Mohamed Boraei

Fully managing HR & Recruitment boutique agency. Developing new business opportunities by connecting with organizations in different industries, offering various HR consulting and recruitment services either tailored or pre-set packages, and delivering best in class HR services in the following areas:

• Organization analysis, design and development.
• HR policy and process development.
• Recruitment, outsourcing and Executive Search.
• Talent management (objectives setting, KPI's, etc.).
• Talent development (needs analysis, training outline, course materials, and delivery).
• HR system analysis, enhancements, and project management.

Subcontracted by PwC with the Ministry of Public Health in Qatar (MOPH), to lead a project of Job Design and Classification.
Through this project, MOPH will have a clearly defined Job design and classification system to serve as a foundation for creating well defined roles, benchmarked job titling conventions, clear and transparent career pathways, while ensuring consistency in aligning roles accurately to the Job Families of MOPH.

By creating this robust job framework that includes proper system of Job coding, Job description, etc., MOPH will be able to leverage the skill sets, knowledge and experience of each role while engaging and retaining key talent. In addition to that, MOPH will greatly benefit from a solid foundation for other HR functions including recruitment, total rewards, strategic workforce planning, career pathways, competency framework, learning and development, and succession planning.

Teleperformance is the world leader in omni-channels, outsourcing, and contact centers. Teleperformance employs more than 200, 000 employees, operating in 65 countries, and speaks 75 languages.

As a Recruitment Lead, I am focused on achieving 100% staffing, by sourcing the top talents from Denmark and Nordic countries. In charge of full hiring cycle for Google AdWords within the shortest possible time. This results in smooth running of operations, maximizing growth opportunities, and generating the highest return on investments.

I am also promoting employer brand and attractiveness, through utilizing social media to increase awareness and building long term relations with potential top talents.

Assigned to AL SHAQAB which is a state owned organization and currently in transition to become a for profit organization.

The main job purpose is to reorganize, expand, and transform the development and implementation of Al Shaqab Commercial Business Plans. To identify the opportunities for Business Development and initiatives for building internal capacity and Human Capital development, to achieve Al Shaqab Commercial Strategic Objectives.

QF develops the national potential through education, research, and community development, with more than 3, 000 employees from 70+ nationalities.

Managed the development and on-going reviews of a competitive HR Policy to attract, retain and motivate top talent. Served as an In-house Consultant to provide short and long term solutions where the growth, diversity and complexity are demanding:

• Analyzed market data, recommended changes on the revision of HR policy and reward programs, to maintain alignment with the market place.
• Examined the HR policies, government regulations, and prevailing details, to develop competitive HR policies.
• Developed and maintained contacts with related organizations locally and abroad to exchange and obtain information on HR policy matters.
• Devised and implemented appropriate means of communicating information on HR policies to management and staff to promote internal employer brand and loyalty.

Led the HR Technology needs to ensure the highest level of service delivery. Managed a team of 3 functional and technical members:

• Awarded “Excellence in HR through Technology” for the implemented automation in QF HR, by the HRD Congress out of 400 employers, Asia, July 2011.
• Designed and implemented 120 different HR processes and workflows, by managing an annual automation plan to enhance the service delivery to internal and external customers while supporting the HR back office functions. Managed to increase the average self-service requests per employee from 22 to 57 p.a. in 3 years. Processed more than 160, 000 online HR requests in 2013.
• Established HR Call Centre (and CRM system) as a back office to manage and track 13, 000 HR related inquiries and requests per year.
• Developed Manpower Planning system (Hyperion) for more than 3, 000 permanent employees. Consolidated and analysed staff cost of QR 3 billion with annual budget (2013-2014).
• Received “Best Change Management Strategy” award in GCC: 6th Human Assets Middle East Summit, May 2011.

Reported to the HR Director, applying a systematic and comprehensive approach to HR strategic planning, including manpower plan of 40+ permanent staff and financial planning, in addition to monitoring of OPEX & CAPEX spending equal to QR 18 million.

• HR advisor for new QF start-ups and subsidiaries such as Msheireb Properties (investment of USD 5 billion), Qatar Solar Technology, etc. Managed related organizational development, recruitment, compensation and policies, etc.
• Instrumental in creating and designing over 60 HR shared services, agreeing KPIs and performance reporting.
• Directed and consolidated all HR related contents, activities and issues on QF Careers web site and HR portal (Intranet), to support fast organizational growth, talent attraction and retention.
• Received and reviewed all Internal Audit reports, recommended, and implemented necessary changes for better compliance.

Designed organisation and policies in partnership with leadership whilst pioneering market surveys, benchmarking, compensation and benefits trend analysis to support growth strategy.

• Spearheaded and organised 5 local and regional (Doha, Dubai, and Cairo) career campaigns to promote and fill open positions (with both local Qatari Nationals and expats).
• Maintained cordial relations with 10 major regional and global search and head hunting agencies to diversify sourcing channels and address staffing needs.
• Managed the development and enhancement of Oracle HRIS staffing database (i-Recruitment) to support growth needs.
• Initiated a review of on-boarding process for new employees ensuring and enhancing smooth transition. Developed an Orientation Program for new employees to facilitate faster and better mobilization.

GE is an FT100, and one of the most admired organizations in the world.
Led local HR team for Middle East and supported the Middle East business strategy. My main achievements were as following:

• Partnered with executives and global HR leaders to maintain and implement HR policies supporting maximum region growth, in a complex matrix organisation.
• Improved and developed talent identification strategies, building and maintaining relationships with job search firms and universities to maintain talent pipeline at different organization level.
• Instrumental in retaining talent, communicating with stakeholders to ensure identification of business and personal issues, and work with the leadership to facilitate resolving these issues.
• Successfully liaised with the legal community and HQ to manage employees’ concerns, conduct investigations and recommended corrective actions.

A private joint stock holding company with 7000+ employees, and dominates more than 60% of the household goods market in Egypt

• Led a pilot project reviewing and updating the organizational manual including process maps, structures, jobs, activities, key results areas (KRI’s) and performance indicators (KPI’s), etc. for the main trading subsidiary.
• Enhanced, developed and communicated the policies and procedures manual including employment, employee relations, compensation and benefits, performance management, training, discipline and grievances.
• Participated in designing salary structure and performed job evaluation for 2 major functions (Sales and Marketing).
• Developed a new competency-based selection methodology, competency manual, and trained the first 2 management lines to conduct efficient and effective competency-based interviewing.