محمد العياف

- Lead the Human Capital Strategy, aligning workforce capabilities and organizational design with growth objectives across trading and contracting operations.

- Serve as strategic advisor to the CEO and executive leadership on people strategy, organizational effectiveness, and workforce transformation.

- Architect scalable structures and agile workforce models supporting multi-division operations, project-based lifecycles, and geographically distributed teams across KSA.

- Direct talent acquisition and workforce planning with specialized focus on engineering, technical, project management, and corporate talent.

- Establish leadership development and succession planning frameworks to strengthen executive pipelines and long-term organizational capability.

- Drive high-performance culture through modern performance management systems aligning individual goals with organizational KPIs.

- Lead employee engagement and retention initiatives while partnering with HSE leadership to embed safety-first culture across all project sites.

- Oversee HR operating model including total rewards, payroll, HRIS, policies, and shared services to ensure operational excellence and cost efficiency.

- Drive HR digital transformation and people analytics to inform executive decision-making and improve organizational performance.

- Ensure compliance with Saudi Labor Law and MHRSD regulations across all government platforms (Qiwa, GOSI, Muqeem, Absher).

- Lead Saudization strategy in alignment with Nitaqat Program, building sustainable pipeline of Saudi national talent.

- Oversee expatriate workforce governance including visa administration, Iqama management, and regulatory compliance.

- Lead change management and organizational transformation to support business agility and large-scale initiatives.

- Serve as executive authority for employee relations, investigations, and governance, safeguarding organizational integrity and mitigating risk.

Executive HR Director- Providing strategic leadership across the entire HR spectrum to drive business performance, transformation, and sustainable growth.

C-Suite & Board Partnership: Trusted strategic advisor to the CEO, C-suite, Executive Committee (ExCo), and Board on all enterprise-level people and business decisions.

Holistic People Strategy: Architect of the integrated HR strategy (encompassing human capital, workforce, and talent strategy) for the group/corporate entity. Directly align organizational design, leadership development, and talent ecosystems with overarching business and corporate strategy.

Enterprise Transformation Leadership: Lead strategic HR initiatives including operating model optimization, business transformation, and large-scale change. Proven record in driving organizational, cultural, and digital HR transformations.

Talent & Leadership Pipeline: Own the end-to-end talent management and workforce development agenda: succession planning, executive and leadership development, HiPo programs, capability building, employer branding, and Employee Value Proposition (EVP).

High-Performance Culture: Design and build high-performance cultures through modern performance management, employee engagement/experience (EX) strategies, and deliberate culture development/change initiatives that drive business results.

HR Operations & Governance: Oversee total rewards (compensation & benefits, executive comp), payroll, HR operations, shared services, HR policies, labor/employee relations (including full compliance with KSA labor law), and HR governance, ensuring operational excellence, compliance, and risk mitigation while managing the full HR department budget and P&L.

Organizational Resilience: Guide organizations through restructuring, redesign, turnaround, rapid growth, and scale-ups, maintaining workforce stability and strategic alignment.

Governance, Risk & DEI: Ensure alignment with corporate governance, ethics, compliance, and audit requirements. Champion Diversity, Equity & Inclusion (DEI) through inclusive leadership and equitable systems.

Data-Driven Decision Making: Leverage people analytics, HRIS (Workday, SAP SuccessFactors, Oracle HCM), and HCM platforms to provide insights for executive and board-level decisions.

• Provide leadership and oversight in managing end-to-end HR services, policies, procedures, and SOPs, ensuring alignment with organizational goals, Saudi Labor Law, Saudization (Nitaqat) requirements, and strategic workforce priorities.

• Support the HR Director in workforce planning, organizational development, HR analytics, and HR strategy execution, including recruitment planning for Saudi nationals and expatriates, performance management systems, succession planning, and leadership development to optimize organizational performance and resource allocation.

• Act as a key liaison with department heads and senior management to address employee relations matters, including disciplinary actions, grievances, investigations, dispute resolution, and employee engagement initiatives, while providing practical and strategic HR guidance.

• Ensure compliance and operational readiness by managing HR operations and government platforms including Qiwa, GOSI, Muqeem, Absher, and MOL/MHRSD, ensuring accurate records and regulatory compliance.

• Oversee payroll coordination, GOSI contributions, end-of-service benefits (EOSB), employment contracts, onboarding, terminations, and Iqama/work permit renewals, while aligning HR practices with local labor laws, accreditation standards, and organizational policies, including CBAHI and JCI requirements.

• Oversee key HR functions to ensure efficiency, accuracy, and compliance across:

o Talent Acquisition & Workforce Planning
o Payroll, Compensation & Benefits
o Employee & Government Relations
o Training & Organizational Development.

