Wael Rabeaa Hosny

On-Site
• Regional L&D Strategy | Developed & executed region-wide learning & development frameworks aligned with business goals across five
GCC countries, enhancing B2B & retail capabilities & sales efficiency with 30% increase in sales productivity in 146 branches.
• Optimize Sales Performance | Designed and deployed tailored sales training programs, achieving a measurable uplift in KPIs including
conversion rates, UPT & ATV.
• Implement Sales Performance KPIs | Established data-driven effectiveness metrics and dashboards, enabling real-time tracking of
knowledge retention, behaviour changed, performance developed sales impact and post-training ROI.
• Manage Talent Development | Identified and accelerated high-potential employee growth through structured development programs,
succession planning and cross-market mentoring schemes.
• Collaborate with Sales Leaders | Acted as strategic partner to regional sales leaders; co-created coaching practices and performance
improvement plans targeting underperforming clusters.
• Introduce E-Learning Ecosystems | Rolled out a scalable digital learning platform, increasing accessibility and learning engagement rates
across remote retail locations in 386 branches within 5 countries in GCC region.
• Capability Building | Spearheaded TNA (Training Needs Analysis) initiatives using performance data, interviews, focused groups, e-survey
and field observations to customize upskilling paths for sales and retail team members.
• Redesign Onboarding Process | Redesign, standardize and localize induction programs across all five countries, reducing ramp-up time and
early attrition with ROI 4.5m Riyal.
• Facilitate Cross-Cultural Workshops | Delivered technical & interpersonal competence and team synergy sessions, addressing multi-national
team dynamics, enhancing collaboration and leadership development.
• Championed Learning Culture | Fostered a region-wide continuous learning environment through gamified learning, recognition programs
and monthly knowledge-sharing processes.
• Build & Manage Team | Attract high calibres for recruitment for a team building and manage all the L&D activities within 4 regions in Saudi
Arabia, Oman, UAE, Bahrain & Kuwait with 16 team members.
• Engagement Initiatives | Build formal communication channels to collect employees voice to analyse suggestions, insights as well as how
these insights can impact on business activities and objectives.

• Design & Develop Organizational Capabilities | Design, Develop and deploy a regional organization capability-building framework to
frame strategy map as well as enhance strategic direction aligned with operational agility across GCC & MENA markets.
• Design Performance Systems | Led the implementation of KPI-based performance management models, aligning employee output with
business objectives.
• Design Talent Acceleration Programs | Identified high-potential employees and designed succession planning and leadership
development programs.
• Redesigned Org Structures | Develop organization design, realigning structures, department profiles job family and job roles to support
business transformation and efficiency toward strategic direction.
• Integrated Competency Frameworks | Built and embedded performance competency models for retail, sales, admin, production,
warehouse, distribution, management functions to support business performance levels and evaluation.
• Partnered with Top Management | Advised executive leadership on capability gaps, talent strategies, and workforce planning using
business analytics and dashboards.
• Facilitated Leadership Development | Delivered region-wide managerial capability workshops, resulting in improved team effectiveness
and accountability.
• Optimized Learning ROI | Conducted performance gap assessment and developed blended learning interventions with measurable
business impact.
• Strengthened Performance Culture | Embedded a culture of feedback and continuous improvement, integrating coaching tools and
performance dialogue sessions.
• Ensured Regional Consistency | Harmonized performance management processes and capability programs across multiple countries,
respecting local differences.

