Mohammed Al Moalim

Reporting directly to the Managing Director, acted as strategic HR partner to business leadership and provided guidance across
workforce planning, organizational development, talent management, employee relations and compliance matters:
✓ Acted as strategic HR business partner for 5 program directors to align people priorities with business growth and project delivery
requirements
✓ Improved nationalization score from 31% into 45% resulting in achieving green Nitaqat & avoiding all financial penalties
✓ Managed all talent acquisition, mobilization, and onboarding for high-profile and senior personnel and B2B partnerships with
recruitment agencies resulting in recruiting and mobilizing 35+ employees highly satisfied about onboarding
✓ Supported bidding process for new projects through conducting job analysis, developing job descriptions, job postings,
interviews, and managing the end-to-end recruitment process including legal letters and non-disclosure agreements, and salary
negotiations resulting in meeting the client quality, delivery requirements and submission deadline
✓ Achieved the highest score in the employee-engagement survey (84%) among all other HR members for delivering the best
new-hire onboarding and mobilization
✓ Developed retention and succession initiatives for key Saudi talent through individual development plans, mentoring and career
development programs
✓ Managed 360-degree HR operations including compliance, mobilization, government relations, employee conflicts, salary
negotiations
✓ Managed partnerships with third-party manpower providers for recruitment & mobilization of part-timers & special talents
✓ Provided continuous coaching, mentoring, and guidance for junior HR members resulting in higher performance and better
satisfaction by department heads/stakeholders

At multinational engineering consultancy company working on PIF projects (Qiddiya, King Salman Airport, Ministry of Sport, Dariyya
Gate), I supported Giga projects delivery during business growth in partnerships with Mace stakeholders and senior management as
follows:
✓ Developed & delivered training to the HR & IT departments on Saudi Labor Laws & regulations which was highly regarded
✓ Spearheaded change management during the restructure of the HR & Finance functions using different techniques
✓ Led discussions with 7 Program Directors (including 3 Giga projects) and managed talent management programs including
succession planning, 2024 & 2025 workforce plans, salary & promotion reviews, and proper execution of performance management
✓ Managed & resolved complex HR operations queries from customers and employee-relations problems among employees.
✓ Led and achieved nationalization, localization & diversity targets including the increase of Saudi female % from 17% into 33%
✓ Used government platforms of MOHR and Qiwa to plan and achieve minimum nationalization figures by each job family/function
✓ Planned, developed & delivered Performance Management (PM) workshops to over 700 employees and line managers from
different business lines, used Oracle to track progress, which resulted in 87% satisfaction per survey results
✓ Planned, designed, developed, and implemented a corporate dress-code and appearance policy to ensure 100% compliance with
Saudi government regulations & local business practices which was well-received
✓ Coached, mentored, and directed junior colleagues on communication, presentation, & organization skills resulting in faster
processing of customer HR requests and better communication
✓ Led & resolved employee-relation cases & represented Mace at external events, with Ministry of HR, and with industry groups
✓ Managed key stakeholders including People Analytics team, Talent Acquisition, Learning and Development, to create and execute
talent programs that support business units (projects)

With a scope of 420+ Company employees, I managed a multi-million budget and led 4 HR Sub-Functions (4 managers) of Recruitment,
HR Operations, Organization Development, and Admin & Facilities Management as follows:
✓ Developed & implemented a clear and streamlined structure for the 14-member HR department, removed redundancies resulting
in a more efficient organization and faster services to other departments
✓ Represented Sony Company during Alfaisaliyyah Group Quarterly Board meetings, prepared presentations, and
defended/explained achievements on nationalization, employee turnover, and succession KPIs
✓ Partnered with CEO and chiefs/VPs of the 3 main business lines to support business goals through recruiting, onboarding, &
engaging high performing employees
✓ Led and developed 2-year HR plan and strategy that supports Corporate financial goals through focused L&D & recruitment efforts
on sales, marketing team
✓ Developed and implemented nationalization strategy and tactics to decrease attrition rates
✓ Developed and implemented multiple policies including Employee Referral Program, Flexitime, Personal Loan, and New Hire
Onboarding policies
✓ Improved the Bonus & Incentive Scheme for new ventures to recognize strong efforts required for initiating and managing new
businesses in addition to the regular Bonus scheme
✓ Managed the provision of Harvard business courses for selected high-potential employees in collaboration with business leaders
✓ Established and started implementing career paths for sales, marketing, and support functions
✓ Developed Leadership Development Plans for 11 high potentials in collaboration with VP of Shared Services and CEO
✓ Led the HR team by establishing clear structure, developing & tracking smart goals, and providing daily continuous coaching,
mentoring, and leadership to ensure HR practices align with business objectives and support commercial objectives