Key Achievements:

- Designed and executed a “Recruitment Referral Program” that improved hire quality, reduced time-to-fill, achieved cost savings, and bolstered the company’s employer branding strategy.
- Increased “Employee Satisfaction” scores by 15% within 12 months through targeted engagement and culture initiatives.
- Played a pivotal role in achieving Joint Commission International (JCI) accreditation by ensuring HR compliance with JCI standards.

HR Operations • Hospital HR • Workforce Analytics • JCI Compliance • CBAHI • Talent Acquisition • Employee Relations • HR Optimization • Training & Development • Healthcare HR

Freelancer in the Ministry of Human Resource and Social Development’s system

Specialties/expertise in TA:
• Sales, HR, Finance
• Sourcing talents through different channels
• Selecting talent (screen, interview, assess and evaluate)
• Organizing and planning interviews with the shortlisted candidates and employer.

Government HR • Talent Acquisition • Assessment • Candidate Evaluation • Public Sector HR

Pursuing a Master of Business Administration (MBA) major Human Resources Leadership

(Talent Acquisition Project): This project was engaged to discover ways for Resurgia to become proficient in sourcing candidates and performing through interviews that uncover attributes needed to be successful at Resurgia.

• Review Mission and Vision of Resurgia
• Improve sourcing, recruiting techniques, the quality of hires and secure the talent
• Attributes required in various roles
• Develop budget analysis plan
• Create Job analysis and descriptions for open positions
• Create interview questions for future candidates
• Create on-boarding program, retention training, development program, an incentive program and “Patient Satisfaction” surveys.
• Create a hiring panel consisting of contractors to assist with the recruiting and interviewing process
• Create an employee handbook, complete with policies and procedures.


* This project was a part of the core MBA curriculum.

(Talent Management Project) The Keys of this project:
- Leadership Commitment
- Talent Development
- Performance Evaluations
- Employee Engagement

Roles,
• Evaluating personality and leadership style of the management
• Evaluating strategic planners of the organization
• Improving Strategic HR practice
• Increasing staff-engagement
• Reviewing and evaluating reward service and incentive programs

By using the four pillars on why inclusion matters:
1) Improving financial performance,
2) Reflecting the rapidly changing marketplace,
3) Leveraging talent,
4) And increasing innovation.

* This project was a part of the core MBA curriculum.

The Graduate Record Examination (GRE)

English as a Second Language (ESL)

English as a Second Language (ESL)

I traversed an exponential growth curve by assisting the director of the HR department in all the subsidiaries that Henkel has established in the Gulf Cooperation Council (GCC) countries at two levels of HR activities- operational and administrative.

Corporate:
• Assisted the organization in developing and implementing its strategies.
• Supported alignment of the HR functional goals and objectives with the organization’s goals.
• Assisted in developing effective strategic HR plans in the three areas-people, organization, and workplace to implement organization's strategy and goals.
• Assisted in integrating goal management with other strategic HR process (leadership development, succession planning, career development, etc.) into the organization to obtain the desired result.
• Refined comprehensive policies, operational HR processes systems and procedures.
• Assisted in managing policy and adopted Henkel values across all function’s employees.
• Optimized HR outputs by identifying ineffective work processes and workforce skills and then creating thoughtfully and correctly replacements to improve the job performance of employees.

Functional:
- Talent Acquisition/Recruitment
• Design effective strategies for sourcing and recruiting.
• Attract, evaluate candidates, select and retain talents
• Utilize a variety of methods in recruitment

- Training and Organizational Development
• Manage talent management program.
• Monitor and optimize training and organizational development programs.
• Assist to create long-term organizational strategies to develop talents.
• Provide solution that support leadership development program.

- HR Shared Service
• Proactive resolve and identify potential grievances and conflicts.
• Calculate all entitlements.
• Manage employee surveys
• Manage HR payments

- Providing service to customers and processing their bank’s transactions:
- Responsible for the handling, processing and servicing clients in a prompt, efficient, accurate manner.
- Informed customers about various bank products and oversaw the training and supervision of new hires.
- Achieved customer satisfaction by providing excellent service.
- Updated customer profiles and account information and Kept records of transactions.

- Handle employee relations, disciplinary actions, and conflict resolution.
- Ensure compliance with labor laws and company policies.
- Assist in developing and implementing HR strategies that matched with company's objectives.
- Monitor occupational health, safety, and workplace security.
- Handle administrative support services such as employee housing and transportation (if applicable).
- Assist in managing performance appraisal systems and employee development programs.
- Assist in developing and implementing administrative policies and procedures to ensure efficiency and streamlined operations.
- Supervise administrative staff and manage day-to-day office operations.
- Oversee the organization of internal events and official meetings.
- Oversee recruitment, selection, and onboarding processes.
- Supervise employee benefits programs such as, insurance, leaves, etc.
- Support employee engagement, motivation, and retention initiatives.
- Maintain HR records and prepare management reports.
- Supervise office procurement, inventory control, and availability of essential supplies.
- Oversee facilities management and ensure workplace readiness and maintenance.