مروه شبير

• Strategic Talent Development & L&D:
◦ Designed and implemented a
comprehensive regional talent
development and succession planning
strategy to identify high-potential
employees (HiPOs) and build a robust
leadership pipeline across
manufacturing sites.
◦ Oversaw the full learning and
development cycle, managing the
L&D budget and curating regional
training programs (e.g., technical,
leadership, safety compliance) to
close critical skill gaps within the
manufacturing workforce.
◦ Strategic Retention through
Development: Implemented
advanced performance and career
development frameworks to
specifically drive talent retention,
ensuring clear pathways for high
performing employees.
• Compensation and Benefits (C&B)
Management:
◦ Managed the regional compensation
and benefits structure, conducting
market benchmarking and ensuring
competitive pay equity to attract and
retain specialized manufacturing and
engineering talent.
◦ Provided strategic direction on annual
salary reviews, bonus schemes, and
benefit plan design, aligning C&B
strategies with business performance
and cost containment objectives.
• Engagement Activities & Culture:
◦ Developed and drove regional
employee engagement strategies
across multi-site manufacturing
operations, using data (e.g., pulse
surveys, focus groups) to diagnose
issues and implement targeted
programs that enhance productivity
and retention.
◦ Championed and enforced a culture
of Diversity, Equity, and Inclusion (D&I)
and ESG alignment, particularly in non
traditional roles, to meet both
company goals and national
regulatory requirements.
• Strategic Partnerships:
◦ Cultivated and maintained strategic
partnerships with Ministries,
Governmental Agencies and
technical universities by signing MOU
to secure funding, training support,
and sustainable talent pipelines
aligned with Saudi, OMAN, UAE Vision,
localization efforts.

• Regional Talent Acquisition & Localization:
Led regional talent acquisition initiatives,
successfully attracting over 50 skilled
professionals, while developing localization
strategies that resulted in a 25% increase in
workforce capabilities across KSA and UAE
operations.
• Performance Management & ESG:
Established and managed regional
performance management processes that
facilitated growth for 200+ individuals and
strategically aligned employee objectives
with the companys ESG (Environmental,
Social, and Governance) commitments.
• Data-Driven Operational Efficiency:
Leveraged HR analytics (including Power BI
proficiency) to drive strategic P&C decisions,
resulting in a 20% improvement in operational
efficiency across regional sites.
• Employee Engagement & Safety Culture:
Implemented regional engagement initiatives
that fostered a culture of safety and
innovation, achieving a 15% increase in
employee engagement scores.
• Sustainable HR Initiatives: Championed
sustainable HR practices across 12+ teams,
collaborating cross-functionally to enhance
product safety and sustainability, thereby
improving industry reputation.
• Talent Pipeline Development: Designed and
managed a regional internship program with
3 local universities, providing practical
experience to over 40 students and creating
a continuous talent pipeline.

• HR Operations Leadership: Managed end-to-
end HR operations across KSA and Bahrain for
over 500 employees in the Marine,
Chemicals, Logistics, Inspection, and Oil &
Gas sectors.
• Joint Venture (JV) Governance: Established
and maintained strategic HR relationships
with Joint Venture partners, ensuring full
alignment of P&C policies, compliance, and
practices with Saudi Labor Law and local
regulatory frameworks.
• Strategic Talent Acquisition: Developed and
executed targeted recruitment strategies
that resulted in a 30% increase in skilled
professional hires in high-demand industrial
fields.
• Compensation & Retention: Developed and
implemented competitive compensation
and benefits packages that demonstrably
boosted employee retention by 15% and
improved satisfaction ratings.
• Compliance & Risk Management: Ensured
regional adherence to local labor laws,
efficiently managing over 100 work permits,
residency visas, and employee contracts to
mitigate compliance risks.
• Performance and Development: Managed
performance processes for over 200
employees, establishing key performance
indicators (KPIs) and implementing
development plans for high-potential staff.
• Operational Efficiency: Devised and
implemented new hiring policies that
streamlined recruitment processes, improving
overall operational efficiency by 20%.
• Safety Culture Promotion: Fostered a robust
safety culture, which contributed to
achieving a 25% reduction in workplace
incidents through implementation of strong
policies