✓ Established the quality assurance and customer satisfaction functions and embedded a sustainable quality culture by delivering
guidance and consultation to managers/supervisors of contracted training institutes.
✓ Participated in recruitment committees as follows: Screened resumes of multinational candidates, conducted competency-based
interviews, and shortlisted the most competent candidates based on job requirements and qualifications
✓ Provided consultations to managers and supervisors about best methods to resolve employee complaints and improve teamwork
✓ Led training accreditation efforts: Created action plans, coached, mentored, and provided daily guidance to training
analysts/management in preparation for ACCET accreditation examination and site visit
✓ Administered HR and Training Program Evaluations/QA Reviews resulting in improved performance & quality as measured by
customer satisfaction rates (over 75% satisfaction) and interviews with business managers
✓ Delivered orientations, individualized career coaching, & mentoring for new employees and interns who joined HR team as part of
the on-boarding process and developed Individual Development Plans (IDPs)

✓ Created HR Manual from scratch covering learning and development, compensation and benefits, recruitment, personnel, and
performance management, and strategic HR planning functions
✓ Developed the organizational structure for the HR Functions based on best international practices in organization development
✓ Conducted job analysis based on management interviews and documents analysis and used it to create job descriptions
✓ Created & implemented recruitment plan based on needs analysis and conducted job interviews to select the best candidates
✓ Developed employment contracts for Full-Time, Flextime, Tamheer, and Volunteer based on Saudi Labor Laws
✓ Effectively utilized governmental labor platforms (e.g., Qiwa, Madad, GOSI) to ensure 100% compliance with Saudi Labor Laws
✓ Established the training infrastructure including all policies, organization charts, needs assessment, and annual training plans

✓ Directed the improvement of Training Service Agreement (TSA) process between Saudi Aramco and construction & IT contractors
by developing action plans, recruiting a team of SMEs, communicating to management and stakeholders, delegating the tasks to
team members, and followed up until completion resulting in a 16% reduction of partner/contractor complaints about TSAs.
✓ Administered the Performance Management System for a team of 8 L&D specialists: Created SMART employee performance and
development goals; tracked performance progress, provided individualized coaching/mentoring and workshops resulting in
improved team performance and engagement
✓ Scrutinized & collated revenues from 25+ contractor companies for Saudi Aramco Training & Development profit center; offered technical
advisory & consultations about training/certification vendors by nurturing the partnerships with other Saudi Aramco organizations.
✓ Demonstrated leadership by effectively communicating each employees annual goals, and how they align with our units goals,
divisions goals, and the larger goals of Saudi Aramco, and used different motivational techniques to achieve them

✓ Improved KPI scores of different training centers by delivering quality management workshops and consulting services to division
heads/supervisors of 10 in-house & 5 contracted training centers with overall 4, 000+ trainees and over 130 instructors located in
different cities within KSA, measuring customer satisfaction levels, identifying performance gaps, and implementing solutions to
close them in collaboration with stakeholders and division heads
✓ Delivered intensive coaching, collaboration and supported senior teachers and training center management in developing
observable & measurable KPIs for multiple centers including Ras Tanura City industrial training center resulting in achieving the
highest evaluation score among all 15 training centers in the year of intervention
✓ Managed small teams of learning and development specialists (different disciplines) in conducting training evaluations and quality
assurance reviews as follows:
• Developed & implemented overall action plan for the training center pre-visit, during the visit, and after visit activities
• Developed & shared individualized site-visit plan for each team member in consultation with him/her
• Developed checklists and Key Performance Indicators (KPIs) to measure the quality of each program/training center
benchmarked against Saudi Aramco, national, and international ACCET training standards
• Initiated communication with key managers and stakeholders managing different training centers (10 in-house & 5
contracted)
• Followed through to ensure proper of HR/training evaluations including presentation, reports &
managed stakeholders until the closure of all performance and training gaps Achieving Accrediting Continuing Education Training (ACCET)
from first received recognition