• Enhanced Organizational Design | Reengineered internal business process and reporting lines, improving departmental efficiency, role
clarity, collaboration, cross functional communication & collaboration.
• Talent Development Pathways | Developed career development frameworks and succession tracks for retail, B2B and corporate staff,
boosting engagement, leadership development and retention.
• Rolled Out KPIs & Scorecards | Introduced customized KPIs and performance dashboards aligned with brand objectives and operational
excellence targets, as well as strategic direction.
• Aligned Talent Management with Business Strategy | Partnered with department leaders to translate business plans into capability
roadmaps, ensuring talent management added tangible value.
• Designed Internal Development Programs | Designed and executed in-house development programs and projects focused on retail sales
excellence, customer experience and brand storytelling.
• Implemented Competency-Based Interviews | Introduced structured behavioural competency frameworks into hiring, transfer and
succession, replace mapping and promotion processes.
• Digital Transformation | Collaborated on HR systems gap analysis, development, deployment, enabling automated tracking talent
management and development as well as established performance standards, appraisal reviews, gaps and metrics.
• Managed Performance Cycles | Design, develop performance management cycle, supporting calibration and improvement plans.
• Created Culture of Accountability | Fostered a high-performance culture by embedding ownership, feedback loops, and result-oriented
mindset across teams.
• Provided Executive Reporting | Delivered strategic talent and capability analytics to top management for data-driven decision-making.

• Establish HR Development Initiatives | Design and implemented talent development strategies aligned with operational needs in a fast
paced manufacturing environment.
• Establish Performance Management System | Design, Develop and deploy a KPI-based performance appraisal system, ensuring
accountability and continuous feedback culture.
• Organization Design | Design structured departments profiles and clarify reporting lines through job analysis and organizational design.
• Design Programs and Projects | Deliver technical and soft standard targeting workers, professional, supervisors, and supportive teams.
• Workforce Management | Conduct workload analysis versus efforts, manpower forecasting & workforce analytics aligned with production
capacity and process efficiency.
• Process Engineering | Design polices, procedures, process and activities to comply with international quality standards as well as clients
auditing procedures, also aligned with organization design approach.
• Governance Compliance & Audit | Design authority matrix, reporting relationship, channel of commands, span of control and ensured HR
operations aligned with local laws, client audit procedures, external quality standards and internal audit QA requirements.
• Employee Engagement Strategies | Initiate employee engagement and development programs, improving satisfaction to reduce turnover
specially in key functions & positions.

• Develop HR Strategy | Build and execute a comprehensive HR development strategy aligned with company growth to align both white
and blue-collar employees performance with strategic direction.
• Design Workforce Planning Strategies | Establish manpower planning activities aligned with organizational redesign structure, ensuring
optimal resource allocation across sales, warehouse, production and other supportive functions.
• Standardized Job Descriptions | Created a complete job analysis and job description library, covering all functions with clear KPIs and
competency alignment.
• Established L&D Frameworks | Launched a full-cycle training and development program, including onboarding, technical upskilling, and
leadership readiness.
• Introduced Performance Management System | Designed and implemented a competency-based appraisal system, tying performance to
measurable KPIs and business goals.
• Enhanced Employer Branding | Developed employer value proposition (EVP) initiatives to improve internal culture and talent retention in
a competitive industrial sector.
• Drove HR Compliance | Ensured alignment with Egyptian labour law, ISO HR requirements, and internal audit standards across all HR
processes and documentation.
• Built Talent Pipeline | Implemented career pathing and succession plans, identifying internal talents for critical roles in production, quality,
and operations.
• Digitized HR Operations | Led the shift toward digital HR systems, including attendance, training tracking, and performance dashboards.
• Collaborated with Executive Team | Advised C-level on organizational change, cost optimization through workforce planning, and HR
metrics impact on profitability.

• Established HR Development Function | Launched and led the HR development department from scratch, building foundational processes
for training, performance, and talent management.
• Implemented Training Programs | Designed and executed technical and soft skills training plans targeting all organizational levels,
enhancing employee productivity and engagement.
• Introduced Performance Evaluation Tools | Developed and implemented a simple yet effective appraisal system tied to role-specific KPIs
and competency frameworks.
• Developed Career Path Frameworks | Created clear growth paths for employees in operations, sales, and support departments,
supporting internal mobility and retention.
• Conducted Training Needs Analysis | Led cross-departmental TNA initiatives, aligning training programs with business goals and
performance gaps.
• Supported Organizational Change | Partnered with leadership during periods of restructuring, facilitating change management workshops
and culture alignment sessions.
• Optimized HR Budget Use | Improved training ROI by selecting cost-effective solutions and negotiating with external providers for tailored
content.
• Promoted Learning Culture | Established monthly learning forums and knowledge-sharing sessions, reinforcing a culture of continuous
development.
• Reported L&D Impact to Leadership | Provided dashboards and reports on training completion, employee feedback, and development
KPIs to senior management.

