Safa Al-Mulhim

· Lead end-to-end Talent Management processes, including the identification and development of high-potential employees as Directors , Managers & Emerging leaders levels.

· Drive succession planning strategies by identifying critical roles and preparing internal talent for future leadership positions.

· Coordinate the assignment and tracking of Performance Management Plans (PMPs), ensuring timely updates and measurable outcomes. Facilitate performance calibration sessions to ensure consistency, fairness, and alignment with business objectives.

· Initiate and manage E8000 employee lifecycle actions, including promotions, permanent and temporary assignments, and role transitions.

· Lead the execution of high-potential development programs, including assessments, leadership workshops, and targeted training initiatives.

· Deliver and coordinate leadership capability-building programs for Supervisors, Managers, and senior leaders in alignment with LRA frameworks.

· Manage and administer MBA-sponsored programs, advanced degree initiatives, and mini development programs across DSHR. Ensure accurate and timely submission of approved nominees and talent data into the SAUH system.

· Monitor program effectiveness through data analysis and feedback, driving continuous improvement in talent development strategies.

· Collaborate with business leaders to align HR strategies with organizational goals and workforce planning needs.

· Maintain compliance with HR policies, procedures, and regulatory requirements while promoting best practices.

· Generate HR analytics and reports to provide insights into talent trends, succession readiness, and performance outcomes.

· Updated and enhanced job descriptions for key digital roles, including Manager – Data Analyst.

· Authorized and standardized Data Scientist roles across the Digital Transformation organization.

· Reviewed and refined job requirements for the Digital Analyst career ladder.

· Ensured alignment of roles with digital transformation goals and workforce planning needs.

· Achieved OKR Leader and OKR Professional Coach certifications; applied OKR frameworks to drive performance and alignment.

• As member of JE support team , I Led and supported job evaluation processes to ensure internal equity and alignment with organizational structure and compensation frameworks.
• Managed and monitored Job Evaluation KPIs (monthly & quarterly), ensuring timely delivery and continuous improvement.
• Designed and implemented organizational structures based on business needs, ensuring efficiency and clarity in reporting lines.
• Reviewed and updated job descriptions to reflect accurate roles, responsibilities, and competency requirements.
• Conducted job analysis and re-evaluation exercises to support organizational changes and workforce planning.
• Facilitated job creation, re-titling, and job delimitation in alignment with governance policies.
• Managed organizational changes including department restructuring, job transfers, and ownership alignment.
• Ensured proper implementation of approved changes within HR systems (e.g., AEE system).
• Acted as a focal point for resolving workflow and approval-related issues, improving process efficiency.
• Supported leadership with insights on organizational design and job structure optimization by updating the CHP across Saudi Aramco .
• Collaborated with cross-functional teams to ensure consistency and compliance with HR policies and frameworks.
• Maintained and updated organizational charts and data accuracy across systems.
• Improved job evaluation process efficiency by streamlining workflows and reducing approval cycle time.
• Ensured 100% alignment between organizational structures and approved job frameworks.
• Successfully managed high-volume job evaluation and restructuring requests with accuracy and timeliness.