Mohamed Deyab

Total Rewards and OD Advisor at Bank Albilad

• Saudi Arabia - Riyadh
• My current job since December 2021

Revamped the compensation and OD strategy that resulted in:
 Implementing a new salary structure that was able to attract employees with 96% acceptance rate.
 Increasing salaries of 70% of the current employees and reducing high turnover by 20% comparing to the previous year.
 Reducing Senior Management turnover to ZERO% by Implementing executive compensating programs and LTI programs.
 Implementing a new allowance for different levels of employees.
 Increasing the sales by 40% after redesigned the sales commission schemes with more specific and clear targets VS commission.
 Increasing the awareness of saving plans by motivating employee to subscribe to the thrift programs.
 Improving the quality of compensation and benefits policy and procedures and relevant reports and improving response time to central Bank ‘s “SAMA” requirements and periodic reports and Audit.
 Developing a competitive salary scale, grading structure and benchmarking salaries with targeted market.
 Developing and keep up-to-date JDs and conduct job analysis.
 Evaluating 450 unique position, benchmark the findings with the market and reflecting the right grades and salaries which resulted in improving employees’ satisfaction.
 Design and Implant a sound merit increase, bonus and incentive/ sales commission schemes.
 Allocating compensation and benefits budget and controlling the employee cost with more accuracy and in timely manner
Implementing the fast-track career progression programs.
 Develop organization structure, and recommend changes to optimize operations.
 Develop the workforce planning using HR analytics and metrics to provides sound data-driven decision making.
 Manage and update policies and procedures and ensure their alignment with applicable laws and regulations in coordination with the Governance & Risk and Operational Excellence functions.
 Design an effective performance management system based on bank strategy, SMART Objectives and KPIs
 Develop the “Authority Matrix” and achieve a conflict-free working environment.
 Implement Succession planning program to cover critical positions.
 Manage talent programs, create talent pool and conduct different talent assessments.
 Conduct employee engagement surveys and programs to increase employee satisfaction and retention.

Human resources and OD Advisor at MiSK Foundation

• Saudi Arabia - Riyadh
• January 2021 to December 2021

Organizational Development Manager at Dur Hospitality

• Saudi Arabia - Riyadh
• August 2017 to December 2020

• Conduct manpower planning and localization planning
• Develop and Conduct Performance Management Best Practice.
• Manage Mid-year performance review and end of year performance appraisal
• Manage different Compensation and Benefits projects including Long Term Incentive “LTI”
• Conduct job families and career pathing program
• Develop and Conduct a Succession Planning programs
• Conduct different talent assessments
• Develop and manage Authority Matrix
• Conduct Job Evaluation
• Develop and update Job Descriptions
• Develop Core, Leadership and Technical Competency Mapping
• Design and update the Organizational Structure
• Design and Update different HR Policies and procedures
• Conduct and develop different Engagement program, Initiatives and Satisfaction Surveys
• Manage career Development program and training function
• Manage Talent Acquisition team to assure filling vacancies on time
• Develop and Produce Employee Value proposition “EVP”
• Design On-boarding programs
• Participate in implementing Human Capital Management "Oracle Fusion HCM” under the following modules:
• Core HR and Payroll Management:
• Talent Management
• Recruitment and Onboarding
• Learning and Development
• Performance Management
• Compensation and Rewards
• Engagement and Retention

Performance Management & Employee Relations Specialist – Acting HRBP at alfanar Co.

• Saudi Arabia - Riyadh
• June 2015 to December 2016

• Provide day-to-day performance management guidance to the business units including (coaching, career development, and disciplinary actions).
• Work closely with management and employees to deliver effective HR solutions, improve work relationships, and enhance the environment, increase productivity and retention.
• Supervise a team with different culture and background
• Provide guidance and input on business unit reorganization, workforce planning, succession planning
• Design, prepare and develop Manpower, appraisal and compensations reports including all related issues (hiring, leaving, transferring, re-hiring…etc.) + ORM & Plan presentations
• Advise on pay and promotions and benefits.
• Conduct annual staff surveys and analyze data, benchmark year on year and create an action plan to address any concern.
• Conduct appraisal plans according the schedule
• Conduct engagement meetings and focus groups.
• Resolve complex employee relations issues, grievances and complaints, bullying, harassment…etc.
• Undertake ER investigations. (Exit interview, Complaint, Termination. /Resignation, etc.).
• Conduct regular location visits to remotes areas and branches to ensure direct contact with the intended employees.
• Developing Work/life balance programs and working on employees’ retention.
• Conduct proper assessment of training to insure effective trainings through training dept.
• Coordinate with training dept. to insure that all trainings are targeting the employee skills based on a meeting with employees’ relations functions
• Conduct onboarding and orientations for new comers
• Study transfer requests to makes sure there is no conflict or personal issues behind it and comply it with performance and career development.

Training and Development Specialist at alfanar

• Saudi Arabia - Riyadh
• June 2011 to June 2015

• Consult and coordinate with Managers of the 7 companies to assess training needs, analyze and develop programs to match these needs (TNA)
• Design the training budget and share it with all departments and companies managers
• Evaluate training and trainee using Krick Patrick approach
• Conduct Orientation Programs for new staff, Engineers, Accountants and Managers
• Initiate training calendar and monthly, Quarterly and Annually training reports to stand on the current position of the annual plan
• Manage succession plans through alfanar construction Projects Management Academy (PMA)
• Initiate and supervise LMS “English as a Second Language” distance learning from Cambridge University
• Initiate the E-Learning Program to support employees development through innovative online learning that can be accessed 24/7.
• Supervise internal trainers
• Assess and evaluate the external trainers and companies before providing trainings.
• Coordinate with SGS-ISO to develop Training Dept. procedure and getting it accredited
• Issue and update training certificates upon finishing the training
• Acting Training Manager for 2 years June 2013- June 2015
• Train and coach new trainers.

HR Specialist at Altayyar Travel

• Saudi Arabia - Riyadh
• August 2009 to May 2011

HR Officer at Belqius Tours

• Egypt - Alexandria
• August 2008 to August 2009