Salwa AlKhayat

• Building the Competency Framework for the organization to ensure we have an effective talent bench strength aligned with the organizations current and future strategic needs, including defining proficiency levels for objective competencies measurement.
• Implementing the Competency Framework across all People process including, resourcing, leadership assessment, career and succession planning, performance management & enablement, and development.
• Defining tailored success profiles for different roles depending on business needs, clearly outlining role responsibilities, competencies, and technical skills required for success in a role, including proficiency levels.
• Defining the Job Family framework to group jobs of similar nature across divisions to support Organisational Design and other talent management key activities.
• Create roadmaps and project plans to engage leadership and stakeholders and obtain their buy-in.
• Enabling the business to own established talent processes effectively.
• Enabling assessment of behavioural competencies and technical skills to identify development needs and enable tailored development solutions to ensure peoples capabilities are aligned with the current and future business needs.

I continue to handle all the responsibilities related to the
Placement and Internship Programmes.
• I am part of the development of the process and content
of our Career Development.
• I am part of the technical support team for the Talent
Management System.
• I used to facilitate an internal evaluation process
(Checkpoint) related to employees moving into
managerial levels, which happens on monthly basis. I am
currently preparing material for employees to refer to
before being nominated to be part of this assessing
process.
• I worked closely with HRBPs to ensure the Checkpoint
process goes smoothly and to address and challenges
and define opportunities.
• I assisted candidates with all their queries on
Checkpoint.
• I used to consolidate the results of the assessments and
maintain data of all scores which helped us generate a
benchmark that new candidates are compared to.
• I used to produce results sheets that is provided to the
candidates, HRBPs and Line Managers.
• I am part of a Project Team who responsible of creating
an Immersion Checklist for Managerial Levels
employees.

• Part of the programmes management team reporting to the Programmes Manager.
• Reviewed identified high potential talent within the business for development initiatives.
• Evaluated employee eligibility for the companys Development Programmes, liaising with HR Business Partners (HRBPs) to confirm participants.
• Partnered with the Learning & Development team to plan and organize programme batches, ensuring seamless coordination of participants and sessions.
• Managed programme logistics through the Learning Management System (LMS), including setup, audience assignment, and session scheduling.
• Provided technical support for the LMS, resolving user issues and ensuring uninterrupted access to development tools and resources.
• Designed and created training materials and guides to support participants in utilizing new tools introduced in the development programmes.
• Maintained responsibilities for Placement and Internship Programmes, contributing to their continuous improvement.
• Played an active role in developing processes and content for the companys Career Development initiatives.
• Served on the technical support team for the Talent Management System, ensuring effective functionality and user satisfaction.
• Facilitated the Checkpoint evaluation process, a monthly internal assessment for employees transitioning into managerial roles, including preparing reference materials for participants.
• Partnered with HRBPs to ensure smooth execution of the Checkpoint process, addressing challenges, and identifying opportunities for improvement.
• Provided direct support to candidates, resolving queries and guiding them through the Checkpoint process.
• Consolidated assessment results, maintained a comprehensive database of scores, and developed benchmarks for evaluating new candidates.
• Generated and distributed detailed assessment result sheets for candidates, HRBPs, and Line Managers to support decision making.
• Contributed to the creation of an Immersion Checklist for managerial-level employees as part of a cross-functional project team.

Started with supporting in onboarding Placement
Students and Interns which eventually resulted in
handling more responsibilities related to the process,
such as communicating with students, preparing their
offer letters, making sure they have all the information
required to join the company and arranging for their
flights, accommodation, transportation and induction.
• Created and analyzed a HR Aspirations Questionnaire
which supported the creation of the HR Development
Programme. I also facilitated the process of this
Programme.
• Became part of a Project Team for an internal evaluation
process (Checkpoint) for managerial levels. I’ve
contributed to improving the process and I continue to
be the person running this process. I am the point of
contact to assist with any queries related to this process.
I have also come up with ways to facilitate the process in
more efficient and effective ways.
• I worked with my LM on finding new assessors for
Checkpoint and upskilling them.

• Supported the onboarding process for Placement Students and Interns, including preparing offer letters, arranging flights, accommodation, and transportation, and ensuring they had all necessary information to join the company seamlessly.
• Coordinated induction programs for new placement students and interns, fostering a smooth transition into the organization.
• Designed and analyzed the HR Aspirations Questionnaire, providing critical insights that supported the creation of the HR Development Programme and facilitated its implementation.
• Played an integral role in a Project Team for the Checkpoint internal evaluation process for managerial levels, contributing to process improvements and managing its end-to-end execution.
• Acted as the primary point of contact for Checkpoint-related queries, providing guidance to participants and stakeholders.
• Identified and implemented enhancements to streamline and improve the efficiency and effectiveness of the Checkpoint process.
• Collaborated with the line manager to identify and onboard new assessors for the Checkpoint process and contributed to their upskilling through training and mentorship.

• Began as a Recruitment Administrator and promoted to Coordinator in recognition of contributions to successfully implementing remote onboarding for markets including Bahrain, Oman, Jordan, and Qatar, managed from Kuwait.
• Communicated process timelines to stakeholders, setting accurate joining expectations for new hires.
• Maintained strong and active relationships with contracted agencies managing candidates from regions such as the Philippines, India, Sri Lanka, and Nepal, ensuring timely updates and smooth coordination.
• Managed logistical arrangements for new hires, including booking flights, arranging accommodations, and coordinating airport pickups for candidates completing country formalities.
• Collaborated with relevant departments to ensure a seamless induction process for all new employees.
• Oversaw the collection, submission, and processing of employee documentation, ensuring compliance and accuracy across departments.
• Provided confidential and reliable support to the recruitment team, contributing to the efficiency and success of the hiring process.