وليد Alsalloom

Act as the face of HR for the company
• Responsible for senior level decision making and both day to day management and strategic direction
of the organisation
• Develop and implement an annual agenda for HR strategy in line with the business plan. Ensure HR
plans support the needs of the business but are also flexible enough to cope with changes in the
organisation, as and when they occur
• Provide information and reports on data such as staff turnover, references, cost per hire, training
hours per person, etc.
• Conduct training needs analysis and designs and implement a training plan with input from business
heads. Manage costs to budget.
• Ensure all staff receive appraisals in accordance with company policy and monitor probationary
periods
• Co-ordinate recruitment throughout the company through management of a recruitment team/HR
team. Build relationships with recruiters, draft briefs, set up interviews where necessary. Interview
senior hires when necessary
• Ensure all Job Descriptions are kept up to date, create new JDs as and when necessary Monitor
sickness absence.
• Ensure all policies and procedures are up to date and legally compliant.
• Review all staff salaries and make recommendations for pay rises in consultation with dept heads.
Implement any increases and promotions.
• Maintain a succession plan for all departments
• Involvement in all redundancy consultations
• Ensure payroll is completed accurately and to deadline

Lead and direct the Human Resource team to deliver a comprehensive HR service to the business.
• Working closely with various departments, increasingly in a consultancy role, assisting line managers
to understand and implement policies and procedures.
• Learning & Development: providing guidance on development for managers and their teams.
• Training: Implementing the training and development agenda; identify areas that need attention and
improvement
• Recruitment & retention: managing talent and succession planning; taking overall responsibility for
recruitment activity.
• recruiting staff - this includes developing job descriptions and preparing job adverts, checking
application forms, shortlisting, interviewing and selecting candidates.
• Developing and implementing policies on issues like working conditions, performance management,
and equal opportunities.
• Administering payroll and maintaining employee records.
• analyzing training needs in conjunction with departmental managers

One of the largest Islamic Banks in the world based in with around 450+ branches and a 7, 500
strong workforce with a total asset base of around 44Billion USD and net profit of around 1.6-1.8 Billion
USD in the last 3 years.

Highlights:
Developed and implemented Policies, Process and Systems in HR, including performance Management
System.
Facilitated and implemented HR strategy along with HR leadership team based on the Business Plans and
initiatives over a 3 year horizon
Developed and implemented Balanced Scorecard based Performance Management from scratch i.e.
customizing the model, communicating to and training the employees to use it and help internalize a
performance oriented culture.

Performance Appraisal Section Manager (2003) Rewards & Performance Specialist (2001)

Highlights:
Worked on the Automation of Performance Management by deploying the

identifying & developing successors for critical positions in the bank from a pool of talent
nurtured and retained over the next 3-5 years.
Emphasize on identifying and developing talent for critical positions, both in the short-term and longterm.
Build a pipeline of leadership in the bank to ensure smooth transition for positions falling vacant OR for
planned progression of careers.