Reema Almisfer

Company Overview: Founded by PIF, Riyadh

• OD & Total Rewards
• Established the Organization Development and Talent Management department from the ground up, defining its mandate, structure, and core processes to drive organizational effectiveness and growth.
• Conducted in-depth organizational diagnostics and operating model reviews to optimize structures, streamline hierarchies, and clarify decision rights in line with strategic objectives.
• Led the design and board-level presentation of a three-year Human Capital Strategy, grounded in HC audits and maturity assessments, and translated into actionable priorities and a phased implementation roadmap.
• Crafted and executed a Total Rewards strategy, covering salary structures, STI, LTI, and benefits—anchored in internal equity, market competitiveness, and long-term business sustainability.
• Developed a three-year workforce planning model, aligning bottom-up talent projections with top-down business priorities through demand-supply analysis and gap assessments to ensure future capability readiness.
• Built and embedded a company-wide Competency Framework for behavioral and technical domains, integrating it into performance, leadership development, and career architecture.
• Established robust governance frameworks, including policies, job families, job descriptions, and RACI matrices to enable clarity, consistency, and compliance across the HR function.
• Acted as a strategic advisor to the CEO, NRC, and Board, preparing decision-making material and maintaining strong engagement with executive stakeholders on high-impact people matters.
• Talent Management & Performance
• Designed and implemented the Badael Succession Planning Framework, conducting leadership readiness assessments and talent bench analysis to mitigate succession risks and ensure continuity of critical roles aligned with organizational objectives.
• Revamped the end-to-end performance management framework by introducing data-driven performance metrics, seamlessly integrating goal setting, evaluations, leveraged advanced HR technology to enhance transparency, accountability, and alignment with organizational objectives.
• Developed tailored development programs for high-potentials and SMEs, enhancing retention and progression within Badael.
• Launched and managed the Team Dynamics Project to drive collaboration and embed Badael’s values.
• Learning an Capability Building
• Built Badael’s L&D strategy, addressing skill gaps through structured assessments and a digitalized learning catalog, integrated within a learning management system for seamless access and development.
• Partnered with Global Innovation Institute, achieving 2nd place and recognition as a Global Innovation Champion.
• Developed and managed StepForward Program with 14 tracks, achieving high satisfaction and alignment with organizational skill priorities.
• Designed and managed the Knowledge Sharing Framework, fostering cross-functional collaboration and knowledge transfer within Badael.
• Built and led a high-performing team, fostering a culture of collaboration, accountability, and continuous learning.
• Established a performance-driven culture by setting clear goals, KPIs, and regular feedback mechanisms to enhance individual and team effectiveness.
• Provided guidance and mentorship to direct reports, ensuring alignment with organizational priorities, and their growth objectives.

• Organization Design & Development
• Spearheaded OD stream for PIF subsidiary, define the right functions for the new entity and design a new organization structure that is suited for the mandate and growth plans of the organization.
• Developed a performance management system that helps manage talent across the business, with tools and enabling material that support the implementation.
• Develop job descriptions for around 170 unique positions, as well as job families’ framework, and career paths derived from them.
• Created a competency matrix for optimizing performance, development, and hiring.
• Developed comprehensive HR policies, procedures, and the HR RACI Matrix in alignment with Saudi law and regulations.
• Total Rewards
• Formulated a holistic reward strategy that synergizes LTI, STI, and benefits, tailored to the strategic aims of attracting and retaining talent.
• Conducted in-depth analysis of compensation and benefits, providing strategic recommendations for improvement.
• Led the creation of a comprehensive rewards system for a new entity, including peer group selection, job evaluation, grading structure, salary scale development, and employee mapping.
• Leadership Development & Succession
• Designed and executed extensive succession planning and high potential to STA talent framework, facilitating seamless business continuity.
• Developed career path framework with clear vertical and horizontal advancement criteria, complemented by an intuitive heatmap that visualizes career paths and associated risks.
• Created a bespoke Learning and Development (L&D) framework for STA, integrating a variety of learning interventions.
• Established Assessment Centre for SNB, assessing readiness and potential for various programs.

• Overseeing succession and career management activities and working with the executive team to enhance the organization's performance & assure leaders and key employees’ pipeline.
• Design, develop and monitor IDPs following 70-20-10 model, for the potential successor that covers the core, leadership, and technical competencies and ensure their readiness for the targeted roles.
• Develop the Succession Planning and Assessment & Career Center policies and procedures and provide guidance to TAHAKOM employees.
• Develop, design, and implement a six-month GDP program and ensure the high-caliber graduates gain the broadest view across the business and increase job performance.
• Manage the Hipo program implementation, including the 9-box grid review, assessment, collaboration with elite colleges, and program graduation and evaluation.
• Lead the Knowledge-sharing project 'TAHAKOM TALKS' to preserve critical business-related knowledge while elevating employee engagement.
• Design, develop, and implement TAHAKOM's 'Expert Development Program' to maximize the potential of TAHAKOM's experts, with an incentive system that recognizes key contributors.

• Conducted salary benchmarking exercises and develop a benefits framework to ensure employees receive fair and attractive packages and benefits.
• Revisited the succession planning framework and ensuring best practices are implemented to manage the talent pipeline and ensure business continuity.
• Conducted the job mapping exercise to determine the value and importance of each job so it can be properly placed within the compensation and benefits scheme.

• Creating the training plan for all the departments based on the need analysis to guarantee continuous learning and advancement.
• Developing and managing all of the six-month onboarding program phases and ensuring the new hires are fully engaged and assimilated with SCFHS culture.
• Building the 'EAA Academy' website, designing e-learning courses, and ensuring preserved knowledge for internal sessions.
• Composing the KPIs based on the strategic objectives determined by departments' leaders.
• Developing and facilitating talent assessments to evaluate candidates' potentiality for the role.

• Maintaining, and facilitating all phases of new employee orientation and onboarding programs.
• Designing, developing, as well as delivering the employees and organizational development programs.
• Enhancing existing programs by conducting needs analysis and using a variety of methodologies to meet evolving business needs.
• Design, develop, and implement the 'Rowad Alfanar' program which optimizes Alfanar's talent pool and integrates various training solutions.
• Measuring and tracking training effectiveness, by using visual reports and dashboards.
• Recommending initiatives that promote engagement to foster the learning culture in the company.

• Company Overview: Singapore
• Introducing the nature of the Human Resources field.
• Understanding the recruitment process.
• The significance of organizational development.
• Job Description review.
• Overseeing the candidate experience strategy.
• Reviewing the sourcing approaches.
• Singapore