محمد الشريف

Orchestrated comprehensive leadership development and mass onboarding programs, establishing agile learning frameworks and
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KPI-driven scorecards to ensure rapid capability deployment and maximum training ROI.
Integrated data-driven Talent Dashboards (using People Analytics) to track key metrics such as Leadership Readiness, Employee
Retention, and Internal Mobility, significantly enhancing executive decision-making capabilities.
Spearheaded executive onboarding and capability alignment, managing the end-to-end integration of C-suite and senior
leadership to ensure strategic business continuity and cultural fit.

Championed localized talent development strategies and large-scale, comprehensive onboarding programs to seamlessly integrate
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rapidly scaled teams, ensuring strict capability alignment with Vision 2030 and mega-project execution objectives.
Implemented strict governance, selection criteria, and technical assessments to ensure high-quality execution for critical project
roles.
Acted as the primary liaison between RCRC leadership and external agencies to resolve project dependencies and ensure delivery
milestones were achieved.

Partnered with McKinsey & Company during the organizational transformation to conduct comprehensive skill-gap analyses and
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build an organization-wide competency model.
Developed and implemented an organization-wide Competency Model, establishing unified standards for talent evaluation that
drove an 18% increase in employee engagement.
Designed and launched the Foras Program, a dynamic internal mobility and career advancement framework, effectively
mobilizing talent across the organization and driving a highly engaged, agile workforce.
Utilized Korn Ferry Hay Job Evaluation methodology to structure competitive compensation and benefits packages, enhancing
employer branding.
Partnered with executive leadership to identify capability gaps and design targeted talent development strategies to attract
specialized competencies.
Aligned organizational development initiatives with long-term workforce planning, ensuring a robust internal mobility framework.

Directed key talent acquisition operations and hiring strategies to meet organizational growth demands.
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Optimized the utilization of Enterprise ATS platforms to streamline the recruitment workflow, improving candidate experience and
stakeholder satisfaction.
Managed the annual recruitment budget, optimizing recruitment channels and negotiating strategic contracts with external
recruitment agencies and headhunters.
Led a team of recruitment specialists, setting performance KPIs and fostering a culture of continuous improvement within the TA
department.
Developed tracking mechanisms for Talent Acquisition KPIs to accurately measure and elevate recruitment efficiency across the
authority.

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Played a pivotal role in the global HR transformation project, leading the successful transition to SAP SuccessFactors H2R module.
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• Achieved 90% accuracy on process completion and data migration within 6 weeks, improving project visibility by 75%.
Led critical HR operations and cross-functional workstreams, laying the groundwork for strategic initiatives and workforce
enablement.