• Co-Founded and Scaled Consultancy | Co-established and led a regional professional training & consultancy, delivering end-to-end
services across the GCC and Egypt.
• Led Strategic Growth | Drove the business development strategy, expanding the firms footprint into 5 countries and securing major B2B
contracts in government and corporate sectors.
• Designed Custom Training Programs | Developed and delivered a tailor-made training curriculum in HR, marketing, sales, leadership,
performance management, customer service, and organizational development.
• Built Strategic Partnerships | Formed alliances with government entities, multinational firms, and educational institutions, positioning
the company as a preferred training partner.
• Managed High-Profile Projects | Oversaw large-scale capacity building and L&D projects, coordinating teams of trainers, content
designers, and consultants across multiple countries.
• Directed Business Operations | Supervised day-to-day training delivery & consultancy operations, from proposal writing and budgeting to
team recruitment and client delivery.
• Championed Thought Leadership | Represented the firm at regional conferences, delivering keynotes and publishing insights on HR
trends and capability building.
• Ensured Financial Performance | Achieved profitability through cost control, pricing optimization, and high client retention.
• Mentored Senior Professionals | Provided executive coaching and mentorship to managers and department heads across different
industries.
• Maintained Quality Standards | Instituted internal quality assurance systems to ensure training effectiveness and client satisfaction.

On-Site
• Delivered Executive Education | Facilitated graduate-level and executive learning programs in Business Administration, HR, leadership,
and strategic management across the GCC and MENA region.
• Designed Custom Curricula | Developed tailor-made executive academic and corporate training content, integrating case studies,
simulations, and performance-based assessments.
• Trained Multicultural Audiences | Delivered sessions to diverse groups of professionals, including executives, government officials,
managers, seniors & professionals.
• Supported Certification Tracks | Contributed to the delivery of international certification programs, including EEBA, EMBA, Mini-MBA,
Professional certifications, CIPD-aligned HR courses, L&D and soft skills programs.
• Integrated Practical Learning | Bridged theory and real-world application through project-based learning and interactive coaching
frameworks.
• Advised Corporate Clients | Served as L&D advisor to large organizations, helping align learning strategies with business objectives and
performance gaps.
• Enhanced Learning Outcomes | Leveraged blended learning tools and feedback loops to maximize participant engagement and retention.
• Mentored Training Providers & Learners | Provided one-on-one mentoring and career guidance to professionals pursuing development
and career transition across industries.
• Regional Representative at Forums | Spoke at regional events and education forums, promoting lifelong learning and capacity building in
emerging markets.
• Collaborated on Program Expansion | Worked with academic teams to expand our offerings across the GCC & MENA, tailoring modules to
regional workforce needs.

Key Highlights: Hybrid
• Delivered Regional Learning Programs | Facilitated executive and professional education across GCC and MENA, covering career
development, leadership, and instructional design.
• Designed Scalable Curriculum Models | Led the design and delivery of competency-based curricula, incorporating curriculum mapping,
assessment, and continuous innovation.
• Integrated Educational Technology | Implemented blended learning and LMS solutions, boosting learner engagement and optimizing
remote/hybrid program delivery.
• Created Instructional Frameworks | Developed structured training program design models, integrating adult learning theory, learning
design principles, and instructional best practices.
• Drove Strategic Partnerships | Built and nurtured academic and corporate alliances, expanding the academys regional reach and
customizing training delivery to client needs.
• Championed Career Coaching | Provided one-on-one and group coaching in career development, transitions, and personal growth
strategies for mid-career professionals.
• Managed Program Lifecycle | Oversaw end-to-end delivery of L&D programs, from curriculum development to facilitation and outcome
measurement.
• Enabled Service Delivery Excellence | Ensured high standards in training logistics, learner support, and satisfaction metrics, maintaining
90%+ positive feedback.
• Mentored Cross-Sector Providers & Trainees | Trained professionals from diverse sectors including education, government and corporate
business, adapting delivery to audience needs.
• Supported Learning Innovation | Piloted new methods in e-learning, gamification, and experiential learning, aligning with modern
learning ecosystem trends.

