Mohamed Sherif-Charted FCIPD- SHRM-SCP

Strategy Development & Execution
• Developed and implemented the Balanced Scorecard, aligning strategy, KPIs, and departmental goals with corporate objectives.
• Monitored strategic initiatives, reported progress, and optimized resource allocation to ensure alignment with business priorities.
Organization Development and Rewards
• Led organizational assessments, structure redesign, and cultural transformation programs supported by targeted change management strategies.
• Designed fair and competitive reward structures using Mercer IPE and developed STI & LTIP schemes for leadership and critical roles.
Talent Development Performance Management
• Designed and embedded a performance-driven culture through a strategic KPI-based framework, leadership enablement, and capability development
programs.
• Led leadership, technical, and soft skills learning initiatives, and drove executive succession planning.
Workforce Planning & People Analytics
• Led integrated workforce planning and headcount forecasting aligned with strategy, budgeting, and operational capacity.
• Delivered scenario-based workforce models and strategic insights linking people data to financial and operational performance.
• Drive scenario-based workforce planning to support seasonal peaks, market expansion, and new business units
Employee Experience & Engagement
• Designed and led the Voice of Employee strategy and wellbeing programs to enhance engagement, retention, and workplace culture.

Policy & Governance
• Lead HR policies and procedures alignment of across GCC markets, ensuring consistency, legal compliance, and alignment with regulatory frameworks
• strengthen governance structures to ensure transparency, accountability, and sustainable policy enforcement across all business units

• Talent Acquisition & Workforce: Planning: Led end-to-end recruitment, aligned workforce plans with growth and Saudization targets, and achieved
Nitaqat target
• Organization Design & OD: Designed org charts and reporting lines;

HR Strategic Planning
Learning & Development
Policies & Procedures
Performance and Reward
Organization Development
Personnel Management & Payroll
Employee Relations
Service Delivery and Information
Recruitment & Selection

• Talent Acquisition & Workforce Planning: Led end-to-end recruitment, aligned workforce plans with growth and Saudization targets, and achieved
Nitaqat target
• Employee Relations, HR Operations & Payroll: Built compliant HR policies, enhanced engagement initiatives, managed employee relations and payroll
operations to support a positive work culture.

Current duties & Responsibilities:

HR Strategy and Organization Development

• Develop and implement HR strategies and initiatives aligned with the overall business strategy.
• Act as a partner with the business in advising, coaching and mentoring on people related issues.
• Supporting company vision and mission through HR practices and strategy.
• Monitor and Develop the HR budget “manpower, training, and compensation”.

Recruitment and Selection

• Drive the full recruitment cycle programs and the annual company manpower plan to get the right and qualified staff for the company with the concerned competencies needed to achieve the company goals.
• Ensures all the recruitment policies, procedures meets the business requirements and recommend improvements.

Training and Development

• Oversees training and development programs and aligned to the needs of business requirements.
• Design, implement and update the orientation and induction program which enables the new employees to identify company goals and culture.

Performance Management

• Drive and develops an effective performance management process that’s meets to the needs of business.
• Establish key metrics to define the competencies and skills required for each role/department within the company along with individual performance mapping to set-up the KPI framework.
• Conducting trainings to ensure that all performance management systems are understood and exercised.
• Providing ongoing support to ensure that performance management systems are being used to effectively.
• Review and improve existing performance management systems and staff motivation/development plans.

Compensation and Benefits

• Reviewing pay framework including pay scales to ensure that pay structure is comparative and faire in line with overall company strategy and market practice
• Drive and develop the grading system and updates
• Administering the organization’s benefits programs (leave policies, wellness programs, insurance policies, etc.)

Employee Relations

• Develop and implement HR Policy & Procedures Manuel and ensure all company policies and procedures are up to date in line with current employment law and the line managers are up to date with changes to any policies.
• Ensure timely resolution of all employees requests, grievances and includes salary, leaves appraisal exit and work environment
• Support line managers in creating a culture of employee engagement based upon company values.
• Implement, update and recommend action plans for employee’s satisfaction survey
• Ensure attraction, retention and skills of the company team to create a high performing talent pool.
• Reviews disciplinary cases, ensures correct documentation and compares evidence.

Personnel / Operation

• Manage and review monthly payroll transactions.
• Administrate salary increases, promotions, transfer and contracts renewal / ensure correctness, timely processing and compliance with applicable law and policies.
• Maintains the organization structure by updating job analysis and job descriptions for all positions.
• Prepare and complete various forms, reports, personnel files, statistical reports and survey information.
• Validate Hiring process for the company according to candidate’s scientific ability and actual experience.
• Provide general oversight of all organization activates, manage day to day personnel operation and assures a smoothly functions and effectives organization.
• Ensure that all employees’ files are up-to-date and all HR processes comply with labor law and all employees’ files & records are updated and complete.

• Led full-cycle recruitment and workforce planning for technical and operational roles, aligning manpower strategies with business growth and localization
targets.
• Implemented structured onboarding and performance appraisal systems, linking results to training, certification, and reward decisions to enhance
workforce capability.
• Designed and executed annual training plans focused on certification upgrades and operational excellence.
• Oversaw payroll, grading structure, and compliance, ensuring accuracy, legal alignment, and operational efficiency.
• Directed HR operations and employee services, including accommodation, work permits, equipment documentation, and HSE compliance.
• Ensured end-to-end regulatory compliance and workforce documentation in line with labor law and project timelines.