Maha AlAgil

Organization Development

•Reviews and amend organization structure, and operating models, to ensure alignment with the continuous changes in the business to achieve iotsquared overall objectives and goals

•Develops workforce strategy and workforce planning techniques to forecast future manpower requirements for all iotsquared business units based on pre-defined best-in-class methodology and analysis

•Develops org design manual, a framework based on best practices, and ensure framework effectiveness by conducting ongoing review and diagnostic

•Develops iot squared Job Families and ensure documentation of changes to support competency framework development

•Develops workforce planning guidelines, parameters, and controls and ensure guidelines are documented

•Forecast iot squared future workforce needs based on market and strategic changes

•Designs Job Descriptions templates and guidelines

•Develops and details Job Descriptions for all iotsquared positions collaboratively with Business Units and SMEs

•Monitors and ensures that all changes in org structures, job descriptions, and job families are updated in a centralized doc and reflected in HR systems.

Talent & Performance Management

•Develops talent management policies, models, framework, and guidelines for Career Planning, Succession Planning, with proper alignment as per the defined HR strategy

•Develops competency framework & dictionary learning for all roles in iotsquared to ensure adequate IDPs and training plans are developed as per employee development needs

•Develops and maintains a Technical Competency detailed model, tools, guidelines, and standardized templates

•Manages competencies database and periodically reviews it squared competency dictionary and introduces amendments that are in line with iotsquared business requirements

•Designs performance management methodologies and processes to ensure best-in-class performance systems to measure employee’s contribution to iotsquared objectives

•Ensures proper implementation of IDPs for all employees as per provided training plans and aligns with line managers for any support

•Identifies local/global training vendors to provide required training courses related to targeted competencies while maintaining a cost-effective approach

•Develops vertical, horizontal, and cross-functional career path for all iotsquared positions based on a competency framework

•Develops and maintains succession planning data, tools, methodology,

and standardized procedure based on best practices

•Develops policies, frameworks, guidelines, and authorities for career development programs, appointments, and succession planning

•Develops and build iotsquared talent pool/pipeline from talent acquisition to leadership appointment in coordination with related stakeholders to ensure business continuity in future workforce aspects

HR M&A Activities

•Leads the HR component of due diligence during M&A activities. This involves evaluating the target company's HR policies, employee contracts, benefit plans, compensation structures, and any potential labor or employment issues that might affect the merger or acquisition.

•Collaborates with the Corporate Strategy and Integration Management Office teams to plan for the integration of the target company's employees and HR systems. This may involve harmonizing HR policies, resolving discrepancies in pay and benefits, and planning for any necessary layoffs or departmental restructures.

•Works towards post-merger cultural alignment, ensuring a smooth transition for all employees. This includes understanding the cultures of both organizations and developing a plan to merge them in a way that minimizes disruption and promotes a unified, positive organizational culture.

•Develops strategies to retain key talent during and after the M&A process. This can involve identifying key personnel, understanding their motivations and concerns, and offering incentives for them to stay.

•Leads change management initiatives to help employees adapt to the changes brought about by the merger or acquisition.

• Developing strategic overview on creating enhanced and customized career paths for public entity.
• Building competencies framework ( leadership, technical and core) in light of identified leading methodologies and tools, thus defined the key competencies in order to design and deliver well established training programs.
• Building Talent Management framework to meet organizational transformation objectives.
• Developing Career progression framework to manage employee succession plans and career aspirations(vertical, horizontal and diagonal)
• Working on Business Development requests that include (New business opportunities, Reviewing RFPs and proposing solutions)

• Developing Organization Design and all related activities (job evaluation, job mandates & profiles, etc.)
• Facilitating Change Management Plans prior restructure Activities
• Identifying and implementing outsourcing and work force optimization activities
• Performing annual work force planning exercise
• Carrying on activities of redeploying and mapping employees
• Gathering insights and identifying issues regarding employee's attrition, absences, head count, cost, redeployment etc
• Leading sub line of the structure aligning with the new operating model.

• Stc, Riyadh, Saudi Arabia
• Creating Technical Dictionary for non‑technical professionals
• Creating interactive Dashboards to monitor Organization maturity
• Managing workforce Envelope Budgets such as (External Hiring, Promotions, Salary
• Adjustments, Excellence Awards)
• Creating Organization Development Manual for internal processes, including all daily operations with detailed documentation such as (workflow plan, forms and templates)
• Identifying development/training needs
• Managing the execution of positions appointments, promotions, assignments & rotation
• Carrying out Managerial Succession Planning activities
• Facilitating onboarding sessions and on‑the‑job training for new hires, bolstering employee job position knowledge and skillset.

• Facilitated onboarding sessions and on-the-job training for new hires, bolstering employee job position knowledge and skillset
• Expanded operational bases by developing and integrating optimal reporting plans
• Maintained GOSI registration for employees for internal and contractor employees
• Liaised between multiple business divisions to improve communications.