On-Site
• Led Enterprise-Wide Development Strategy | Directed the professional development function across the group, aligning talent growth
with strategic business goals for 13 subsidiaries.
• Built Capability Frameworks | Developed and institutionalized competency models for technical and leadership roles across real estate
development, project management, leasing, quality, facilities, and corporate functions.
• Redesigned Performance, L&D Architecture | Introduced a comprehensive learning ecosystem, combining classroom, e-learning, coaching,
and cross-functional knowledge transfer.
• Integrated Succession Planning | Partnered with executive leadership to implement succession strategies, mapping critical roles and high
potential talent pipelines.
• Spearheaded Talent Assessments | Deployed 360-degree feedback tools, skills gap analyses, and individual development plans (IDPs)
across the organization. Launched leadership,
customer service, and compliance.
• Collaborated with Business Units | Engaged senior leaders to identify emerging business needs, translating them into upskilling initiatives
and customized workshops.
• Measured Impact & ROI | Developed L&D KPIs and evaluation frameworks, linking learning initiatives to business performance and
employee engagement metrics.
• Drove Nationalization Goals | Supported local talent development programs in line with nationalization strategies, mentoring young
professionals for key roles.
• Manage Scholarship Programs | Presented regular strategic updates on learning progress, student gaps, and development ROI to the
executive committee.

• Led Training Operations | Oversaw planning and end-to-end delivery of L&D programs across multiple Gulf countries, ensuring alignment
with client expectations and training KPIs.
• Designed Custom Training Solutions | Developed and localized blended learning programs in leadership, customer service, sales, and HR
solutions for diverse industries.
• Implemented Career Development Tracks | Built structured career development coaching models, integrating assessments, coaching, and
feedback mechanisms.
• Delivered High-Impact Workshops | Facilitated in-person workshops and seminars across public and private sectors, achieving high
engagement and participant satisfaction.
• Applied Instructional Design Principles | Created interactive learning materials, case studies, and simulations to drive learner retention
and practical application.
• Leveraged Learning Technologies | Deployed Learning Management Systems (LMS) to monitor learner progress and report on training
effectiveness.
• Conducted Training Needs Analysis | Collaborated with clients to perform TNA and performance gap analysis, tailoring programs to
specific organizational goals.
• Assessed Curriculum Effectiveness | Evaluated training outcomes through pre/post-assessments, feedback forms, and behavioural
observation, leading to program improvements.
• Coordinated Trainers & Consultants | Managed internal and external trainers across projects, ensuring delivery quality and logistical
alignment.
• Supported Accreditation Processes | Contributed to maintaining international training certifications and standards, including ILM and
IAO-accredited programs.

