Mohamad Saker

• Responsible for driving the HR strategy of the organization across the business units located worldwide
• Consult with senior leaders and advise on the most effective human capital investments to drive team effectiveness and performance
• Design and develop a strategy with assigned business clients to implement HR related initiatives globally
• Diagnose and analyze current business unit management’s, needs and gaps
• Manage the key HR functions within the organization: Learning, Recruitment, Administration, Compensation & Benefits, HR reporting, Communication
• Provide thought leadership in order to enhance organizational design, team effectiveness and employee engagement
• Responsible for developing and leading the education, communication, and execution of any department wide restructure or other initiative impacting large numbers of staff
• Responsible for collecting and consolidating client and HR data and effectively transforming into usable knowledge that will inform business decision-making
• Contribute to the strategic direction and formulation of corporate-wide HR policies, procedures, systems, and initiatives
• Foster and maintain strong internal relationships with key HR and business leaders
• Lead various HR outsourcing projects on a global scale: payroll, public relations, talent sourcing

• Member of CGI’s Centre of expertise for recruitment;
• Manage the needs of a portfolio of clients & adhere to the business objectives through appropriate recruitment strategies;
• Act as a Recruitment Business Partner for a number key business units: Telecommunications, Finance, Banking, Corporate services, Supply chain, Procurement etc.;
• Coordinate the headhunting activities for a number of business units by searching for talents all over Canada and on an international level;
• Implement efficient & innovative recruitment solutions designed to attract the best talents within the corporate objectives;
• Promote CGI’s corporate image within the job market & develop a pool of talents;
• Provide coaching & mentoring to junior staff;
• Establish modern recruitment strategies such as virtual tools & web 2.0 combining social media & best practices.

Managing Partner
Establish the organisation & grow the business in Canada & internationally;
Source, interview and recruit various engineering & supervisory positions;
Design Performance management and appraisal processes;
Design corporate retention schemes, salary scales, perks and benefits;
Conduct Learning needs analysis and program design;
Develop a Cultural Training program for expatriates-to-be & their families moving to the Middle East;

Human Resources Manager (2007 - 2009)
• Manage a team of 10 HR staff allocated to the support of all HR activities for approximately 1, 500 employee in the UAE with some extent to Qatar & KSA;
• Lead the interface with internal clients to ensure a distinguished HR & recruitment services and to respond accurately to operational needs;
• Follow the internal development & design of various HR Information Systems;
• Modernize the HR department through delegation of responsibilities & staff development;
• Modernize the recruitment practices through workflow design, automation & work segregations;
• Recommend management on the best practices in HR in light of the Labour Laws of the UAE, Qatar, Yemen & KSA in particular, as well as the internal policies and corporate strategies;
• Manage the yearly increment & bonus allocation exercise;
• Design & administer various corporate retention schemes (e.g.: free stocks program, retention bonus & stock options), salary scales, perks and benefits;
• Coordinate with the Corporate HR structure, as required, to ensure compliance with the global HR objectives;
Performance appraisal Project Lead (2008 - 2009)
Reporting to a Project Sponsor, my objective was to put in place a system by which every employee is assessed every year against a group-consistent online process delivering a global rating;
• Led a team of 8 collaborators based worldwide with the mission to conduct a needs analysis leading to the implementation of a standard Performance Appraisal system across the organisation
• Coordinate a team of contributors and organize their tasks within the project guidelines;
• Select external consultants & third parties where and when relevant;
• Present the project progress to a corporate steering committee under the supervision of the international consulting firm Heidricks & Struggles;
• Update sponsor & steering committee on progress and KPIs;
• Manage the team of contributors and work as a joint-team member with external providers;
• Put in place training material & implementation sessions to various stakeholders.

Senior Human Resources Officer (2006 - 2007)
• Coordinate staffing operations through various sources;
• Identify new recruitment markets in Asia, Europe & the Middle East;
• Coordinate internal mobility programs towards other host entities or sites across the group worldwide;
• Design assignment conditions, as well as the legal aspects of the deputation;
• Ensure proper handling of employee relations’ affairs from contractual & legal perspectives;
• Design & Implement HR initiatives & strategies on all levels: staff, processes and working tools, according to operational requirements;

• Collaborate with Ernst & Young for the modernization of the systems, processes & overall organization of the Human Resources Department;
• Identify talents through various sources: recruitment agencies, employment sites, universities & governmental agencies;
• Shortlist potential candidatures for various supervisory, skilled & engineering openings;
• Prepare the yearly Manpower plan by performing a gap analysis & determining the appropriate set of action (Recruitment & Training Needs Analysis) as per Corporate Business Plan;
• Liaise with employment service providers & ensure proper mobilisation within operational objectives;
• Elaborate a salary scale corresponding to the recruitment market status.