Linah Alhabeeb

• Strategic Vision Development: Create and implement a comprehensive people development strategy that aligns with the organization's long-term goals and objectives.
• Cultural Transformation: Lead initiatives that foster a positive organizational culture, enhancing employee engagement, collaboration, and innovation.
• RNC Committee Support: Prepare detailed materials for the RNC committee to ensure alignment of people development initiatives with organizational objectives, including succession planning, development programs, and performance metrics.
• Enhancing Employee Experience: Focus on initiatives that elevate the overall employee experience, creating a supportive and engaging workplace that meets diverse needs.
• Robust Training Programs: Develop and execute a variety of training and development programs to promote continuous employee growth, such as the Lead Program, Graduate Programs, Foundational Upskilling Programs, and Higher Education Initiatives.
• Succession Planning: Design and implement succession planning initiatives to identify and prepare high-potential employees for critical leadership roles within the organization.
• Effective Internal Communication: Establish and maintain efficient internal communication strategies to promote transparency and a sense of belonging among employees through various channels, including emails, internal portals, digital displays, and podcasts.
• Regular Engagement Surveys: Conduct periodic employee engagement surveys and pulse checks to gather insights and feedback, informing initiatives aimed at improving workplace satisfaction and morale.
• Organizing Internal Events: Plan and coordinate events such as Family Day and town halls to strengthen community ties and enhance communication within the organization.
• Talent Management Assessment Center: Develop and implement assessment center to evaluate employee competencies, readiness for advancement, and alignment with organizational needs.
• Optimizing Performance Management: Refine and enhance performance management systems to promote accountability, facilitate regular feedback, and ensure alignment with organizational goals.
• Employee Well-Being Programs: Introduce and manage well-being initiatives that support physical, mental, and emotional health, encouraging a balanced work-life environment.

• HR Strategy Development: Formulate and implement HR strategies and plans aligned with DGDA’s strategic goals and Directorate objectives.
• KPI Oversight: Oversee the establishment of Human Capital Development (HCD) KPIs and monitor progress towards strategic objectives.
  Assist in preparing presentations for the RNC.
• Talent Management Framework: Design and implement talent management strategies, including Individual Development Plans (IDPs), career path schemes, and succession planning.
  Develop leadership assessments to identify and cultivate internal successors.
• Learning and Development (L&D) Planning: Create an annual L&D plan that aligns training programs with organizational objectives.
  Utilize various training modalities such as e-learning, classroom sessions, in-house training, and coaching.
  
• Performance Management System Supervision: Oversee the development of DGDA’s online performance management system.
  Collaborate with the strategy department to cascade departmental KPIs into individual performance metrics.
• Performance Cycle Management: Ensure a comprehensive performance management cycle, from goal setting to evaluation.
  Analyze employee performance data to identify training needs and develop targeted training plans.
• Employee Engagement Initiatives: Ensure a comprehensive performance management cycle, from goal setting to evaluation.
  Analyze employee performance data to identify training needs and develop targeted training plans.
  ent through surveys and tools, creating plans to address gaps.
• Internal Communication Strategy: Collaborate with the CEO, Marketing, and other stakeholders to develop and manage an internal communication plan.
  Oversee multiple channels of internal communication.
• Incentive Plan Development: Assist in the design of short-term and long-term incentive plans that align with HR strategy and executive management goals.
• Continuous Improvement in HCD Practices: Stay updated on the latest Human Capital Development practices and trends.
  Supervise the implementation of agreed improvement initiatives.
• Risk Reporting and Mitigation: Regularly report on key focus areas and suggest preventive measures to mitigate relevant risks associated with HR practices.
  