• Established L&D Infrastructure | Built the companys learning and development function from the ground up, supporting commercial,
medical, and operational teams.
• Led Talent Development Programs | Designed and delivered career development tracks for sales force, newly promoted managers, and
back-office functions.
• Facilitated Train-the-Trainer (TOT) | Certified internal trainers and launched a trainer development academy, boosting internal
knowledge-sharing capacity.
• Digitized Learning Ecosystem | Deployed Learning Management System (LMS) for content delivery, tracking, and reporting across
departments.
• Enhanced Onboarding & Induction | Standardized and institutionalized a new hire orientation framework, improving time-to-productivity
and cultural integration.
• Supported Performance Management | Linked training outcomes to performance KPIs, enabling data-driven performance improvement
initiatives.
• Collaborated with HR & Sales | Aligned learning programs with sales targets, distribution strategies, and commercial transformation
initiatives.
• Developed HR Policies & Procedures | Contributed to the formulation of HR manuals, job descriptions, and KPI frameworks, ensuring
compliance and clarity.
• Delivered Leadership Training | Facilitated leadership development programs for first-line and mid-level managers, incorporating
coaching, simulations, and feedback loops.
• Supported Organizational Change | Actively engaged in HR transformation projects, including HRIS implementation, competency
modelling, and process redesign.
• Directed L&D Operations | Led the full learning and development lifecycle across commercial, sales, HR, and support functions in a highly
regulated pharmaceutical environment.
• Implemented Learning Management Systems (LMS) | Deployed digital platforms to manage training content, learner tracking, and KPI
linked reporting.
• Certified Train-the-Trainer Leader | Delivered TOT programs and built a network of internal certified trainers, boosting scalability and
knowledge retention.
• Standardized Performance Development | Aligned performance appraisal systems with role-specific KPIs and competency models,
improving accountability and development tracking.
• Enhanced Onboarding Processes | Built a structured, cross-functional new hire orientation and onboarding program, reducing ramp-up
time and early attrition.
• Led Leadership Development | Facilitated customized leadership programs for team leaders and middle managers, incorporating
feedback, coaching, and simulation-based learning.
• Supported HR Transformation | Played a key role in HRIS deployment, job description revision, and workforce planning aligned with
expansion goals.
• Improved Labor Relations | Contributed to policy reviews, grievance resolution, and employee relations in coordination with legal and
compliance.
• Drove KPI Culture | Developed and institutionalized department-level KPIs, linking them to training plans, performance improvement, and
promotions.
• Collaborated with Sales and Distribution | Worked closely with commercial teams to align training with distribution strategies and direct
sales performance targets.

• L&D Strategy Execution: Led the transformation of the learning function, integrating structured onboarding, new hire orientation, and
performance-linked development plans.
• Performance Management Systems: Developed competency-based appraisal frameworks and aligned KPIs with functional goals, improving
transparency and accountability across departments.
• Train-the-Trainer Implementation: Certified and coached internal trainers across sales, technical, and operations departments, enhancing
delivery consistency and domain expertise (PICs Team).
• Process Improvement: Collaborated with cross-functional teams to integrate L&D into ERP (HRIS), automate tracking, and link learning
outcomes with organizational KPIs.
• Leadership Development: Designed leadership and succession planning tracks to prepare internal talent for critical roles, resulting in
multiple internal promotions.
• Appreciation & Recognition: Received multiple certificates of appreciation for outstanding contribution to workforce capability building
and performance enhancement.
• Facilitated Technical & Soft Skills Training | Delivered in-person workshops for production, sales, and admin teams focused on
performance and skill building.
• Supported Succession Planning | Identified and mentored emerging talent pools, contributing to internal mobility and leadership pipeline
creation.
• Improved Training Delivery | Customized content delivery using interactive learning methods, assessments, and on-the-job coaching.
• Contributed to Performance Improvement Initiatives | Collaborated with HR and line managers to address gaps identified in performance
reviews through targeted development plans.

• Engaged B2B Medical Clients | Visited private clinics, company doctors, corporate medical units, and other labs to promote
diagnostic services.
• Built Referral Network | Maintained strong professional relationships with healthcare providers to drive test referrals and grow lab
revenue.

• Managed Employee Files | Handled personnel records, contracts, attendance, and leave tracking in compliance with labour
regulations.
• Supported Payroll Operations | Coordinated with finance and HR teams to ensure accurate salary calculations, overtime tracking, and
benefits processing.
• Handled Labor Relations | Liaised with labour office and social insurance authorities, ensuring timely documentation and compliance
with legal requirements.
• Facilitated Onboarding | Supported the new hire process, including document collection, contract preparation, and orientation.
• Resolved Employee Issues | Acted as a point of contact for staff regarding grievances, absence, and administrative inquiries.