Safwat Aboalkhair

Hr DirectorsFreelance / Project

• Job Details:1. Acico Group  Portrait strategic advice regarding the development of Human Resources.  Advise on the development of effective manpower and succession plans for all positions in Company to create a reliable basis for recruitment and development planning.  Support towards identification of sustainable solutions and corrective actions on various identified development challenges and other risks through further enhancement of Company’s Competency Framework by supporting implementation of efficient competency assessment methodologies to evaluate, identify and eliminate competency gaps for the workforce.  Fully HR integrated system and develop new strategies.  New KPIs & peoples' objectives linked into Performance Management System.  Develop New HR Policy & Procedures.  Design & implement a new HR Structure.  Revamp new incentive scheme linked directly to organization, divisions & peoples’ performance.  Improve all the existing HR processes and current workflows. 2. Kuwait Financial Centre- (Markaz)  Rendering strategic advice towards the development of the Human Resources.  Support in all divisional initiatives related to Talent Development & Management.  Advise on the planning & forecasting of learning and development provisions, budgets preparation and cost analysis.  Design and implement new tools and techniques to improve the quality and efficiency of learning and development programs.  Review feedback from the learning and development deliverables and recommend improvements.  Advise on the development of effective manpower and succession plans for all positions in Company to create a reliable basis for recruitment and development planning.  Facilitate the development of 5-year plans for Talent Management in alignment with Company’s business plans, and the Talent management vision and goals.  Review and ensure the presentation of authenticated high-level manpower related data and reports as required (example: KPIs related) for management review and actions.  Support towards identification of sustainable solutions and corrective actions on various identified development challenges and other risks through further enhancement of Company’s Competency Framework by supporting implementation of efficient competency assessment methodologies to evaluate, identify and eliminate competency gaps for the workforce.  Advise on the development and support the implementation of the Competency Framework System Training requirements.  Provide input for preparation of the functional budgets and assist in the implementation of the approved Budget and work plans to deliver objectives.  Investigate and highlight any significant variances to support effective performance and cost control. 3. Global Health Holding (Oct 2019–Jan 2020)  Fully HR integrated system and develop new strategies.  New KPIs & peoples' objectives linked into Performance Management System.  Develop New HR Policy & Procedures.  Design & implement a new HR Structure. 4. Ernst & Young (EY) Kuwait Office (Jan 2019–April 2019)  Revamp new incentive scheme linked directly to organization, divisions & people performance for Industrial Bank of Kuwait.  Full Organization Structure Review project for Industrial Bank of Kuwait. 5. Burgan for Well Drilling (Sep –Dec 2018)  Develop New HR Policy & Procedures.  Full automation practice for all HR processes.  Design & implement a new HR Structure. 6. Arkan Al-Kuwait Real Estate (Feb –June 2018)  Fully HR integrated system and develop new strategies.  New KPIs & peoples' objectives linked into Performance Management System. 7. Commercial Bank of Kuwait, Kuwait (August –Dec 2017)  Introduce & Launch new HR Business Partner Model.  Improve all the existing HR processes and current workflows.

Executive Manager Strategic HR Business Partner Full Time

• Job Details:Achievements: ▪ Defined and designed an optimum organization structure for the function in coordination with the organization effectiveness and manpower planning departments leading to better communication and optimal resource utilization. ▪ Coached and advised leaders on all matters pertaining to HR, devised interventions and reduced all escalations with a view towards developing employees and retaining talent. ▪ Oversaw the design of the compensation structure including the benefits provided across all levels of the organization to ensure alignment with the market and pay philosophy. ▪ Spearheaded the management and administration of the company-wide stock options program to ensure that the incentive plan was yielding the desired output. ▪ Worked on a Group level to ensure that all the new HR initiatives as well as the best practices are implemented across our subsidiaries. Key Responsibilities: ▪ Rendering strategic advice towards the development of the Human Resources strategy in line with the overall business objectives, managing the effective achievement the same through staff development initiatives, drafting IDPs and providing formal and informal feedback in line with performance desired. ▪ Building and maintaining cordial relations with respective business units to ensure that their requirements with regards to human resources and staff are acted upon in a timely manner in addition to ensuring the continuous improvement and development of the HR systems. ▪ Managing the effective planning of recognition and events for the high performers organized at the firm on a periodic basis, consulting with the top management and coordinating such events to ensure all employees are duly rewarded and recognized. ▪ Motivating subordinates and contributing to the identification of opportunities for continuous improvement of systems, processes and practices taking into account ‘international leading practice’, improvement of business processes, cost reduction and productivity improvement. ▪ Developing and recommending enhancements to policy and procedures related to human resources and implementing procedures and controls covering all areas of the compensation and benefits function.

Senior HR Business Partner Full Time

• Job Details:Achievements: ▪ Successfully created an environment in the business where great performers were made known and their contributions duly recognized and valued. ▪ Facilitated the design and implementation of major change programs and ensured their effective execution providing operational challenge and rigor as appropriate. ▪ Implemented and communicated incentive and recognition programs ensuring that people really understand the link between performance and reward/recognition. ▪ Spearheaded the communication of all people strategy events and successfully built commitment to the HR strategy organization wide ▪ Managed the annual Employee Opinion Survey and supported subsequent action planning, thereby instilling a culture of 360 degree feedback and continuous improvement. ▪ Enrolled in the HR Business Partners' region academy for a short term assignment to get all the needed tools and techniques we used to have in the region to manage my business areas & stakeholders properly on a group level. Key Responsibilities: ▪ Aligned operations as per business unit drivers and priorities, spearheaded implementation according to agreed priorities and HR initiatives, ensuring that initiatives are implemented effectively to create real business value for effort and cost associated. ▪ Worked directly with line managers and their teams in implementing the HR dimensions to enhance performance achievement and capability within the area, acted as the interface with specialist functions on HR to access specialist expertise to assist delivery. ▪ Provided support and counsel to the line management on the full range of HR and people issues, building their trust and confidence in the advice, judgment and assistance that can be provided. ▪ Orchestrated all performance development processes and facilitate line management team discussions around each individual at B5/B6/B7, acted as a coach to leadership teams and supported OD initiatives to drive culture change. ▪ Supported the resourcing and talent management process, assisted Line Managers with timely exits of low performers from the business particularly regarding the management of PIP’s ▪ Monitored and evaluated training interventions, worked with the management to assist them in identifying capability gaps and solutions, coordinated succession and development planning for key roles and individuals. ▪ Provided feedback to HR partners around compliance with Service level Agreements, monitored these on behalf of the business and bring to attention any areas of concern that could affect the performance of the business. ▪ Managed the annual pay round and PD process for the given business area, provided ongoing support to line managers in managing DC&G activity, analyzed DC&G trends and recommended solutions. ▪ Assumed accountability for partnering with business leaders in maintaining and monitoring the implementation of Global Standards within the business area and ensured internal governance with regards to all core HR areas such as headcount, recruitment processes and salaries.