develop assessments for key positions holders and key successors to identify development needs and support succession decisions.
• Trained the whole bank on performance management process
• Created Training plan for the bank successors.

•Providing expert advice/guidance in collaborations with HR shared service centers of excellence.
•Delivering first class HR initiatives and interventions aligned to corporate goals and company vision/mission.
•Partnering with senior management of the organization and market operators/departments to ensure implementation of appropriate HR activity and education of the HR agenda.
•Acting as the HR interface for key stakeholder groups and as an ambassador for the HR function as a whole.

•Established and led the first senior management committee.
•Designed organisation structure, compensation and benefits plan. Reduced employee costs by 10% in the first six months; improved sales incentive system and designed training plan which increased sales by 15%.
•Re-structured Dubai region and head office departments.
•Initialised and implemented strategic three - five-year HR planning process which focused on transferring the company from family-owned business to a corporate culture, and building authority matrixes.

Background: Higleig is a subsidiary of Aref Energy-Kuwait, with US$150 million t/o and 1, 500 employees in 35 locations.

Key Responsibilities:
•Responsible for identifying/implementing lucrative investments and efficiency enhancement/value addition.

Key Achievements:
•Reduced employees by 30% within 18 months. Restructured HR department, reducing staff by 50%.
•Established, implemented and monitored strategies for driving results, and implemented a KPI system.
•Conducted the first salary survey in Sudan for oil & gas sector financial reporting models
•Added US$150, 000 to revenue by outsourcing departments of a sister company directly to Higlieg.
•Successfully negotiated several deals with the trade unions.