Jamal Elagra

Responsible for shaping and fostering a positive, inclusive, and high-performance workplace culture. led the development and execution of people strategies that align with the organizations goals, emphasizing employee engagement, talent acquisition, retention, and development. This role oversees all human resources functions, including performance management, learning and development, employee well-being, and DEI (Diversity, Equity, and Inclusion) initiatives. Key Achievements » Realigned corporate mission, vision, and values with a 3-5-years strategic plan. » HR Operational: Address strategic needs of the business through integration of M&A - continuous monitoring and improvement of HR processes to ensure attainment of performance targets, statutory compliance, and policy coherence. » Developed and implemented a HR playbook strategy & guidelines to aid all functions of HR (Talent acquisition, L&D, culture &engagement, HR operations, Rewards & Recognition. » Developed and end-to-end Culture & Engagement strategy and action plans for each business entity » Designed and implemented change management programs to aid leadership & middle management. » Implemented HR metrics framework that established HR as a best-in-class function.

Led HR strategy and operations for multi-sector verticals, including verticals (Retail, Consumer electronics, Automotive, Education and Construction). Setting and executing HR strategies that support business objectives and various business verticals with their unique strategies and requirements.

Key Achievements » Redefend company vision, mission and values that in line with their overall 3-5 years strategy. » Establish transformation plan and added value HR functions and transform HR to 3.0. » Center of Excellence: Designed and created HR frameworks and developed strategic HR initiatives such as talent acquisition management tracks for all managerial positions and developed leadership pedigree. » Engagement: Initiated and implemented multiple engagement initiatives and corporate responsibility that aided the engagement score. » Change Management: Designed & implemented HR transformation strategy that adapt to ever changing environment, which catered for expansion, acquisition and cost optimization. » Designed and implemented new compensation and benefits structure group-wise. » Designed and executed new performance management framework for the group based on objectives & BSC.

Mohamed Hilal Group is a leading company within the luxury goods, food and beverages space. » Bought into the business to manage the company transformation and restructure and to provide consultancy advice that catered for growth and sustainability of luxury retail brands. » Explored new markets by providing turnkey solutions and strategies for F&B, Retail and fashion sectors.

Key Achievements » Carried out a transformation plan with change management to establish business verticals to structure business such as luxury goods, F&B, Perfume/cosmetic brands and interior design entities. » Devised a new compensation and benefit structure that aids businesses to attract top talent regionally and globally. » Established a talent management framework for succession development and retention of Hi-Po talent. » Established processes and compliance framework such as DoA and other performance structure to for businesses log term strategic success.

Established, human resources function in Lavendon Group Middle East, including setting up a solid foundation and infrastructure that supports the operations as well as the organization expansion and operations plan across the region and:

» Application of Workforce Analytics to influence and support Business Strategy. » Contributed to a multitude of HR activities and drive business performance. Proactively supports the delivery of HR Processes at the clients side. » Developed suitable and cost-efective recruitment and retention strategies, including succession planning. » Managed complex and dificult HR Projects cross-functionally. » Planned localization and implementation of multiple global Projects in the ME region. » Built a strong business relationship and mentoring & Coaching Management and team to successful role transformation. » Actively identified gaps, proposes and implement changes necessary to cover risks. » Established the necessary organization development and processes to ensure the company operates in international standards. » Devised Salary scale to standardize remuneration and benefits across all GCC countries. Global Grade structures/job evaluation process/job leveling - design and implementation.

Key Achievements
» Planned and implemented HRIS across the GCC region (Oracle), including several modules such as recruit, self service and core HR modules.
» Increased employee engagement by 20 points vs. 2012 in the GCC region.
» Developed HR infrastructure for a startup department such as policies and procedures, employee handbook, compensation and benefits structure, exit interview analysis, and new performance management framework.
» Legalized all KSA entities as per the KSA labour laws and company operating guidelines such as Sagia, and premises certificates, in addition the company brought to green zone in terms of Nitaqat (Saudization above 50%).
» Structured the HR department through various strategic methods to cater for other regional requirements (6 countries), such as devising a government afair that deals with all the legal business requirements.
» Launched technical and personal training based on needs analysis frameworks.
» Worked consistently to reduce cost by implementing various methods. Cost saving of over 600K in 2014 through revising various processes and compensation & benefit structure.

» Organization re-structuring and planning.
» Training and development - Led the team training plan and put together a staf training program.
» Ensuring training modules are implemented and training hours requirements are met on monthly and annual basis.
» Compensations & Benefits including salary reviews, yearly increments in line with the company pay scale -
» Documentation - Devised staf handbooks and Permanent Responsibilities and training modules tailored for the business needs.
» Designed and implemented leadership and business programs.
» Staf welfare - providing counseling facilities and sports and social activities for staf as well organizing the transportation and company staf accommodation.
» Provide ongoing support to the legal department when required with labor issues and legal procedures.
» Participated as a member of the Executive Committee, recommend policy revisions, attend board meetings, and advise board on matters afecting the operations of the Company.
» Managed the organizational development side of the department such as succession planning, talent management and performance management systems.

Key Achievements
» Developed technical schools that formed the Carrefour academy.
» Devised various leadership programs and fast-track plans through (70 OJT/20 Mentoring/10 class-room) rule.
» Devised team building initiative for the board by organizing annual company strategic priorities.
» Reduced cost of over 1.2 million by re-allocating compensation structure such as HRA & TRA.
» Developed E-Learning portal to automate the learning process.
» Restructured the HR department through various strategic methods and organizational development processes.

Managed HR & operations of the entire group - Gulf Film L.L.C. the umbrella company for the chain Grand Cinemas across the Middle East. Derived and delivered sales performance of all locations in the Middle East, and managed the sales objectives and operational costs, in line with the agreed business plan. Implemented new measurable appraisal processes, maximized customer services, sales opportunities and management programs. Reporting to the Director of Operations and Managing Director.

Key Achievements » Established accountability and delegation of authority limits for managers and monitor their performance in execution of operating plans, and organizational objectives, taking corrective action where warranted. » Devised mini-MBA program that cater for the development of multiplex managers and department heads. » Strategized and implemented high-impact HR plans such as restructuring the department to various functions (L&D, HR Services, Government relations, and organizational development. » Spearhead 3 years strategic plan and annual business blueprints to document intended long-term directions; and develop various other technical documents along-with company financials. » Directed the development and implementation of HR plans, and monitor regularly to ensure that objectives are being met and that any remedial actions are initiated. » Control cost by ensuring that all operating activities are carried out in the most cost-efective manner. » Developed HR and operating policies in conjunction with various functional executives and direct development and implementation of procedures required to carry-out the objectives of each. » Established an organizational climate conducive to maximizing employee potential and productivity and retention of key personnel; ensure efective implementation of corporate programs to motivate, reward and compensate employees in a manner consistent with individual and group achievement.