Nabil Abdel halim Mahoud Ibrahim

Founder and managing directorFull Time

• Job Details:o Leadership and Development consultancy services for private sector and government businesses. o Created leadership development programs for high-ranking government officials.

Director competency, Leadership and career developmentFull Time

• Job Details:Strategic Leadership Achievements: Strategic Planning & Alignment; Created new business model and strategy Optimized Performance, by aligning Business Plans, KPIs and individual objectives Revamped BU processes using WesTIP - Westinghouse Technology to Improve Processes, Soft Systems Methodology and Appreciative Inquiry Cultural Change; Created workshops for engaged and integrated strategic partnership among business units Created policies and procedures Delivered lectures on leadership, coaching & mentoring Cultural Value-Adding Groups; Created and managed active groups that inculcate value-adding cultures: Value Innovation Strategy Group (based on the Blue Ocean Strategy) Extraordinary Productivity Group (based on Steven Covey 5 choices approach) Business Model Generation and Value Proposition Group (Based on Alexander’s workshop) The Book Club Group Knowledge Sharing Group SCRUM Project Management Group Implementing Latest HRMS Technology; Implemented Oracle Fusion for all HR functions Created portals for the Training Calendar, E-learning and a mentorship program with all relevant users / admins training Benchmarking. Conducted and solved issues from lessons learned from benchmarking with similar companies and shareholders, with full involvement of business units. Talent Development Achievements: Training; Created a leadership competency model and a Competency Dictionary (Competency Framework) categorized by positions and job levels, including core and technical competencies Designed and researched Training Courses & Curriculum (Training Matrix) based on the Competency Framework categories of positions and job levels; and managed training delivery to all employees Designed and conducted periodical Training Needs Analysis (TNA) in collaboration with internal stakeholders Career Development Planning & Localization of the workforce; Founded a Career Development department Conducted competency assessments followed by interventions using various learning methods, based on gaps between employee and job competency profiles Provided career development services for Ministry of Interior, Ministry of Foreign Affairs and International Renewable Energy Agency. Facilitated succession of 40 leaders and competency assurance for all employees Leadership Development & Succession Planning; Identified and mapped critical positions, individual potential & competency gaps, using the Mckinsey 9-box matrix and the Position Criticality Index (PCI) Used assessment techniques such as: appreciative inquiry, psychometric assessments, Assessment and Development Centers, 360-degree feedback, behavioral event interviews, and competency assessment Incorporated stakeholders’ feedback in all processes Co-created and implemented the “STARS program”: for fast tracking of high potentials Performance Appraisal Implemented the core competencies framework in the design of performance appraisal forms Organization Design/Development Achievements: Restructured and continuously reviewed the organization structure to meet MASDAR’s mission in collaboration with the C-Suite Created ‘workforce planning’ policies and processes Created and assessed job profiles and job descriptions Talent Acquisition (Recruitment) Achievements: Used competency-based interviewing Upgraded the interview process and talent search methods Ensured that employment contracts are compliant with local labor laws Localization of the Workforce Achievements: Created the related programs and achieved 45% localization, of which 90% were of top positions Compensation Framework Development achievements: Changed the compensation and rewards framework to align salary and grade progression with performance Depicted internal practices using shareholders method (Hay McBer) Designed automated processes using Oracle modules

Training & Development ManagerFull Time

• Job Details:• Competence Assessment and Development to international standards: o Created competency models, profiles, and created methodology for competency assessment. o Evaluated employee competencies and development interventions through such tools as: 360-feedback, appreciative inquiry survey, psychometrics (OPQ 32 15FQ+, etc.), competency assessment and MBTI, Kirkpatrick 4 levels of training evaluation and ROI measures. o Achieved 100% success study-leaves and scholarships with French Universities through TOTAL, the Higher Colleges of Technology, Al Ain University, Zayed University, Exeter University and Universities in USA and Europe. Rejuvenated policies and agreements with students and universities. Academic Reports reflected highest grades. o Generated targeted Individual Development Plans; o Selective networking & consulting with firms including McKinsey & Company, he Boston Consulting Group Hays, Linkage, Hewitt and Deloitte Consulting. • Performance enhancement through: o Redesigning the annual performance appraisal. o Leading strategies for creating and monitoring KPIs. o Eclectic use of a blend of T&D tools such as: shareholder attachments (TOTAL and OXY), management exchange exercises, job rotation, on-the-job training, team building events, shadow programs, simulations, e-learning, action and experiential learning. o Strict compliance to QHSE standards. o Continuous benchmarking; forming and analyzing data through interviews and cross-functional focus groups. o Maximizing the T&D department output and the Operations’ division integrative performance by conducting OD diagnosis and managing change of structures, policies, and procedures for integrative performance. Reduced work force by 30% and increasing overall success of services by 50%. Achieved buy-in through regular communication to clarify mission; strategy; and goals; transparent feedback of results; inspiring staff; increasing teams’ leadership; and earning stakeholders’ support. o Rejuvenating Training Needs Analysis by including more inputs into the process, namely; interviews; management meetings; psychometric assessments; performance appraisals; and reported incidents and problems (Critical Incident Interviews/Technique). o Contributing to promoting economic viability, customer satisfaction and company brand, reduction of annual staff attrition from 45+ percent to 5 percent and increased production by 40%. o Automating career development, leadership development and performance management into Sybase and SAP With almost zero-deviation oversaw the training budget; and put plan in place with funding discretionary. • Leadership Development: o Articulated fair succession planning. o Researched and created leaders with created signature leadership development program covering 80+ executive, senior and middle leaders. The program consists of a competency model of 23 competencies, individual goal setting, impact interviews and intervention plans. One of these leaders has become after five years the Minister of State for Federal National Council Affairs. o Efficiently tutored and coached managers and senior staff to optimize and stretch their efforts and excel in tough university postgraduate programs on Masters of Leadership Studies, and EMBA.