• Drive and manage the development and implementation of company wide performance
  management systems
• Establish key metrics to accurately define the competencies and skills required for each
  role/department within the organization along with individual performance mapping to set-up
  the KPI framework
• Developing and conducting training's and workshops to ensure that all performance
  management systems are accurately understood and exercised Identifying high potentials by having assessments done for high achievers.
• Working on the individual development plan for all high potentials in the organization
• Building the yearly training calendar by analyzing the training needs to ensure critical training
  needs are addressed and aligned to the business strategy to fulfill both current and future
  capability needs
• Analyzing the Employee Engagement survey results and sending it to management, and setting workshops and focus groups

1- Talent review meetings
• Managing the face to face meetings with the business leaders to discuss the talent needs to
achieve the business goals and the talent resources and development to achieve those goals
• Having an overall knowledge of the business goals, talent needs of the organization and talent
management strategy and processes of the organization
2- Talent agenda and identification of high potentials:
• Identifying high potentials by having assessments done for high achievers.
• Managing an agenda of high performers and having a development plan form them
*References can be provided upon request
3- Succession planning
• Working on a succession plan strategy and linking it with the training & development plan to
issue having a replacement within the organization to all the key roles in a timely manner
4- L&D activities and plan rollout
• Working on the training needs analysis to ensure critical training needs are addressed and
aligned to the business strategy to fulfill both current and future capability needs
• Developing & delivering the learning curriculum with alignment with regional learning
curriculum. A focus to be given to functional training, leadership & managerial development,
Sales training & soft skills training.
• Measuring the training effectiveness by setting a KPIs taking the evaluation of the Manger and
Trainees and reviewing them quarterly.
5- Employee engagement activities and actions
• Supporting in ensure an effective participation from all employees in the engagement survey
• Analyzing the results and sending it out to the management, and setting workshops and focus
groups
• Engaging the employees to engage in some CSR activities
6- Saudization
• Working on raising the Saudization percentage by hiring new Saudis and finding new solutions
• Managing a university career events and seminar calendar throw out 2015
• Driving the developing the Graduate Program/ Marsh Academy
• Driving the Coop and the internship program
7- Performance management
 Ensuring all employees sets their objective in the career link.
 Supporting in conduction orientation session for manager to inform them on how to rate their
employees and how-to performance a successful review with their employees
 Meeting with the managers to discuss the rating of their employees
 Linking the rating with the annual bonus and the training and development plan.
 Supporting on the Annual salary increase (Merit increase vs Market adjustment increase)

• Provides HR counsel and support to business leaders, managers and employees in designated
business units or geographies.
• Act as a credible HR consultant to work with managers on their people related initiatives
• Partners closely with business leaders on talent management activities including, but not limited to
the identification of high potential colleagues, development planning and succession planning
• Participates in the recruitment process, including hiring recommendations and reviewing job offers.
• Counsels managers and employees on subjects such as disciplinary action and performance
issues.
• Prepares documentation and makes recommendations to resolve issues
• Communicates trends and key data insights through analytics and reporting
• Counsels managers and employees on company policies and procedures
• Participates in career development including discussing career paths with managers and
employees.
• Administers and participates in the year end compensation process.
• Liaison with the Corporate Leave Management team on leave of absences.
• Maintains data integrity and processes transaction changes on employee records.
• Assists the HR Leader with the implementation of HR initiatives and key business priorities

• Coordinates organizational training and development efforts

• Handling the executive hiring for manager level and above vacancies.
• Setting and discussing the yearly manpower plan for Assurance, Tax and IFS Los.
• Supporting the Recruitment Manager in budgeting and creating the recruitment yearly calendar
for 2014 and working on a value proposition for the Los.
• Supporting HR team is benchmarking and reviewing the current salary band to propose a
developed discounted and a non-discounted salary scale for the leadership.
• Created a new workflow for the recruitment department.
• Making sure that the partners and the stakeholders and satisfied with the service level that we
provide.
• Suggesting and working on solutions for Saudization and visa issues.
• Conducting training for partners on how to use the ATS from their side.
• Conduct the HR competency biased interview with juniors and senior level candidates.
• Source all candidates via Linked In, Facebook, Gulf Talent, Bayt and other available online
recruitment sites.
• Develop, and review recruitment materials such as job descriptions and forms.

• Coordinating for three sections (Learning, Training & Development, Employee Development,
  Induction)
• Supporting the development of the 2012 training calendar.
• Conducting on bored general orientation for Saudis.
• Handling, Interfacing and coordinating with internal HR managers in all the regions on training and employee development matters.
• Preparing and analyzing the monthly training KPI’s.
• Supporting the performance management and the succession plan process.
• Contacting and following-up with external and internal training vendors.
• Receiving training requests for over 40.000 employees and insuring their training needs are fulfilled by monitoring the satisfactions rate in the training evaluations.
• Being a part of the team who updated the company's job description.