Dalal Saud Alrushud

Key Responsibilities & Achievements

Lead the organization's Talent Management strategy and transformation initiatives, driving enterprise-wide programs across Performance Management, Learning & Development, Succession Planning, Organizational Development, Leadership Development, Employee Experience, and HR Digital Transformation.

• Played a key leadership role in the post-merger integration following the consolidation of SPL Media House into the Saudi Pro League, designing and standardizing Talent Management frameworks, governance, policies, and people processes across the newly established organization.
• Led the transformation of the Talent Management function by establishing integrated frameworks that aligned people strategy with the League's long-term business objectives.
• Designed and implemented SPL's first enterprise-wide Performance Management Framework, establishing governance, KPI methodology, performance rating methodology, performance distribution guidelines, and end-to-end performance processes.
• Led the implementation of the Performance Management module within Oracle HCM, defining business requirements, workflows, approvals, system testing, reporting requirements, and process automation.
• Managed the annual enterprise-wide Performance Management cycle from goal setting through calibration and final evaluations, ensuring governance, compliance, and executive reporting.
• Designed and governed the executive Performance Calibration methodology, including calibration governance, rating validation, distribution analysis, executive dashboards, and calibration workshops.
• Established the Performance Appeals (Employee Grievance) Framework, ensuring transparency, fairness, and governance throughout the performance review process.
• Developed executive dashboards, HR analytics, and performance reports to support strategic decision-making.
• Designed and implemented the SPL Competency Framework covering leadership, managerial, technical, and core competencies aligned with organizational strategy.
• Conducted enterprise-wide Competency Gap Analysis to identify capability gaps and prioritize organizational development initiatives.
• Designed the Individual Development Plan (IDP) Framework based on the 70-20-10 learning methodology, integrating development planning with competencies, performance, and career growth.
• Developed the Learning & Development Framework, establishing governance for learning pathways, nomination criteria, development planning, training evaluation, and learning effectiveness.
• Designed the strategic framework for the SPL Academy, creating structured development pathways for professional, leadership, executive, and technical capability development.
• Introduced Knowledge Sharing initiatives to maximize organizational learning following training programs, conferences, and external certifications.
• Designed the Career Progression Framework, providing transparent career pathways, career architecture, and internal mobility opportunities.
• Built the Succession Planning Framework, including succession governance, readiness methodology, successor assessment, talent identification, and leadership continuity planning.
• Developed the Critical Roles Framework and assessment methodology using business impact, organizational dependency, strategic criticality, replacement complexity, and Saudization considerations.
• Integrated Succession Planning with Performance Management, Talent Review, Competency Management, and Individual Development Planning to establish a fully integrated Talent Management ecosystem.
• Designed and implemented the Talent Review process, including potential assessment methodology, leadership discussions, talent segmentation, and executive talent review governance.
• Supported Workforce Planning initiatives aligned with organizational restructuring, future capability requirements, and strategic workforce priorities.
• Partnered in the development of the Compensation & Rewards Framework by aligning performance outcomes with reward philosophy, recognition, and retention strategies.
• Led initiatives to improve Quality of Hire by implementing competency-based recruitment principles, role profiling, structured interview frameworks, assessment methodologies, and stronger alignment between hiring decisions and organizational capability requirements.
• Redesigned the organization's Job Description Framework to align job architecture with competencies, career progression, and organizational effectiveness.
• Led the implementation and automation of Talent Management processes within Oracle HCM, including Performance Management, Learning & Development, Probation Evaluation, Job Descriptions, Exit Interviews, Employee Engagement, Recognition Programs, and Development Planning.
• Supported the implementation of employee engagement initiatives and organizational listening programs to strengthen employee experience and organizational culture.
• Designed employee recognition initiatives to reinforce organizational values and enhance employee engagement.
• Authored and implemented governance documents, frameworks, policies, guidelines, and standard operating procedures covering: Performance Management
  Learning & Development
  Individual Development Plans (IDPs)
  Succession Planning
  Competency Framework
  Career Progression
  Talent Review & Calibration
  Performance Appeals (Grievance)
  Probation Evaluation
  Recognition Programs
  Job Description Governance
  Exit Interview Process
  
• Delivered executive presentations, awareness campaigns, manager enablement workshops, communication plans, and organization-wide change management initiatives supporting Talent Management transformation.
• Collaborated with Executive Leadership, HR, ERP, IT, Finance, and business leaders to deliver enterprise-wide HR transformation initiatives aligned with SPL's strategic vision.
• Managed multiple high-impact strategic Talent Management projects simultaneously while establishing governance, improving employee experience, strengthening organizational capability, and supporting long-term business growth.

• As a HR Manager I played a pivotal role in the establishment of the HR department at SPLMH during its startup stage, showcasing my capacity to build and optimize crucial organizational functions.
• With expertise in recruitment, policy creation, process mapping, organization design, payroll, and HR budgeting, I have successfully streamlined HR operations and optimized resource allocation to align with business objectives
• Managed 6 Employees in human resources team, leading employees by example to maintain department productivity.
• I develop comprehensive recruitment strategies, design efficient processes, and manage HR budgets to drive results and deliver value to the organization.
• Maintain management guidelines by preparing, updating, and recommending human-resources policies and procedures
• Maintain and enhance employee benefits programs, including compensation, health insurance, expense reimbursement, and vacation

Achievements

• Developed and implemented operational policies and procedures to ensure that the company's operations are efficient, effective, and aligned with industry best practices.
• Successfully implemented contractual agreements for talents (Seasonal & Freelance staff) based on industry best practices.
• Supporting management in the budgeting and forecasting process, providing performance-related input and analysis.
• Led the implementation of policies (leaves, HR, payroll, employee benefits, contract management, code of ethics)
• Managed the HR Department and Improved employee productivity and organizational effectiveness

Responsibilities

• Managing shared services related processes (e.g. Finance, HR, Procurement, Legal).
• Collaborate with department managers and other stakeholders to ensure that new processes are effectively integrated into the company's operations.
• Execute the offboarding activities and ensure the leavers have completed all needed activities and aligned with other parties for related matters.
• Oversee the HR Operations department and ensure all duties (GOSI, payroll, employee relations, disciplinary action, etc.) are performed effectively & efficiently.

• Handle all employees Requests & issues and follow up till it solved.
• Handling all operation Request from Clients & NCBS Employee.
• Help Final settlement team in calculating employees leaves and adjust it in ERP Oracle.
• Advance in Oracle (ERP) System and help solve employee issues in it.
• Handling Employees data and closing data Reports.
• Working as time Management officer, Handling All Mobily Attendance, Overtime, All Allowances, And Daily operation For HR.
• Managed employee services for 3000+ staff company and Obtained Governance of processes and policies.

• Ensure Complaints from customers and reps against Merchants is fully investigated and the necessary action as per procedure manual is actioned.
• Investigate the complaints received from Merchants and take the necessary action as per procedure manual.
• Making Decisions and Solving Problems - According to Company Policy and standards.
• Use relevant information and to determine whether operation processes comply with Company standards.
• Check and follow up with account managers to measure the quality of services or compliance with regulation or to gather specific information about Merchants services.

• Guided and coached staff to achieve individual growth and sales production targets.
• Organize and distribute staff scheduled.
• Managed daily planning of workplace operations, clearly communicating targets to staff for smooth, efficient task delivery.
• Managed staff rotas, planning workloads effectively and strategically.
• Dealt with customer complaints and rectified product and service issues.