محمد عبدالله السميحان

• Lead the development and execution of HR strategies aligned with corporate objectives and
core values.
• Drive organizational development initiatives including restructuring, workforce planning,
and succession planning.
• Oversee employee engagement and workplace enhancement strategies to strengthen
retention and psychological safety.
• Manage compensation and benefits programs, ensuring competitiveness and alignment
with business goals.
• Collaborated with Tharwah on a comprehensive HR transformation project covering grading
structure, long-term organizational structure (five-year horizon), salary benchmarking, and a
full behavioral/technical competency framework with defined levels and a complete
dictionary.
• Developed and aligned job descriptions with the competency framework to support
performance clarity and talent decisions.
• Redesigned the performance appraisal system to integrate objectives and competencies
with proportional weighting and alignment with the Bell Curve.
• Enhanced the ERP HR system by streamlining workflows, automating HR procedures, and
improving efficiency.
• Oversee employee transactions across government platforms (Qiwa, GOSI, Chamber of
Commerce), including residency renewals, contract documentation, and medical insurance
administration.
• Manage probation evaluations, contract renewals, and terminations in accordance with HR
policies and Saudi labor law.
• Developed competency framework (behavioral & technical) with structured
levels and a full dictionary, enabling role clarity and capability assessment.
• Designed and implemented an integrated performance appraisal model linking objectives
and competencies with weighted scoring and Bell Curve calibration.
• Supported long-term planning by developing a five-year organizational structure aligned
with the new grading and salary framework.
• Improved HR operational efficiency through ERP optimization and automation of core HR
processes.

• Reviewing policies and procedures to initiate interventions to ensure their integration with corporate values.
• Ensuring Job Description Cards development is aligned with new organizational modifications, and that it reflects the actual duties and responsibilities of current/new jobs, to ensure accurate job evaluation as well as, facilitate the requirement and onboarding process.
• Oversee status change requests across SRMG, to ensure its compliance with the HR Policies & Procedures.

• Leading organizational structure updates and changes.
• Working on organization-wide structure review project.
• Developing policies and procedures in collaboration with the Head of HR.
• Analyzing and providing ideas for the development of the company’s HR strategy in order to ensure that organizational development initiatives are appropriately integrated and aligned with strategic and business goals.
• Supporting specific performance improvement initiatives, eg through the implementation of a new behavioral competency framework.
• Designing and facilitating in-house training events workshops.
• Developing the company’s approach to talent management and succession planning and ensure effective implementation.
• Working with line managers on the design and delivery of appropriate and relevant Personal Development Plans for their staff.
• Conducting manpower planning and budgeting.
• Working on the automation of human resources procedures on the Success Factor system along with the consultants.
• Conducting financial impact analysis on the new salary and grading scale.
• Designing a new performance appraisal framework to be more in line with the employee’s performance.
• Designing internal coaching framework.

• Conducting regular audits of the organizational structures and propose improvements.
• Providing guidance to stakeholders in matters pertaining to organizational design and reporting relationship changes.
• Conducting adjustment for all job titles in KFCRIS In line with the labor market.
• Updating and maintaining job competency models and defined the technical & behavioral competencies for all jobs.
• Analyzing the OD change requests which includes (comparison between old & new OD, Financial impact).
• Working with departments to understand the training needs of the talent pool and obtain feedback on existing learning module.
• Running manpower planning and budgeting.
• Conducting annual increment analysis.
• Working on Performance appraisal and make it align with Bell Curve system.

• Updating and designing the organizational structures reflecting the on-going organizational changes.
• Maintaining and updating Kafa’at Job descriptions, in order to conduct an accurate and efficient evaluation of jobs when necessary.
• Creating job descriptions & conducting job evaluations (HayGroup methodology).
• Working as a consultant with business leaders to develop their organization structure, maintain it and develop function statements and job descriptions.
• Working with departments to help them plan and implement significant changes in their organizations such as work reorganization or moves and space changes.
• Developing promotion guidelines, and managing its implementation.
• Maintaining a master database of all employees job information.
• Dividing the managerial levels for all employees according to their grades & job titles.
• Implementing OD tasks using SAP system.
• Working along with the IT Dept to implement “OD Change Request” and “Employee Status Change Request” in SAP system.

• Maintaining all organizational designs and job descriptions according to HRD standards.
• Processing and publishing OD Change Requests Drafts JDs & ODs according to HRD standards.
• Processing Employee Status Change Requests and updating the database with the changes.
• Updating and recreating organizational structures.
• Creating job descriptions & conducting job evaluations (HayGroup methodology).
• Working with the Business Process team in finalizing all new positions in the OD.
• Designing the structures in Viso.
• Analyzing the OD change requests which includes (comparison between old & new OD, Financial impact, HRD recommendations and identifying the similar & impacted jobs).
• Preparing the annual increments proposal document.
• Managing compensation and benefits of each position.
• Mapping employees for new ODs which results in determining: grade, salary, job title, and benefits.
• Handling promotions/demotions in alignment with the salary scale.
• Calculating percentage difference when promotions/demotions occur, and accordingly informing the business about the new budget.
• Managing bonuses according to the business budget.
• Calculating attrition rates and Saudization percentage quarterly.
• Implementing OD tasks using SAP system.
• Solving OD-related issues at the beginning of SAP installation in ARASCO.
• Creating the structures including the positions.
• Distributing & assigning cost centers.
• Mapping, transferring, promoting & demoting employees.
• Changing salaries, Job titles & grades.
• Creating reporting line for the structures.