Badr Alzahrani

• Leading and managing four Graduate Development Programs (GDPs), overseeing curriculum development, participant selection, and performance assessments to ensure alignment with organisational objectives.
• Mentorship Program Oversight: Actively developing and implementing a mentorship program that supports emerging talent within the bank, facilitating meaningful mentor-mentee relationships to enhance professional growth.
• Talent Pool Development: Managing a comprehensive talent pool database to identify high-potential employees, conducting regular assessments, and aligning talent management strategies with business needs.
• Professional Certifications Management: Designing and promoting pathways for professional certifications, collaborating with external training providers to enhance employee skill sets relevant to the banking sector.
• Implementing job attachment initiatives to provide employees with practical, on-the-job experiences, enhancing their skills and understanding of various bank functions.
• Establishing partnerships with external organisations to offer employees opportunities for job attachments, internships, and shadowing, broadening their professional exposure and networking potential.

· Create Training Annual Plans and Budget Management:
- Develop annual training plans that align with organizational goals and talent development needs.
- Identify training priorities, objectives, and desired outcomes.
- Allocate resources, including budget and staff, to support training initiatives.
- Monitor and manage the training budget to ensure efficient and effective use of resources.

· Manage Graduate Development Program:
- Oversee all aspects of the graduate development program, including recruitment, onboarding, and training.
- Develop comprehensive development plans for graduates to enhance their skills and career growth.
- Provide mentorship and guidance to program participants.
- Monitor program effectiveness and make necessary adjustments.

· Design Leadership Development Programs:
- Identify leadership competencies required for success.
- Design customized leadership development programs aligned with organizational objectives.
- Incorporate various learning methodologies for a comprehensive learning experience.
- Evaluate program effectiveness and make improvements.

· Manage High Potential Program:
- Identify high-potential employees through assessments.
- Create individualized development plans for high potentials.
- Monitor progress and provide support for their growth.
- Identify career advancement opportunities for high potentials.

· Lead and Develop the Training and Development Team:
- Provide leadership and guidance to the team.
- Set performance expectations and provide feedback.
- Stay updated on industry best practices.

· Measure the Impact of Training:
- Develop evaluation measures and data collection methods to assess the effectiveness of training programs.
- Collect feedback from participants to gauge their satisfaction and engagement with the training.

· Managing the succession planning project.Create Training Annual Plans and Budget Management:
- Develop annual training plans that align with organizational goals and talent development needs.
- Identify training priorities, objectives, and desired outcomes.
- Allocate resources, including budget and staff, to support training initiatives.
- Monitor and manage the training budget to ensure efficient and effective use of resources.

• Manage Graduate Development Program:
  - Oversee all aspects of the graduate development program, including recruitment, onboarding, and training.
  - Develop comprehensive development plans for graduates to enhance their skills and career growth.
  - Provide mentorship and guidance to program participants.
  - Monitor program effectiveness and make necessary adjustments.
• Design Leadership Development Programs:
  - Identify leadership competencies required for success.
  - Design customized leadership development programs aligned with organizational objectives.
  - Incorporate various learning methodologies for a comprehensive learning experience.
  - Evaluate program effectiveness and make improvements.
• Manage High Potential Program:
  - Identify high-potential employees through assessments.
  - Create individualized development plans for high potentials.
  - Monitor progress and provide support for their growth.
  - Identify career advancement opportunities for high potentials.
• Lead and Develop the Training and Development Team:
  - Provide leadership and guidance to the team.
  - Set performance expectations and provide feedback.
  - Stay updated on industry best practices.
• Measure the Impact of Training:
  - Develop evaluation measures and data collection methods to assess the effectiveness of training programs.
  - Collect feedback from participants to gauge their satisfaction and engagement with the training.
• Managing the succession planning project.

• Developed and implemented innovative learning and development strategies tailored to meet organizational objectives.
• Designed and delivered engaging training programs across various formats, including virtual, in-person, and blended learning.
• Conducted thorough needs assessments to identify skill gaps and training requirements.
• Collaborated with subject matter experts to create and update training content and materials.
• Utilized learning management systems (LMS) to organize and administer training programs efficiently.
• Monitored and evaluated the effectiveness of training initiatives through assessments and feedback mechanisms.
• Provided coaching and mentoring to employees to support their professional growth and development.
• Played a key role in building and managing the SDB's first version of the Graduate Development Program (GDP) known as "Tanmiah's Future".
• Collaborated with stakeholders to ensure alignment between L&D initiatives, including the GDP, and organizational goals.

• Conducted comprehensive analysis of training needs and formulated annual L&D plan aligned with organizational objectives.
• Designed and executed impactful training programs and projects to enhance employee skills and performance.
• Played a key role in developing the performance management plan, fostering a culture of continuous improvement.
• Served as a valued member of the business development committee, contributing strategic insights and informing decision-making processes.
• Participated in GMedia's transformation project, successfully transitioning from GOSI to labor law regulations. Led efforts in developing regulations, managing compensation and benefits, ensuring smooth employee placement.
• Crafted job descriptions tailored to GMedia's unique requirements, promoting clarity and alignment across the organization.
• Conducted competency-based interviews to assess candidates and select top talent for diverse roles.
• Provided prompt resolution to employees' inquiries, ensuring their concerns were addressed effectively and fostering a positive work environment.

• Led the planning, coordination, and execution of the MHRS Talent development program, ensuring the successful development and upskilling of employees.
• Actively participated in the design and implementation of the National Program for Qualifying and Developing HR Professionals in the Public Sectors, contributing to the enhancement of HR capabilities across the industry.
• Played a role in developing the organizational structure, optimizing efficiency and promoting effective workflows.
• Contributed to automating training operations by implementing an ERP system, streamlining processes and improving training management.
• Analyzed and resolved various HR inquiries from employees, providing prompt and satisfactory solutions.
• Prepared HR reports and key performance indicators (KPIs), delivering valuable insights to senior management for informed decision-making.