Ahmad Alrashudi, CIPD, SPHRI

• Develop and implement the Human Capital Strategy operational plans to ensure alignment with strategic objectives.
• Develop, update, and maintain HR policies, procedures, and systems in accordance with best practices and Saudi labor regulations.
• Provide advisory support to senior management and employees regarding HR policy matters including violations and disciplinary actions.
• Lead employee engagement and organizational effectiveness initiatives through survey design, result analysis, and reporting.
• Manage and implement organizational structure initiatives including role definition, job titling, and position creation or modification.
• Design and implement technical and behavioral competencies framework and integrate them with HR systems and tools.
• Coordinate and oversee preparation of the Human Capital sector’s annual forecasted budget and monitor adherence.
• Led a comprehensive assessment of the current HR operating model, policies, and organizational structure to identify transformation needs and performance gaps.
• Designed and developed the foundational human capital frameworks, including HR policies, procedures, organizational structures, and governance models in alignment with best practices and regulatory compliance.
• Developed a strategic workforce plan addressing future capacity needs, skills alignment, and organizational priorities.
• Oversaw the job evaluation process and led the design of new job grading structures and compensation bands to ensure internal equity and market competitiveness.
• Managed the employee placement (job mapping) process, ensuring fair and transparent assignment of staff to the newly defined structures and salary scales.
• Coordinated change management and communication efforts to ensure effective engagement of stakeholders throughout the transformation journey.
• Collaborated with executive leadership and cross-functional teams to ensure successful implementation

• Managed employee's satisfaction surveys to identify improvement areas and implement strategic solutions.
• Developed HR policy and processes to meet key business objectives.
• Advised senior management on C&B matters using Excel analysis tool.
• Created and implemented recognition programmes to maximize engagement percentages.
• Developed HR Services level Agreement (SLAs).
• Lead designing & implementing of HR Power BI project.
• Conducted overall C&B analysis of LCGPA employees to highlight potential risks of separation using Excel.
• Managed daily administrative operations including JDs review, employee's engagement activities and maintaining HR reports.
• Conducted Forces groups secession and provide report to LCGPA CEO with corrective actions.
• Lead process of reviewing organization structure change requests through conducting in depth analysis and provide recommendations.
• Lead =process of conducting job evaluation.

Main Achievements:

• King Abdulaziz Quality Award (KAQA): Lead HR KAQA roadmap & implementation plan and increased targeted score by 80%
• HR Policies & Procedures: Lead the process of reviewing and developing HR polices & procedures and increase the maturity level by 80%.
• LCGPA Competencies: Lead the project of reviewing and developing LCGPA Technical & Behavioral competencies matrix

• Assisted with research and analysis of compensation data to ensure appropriate setting of pay levels.
• Planned, organized and managed recruitment and selection processes, consistently meeting budget targets and recruitment goals.
• Implemented guidelines and procedures to improve quality of candidates.
• Wrote employee handbook to provide guidance and orientation to staff.
• Drafted and presented KPI reports to track targets and goals.

Main Achievements:

• Contributed to establishing HR function through developing HR policies, procedures and guidelines.
• Contributed to launching DSC GDP through designing program and defining selection criteria.

Lead talent acquisition & Workforce planning activities in DSC by:

• Gather recruitment needs from hiring managers
• Prepare hiring plans for DSC's departments.
• Conduct workforce planning activities includes reviews hiring request, analyze and propose headcount.
• Participate in designing, implementing and benchmarking titling framework.
• Communicate and coordinate with recruitment agencies and assessment centers.
• Supervise assigned Talent Acquisition team member.
• Review and evaluate selected candidates' profiles for offer placement.
• Participate in developing recruitment processes and procedures.
• Recommend successful approaches to HR head to help resolve complains with salaries and classifications.

My main role was filling job vacancies in multiple areas within Takamol, such as Marketing, Project Management, Business Development, Technology, Administration, procurement, legal, and consulting roles. And this includes all recruitment cycle;

• Gathering hiring needs for each department.
• Building candidates pool through different sourcing channels to be shared with hiring manager.
• Conducting End to End recruitment process.
• Supervising and train assigned Talent Acquisition trainee(s).
• Building recruitment data base to facilitate tracking candidate's status.
• Representing the company at career fairs and interviewing candidates.
• Reviewing job descriptions to make sure new positions are reflected.
• Handled end-to-end recruitment processes, ensuring smooth and swift transactions from initial advert to job offer.
• Support organization effectiveness team in communicating performance manual with line managers and review objectives with OE supervisor.

Main Achievements:

• Project Management Consultation Services (PMCS ); lead a project of hiring +60 PMO candidates across all levels within 6 months.
• LinkedIn Talent Award 2017 ; Nominated as one of the top Social Recruiter in public sector.