THEKRA ALQAHTANI

• Partner with management on workforce planning, organisational development, and employee relations.
• Oversee the full employee lifecycle, including recruitment, onboarding, performance management, and offboarding.
• Develop and implement HR policies and procedures in compliance with labour laws.
• Manage performance management processes, employee development, and engagement initiatives.
• Handle employee relations cases, conflict resolution, and disciplinary actions professionally.
• Support compensation, benefits, and payroll coordination to ensure accuracy and competitiveness.
• Analyse HR data and prepare reports to support strategic decision-making.
• Led the end-to-end recruitment lifecycle, including workforce planning, sourcing, interviewing, selection, and onboarding of top-tier talent.
• Developed and executed strategic talent acquisition plans, aligned with organisational goals and business growth.
• Partnered with senior leadership to identify hiring needs and build proactive talent pipelines.
• Utilised data-driven recruitment strategies to improve hiring efficiency, reduce time-to-fill, and enhance the quality of hire.
• Designed agreements with a number of suppliers, implemented employer branding initiatives to attract high-calibre candidates, and strengthened market positioning.
• Managed and optimised multiple sourcing channels, including LinkedIn, job boards, recruitment agencies, and internal referrals.
• Conducted competency-based interviews and assessments to ensure cultural fit, and role alignment.
• Improved candidate experience by streamlining recruitment processes.
• Maintaining clear communication throughout the hiring journey.
• Monitored recruitment KPIs and generated reports to support continuous improvement, and strategic decision-making.
• Ensured compliance with labour laws, company policies, and diversity and inclusion best practices.
• Supported succession planning by assessing internal talent, readiness levels, and development needs to build successor pipelines.
• Mentored junior recruiters and contributed to building a high-performance talent acquisition function.

TAMKEEN CLINICS - (HRSD).

• Lead and manage end-to-end beneficiary operations aligned with business objectives.
• Manage performance management processes, employee development, and engagement initiatives.
• Validates the assigned beneficiary stream.
• Discusses NPO catalogue content.
• Creates an action plan with the beneficiary based on the NPO service catalogue and training options.
• Monitors beneficiary progress through their empowerment journey and keeps case notes up to date at each stage of the journey.
• Handles the programme exit process as per defined procedures and in line with contractual requirements.
• Discusses employment fairs that may be relevant to each of their beneficiaries, and nominates beneficiaries to the Partnership Specialists for Employers.
• Contracting with providers to offer appropriate services to beneficiaries.
• Flags any issues or feedback on NPO services to Partnership Specialists on site.
• Continuously identify opportunities to improve processes.
• Participate in training to develop and implement quality improvement knowledge, skills, and attitudes.
• Partner with management on workforce planning, organisational development, and beneficiary relations.
• Overseeing the entire beneficiary lifecycle, including recruitment, training, and services provided by non-profit organisations, to ensure an improved quality of life in line with the Kingdom's Vision 2030.
• Handle beneficiary relations cases, conflict resolution, and disciplinary actions professionally.
• Analyse data and prepare reports to support strategic decision making.
• Led beneficiary engagement initiatives to enhance beneficiary experience and workplace satisfaction through.
• Targeted programmes and process improvements.

OJT Programme - (HRSD)

• Attracting suitable talent for available job vacancies.
• Conducting job interviews for available job vacancies.
• Coordinated onboarding processes for new hires, facilitating introductions and training sessions to integrate employees smoothly.
• Handling end-to-end recruitment functions.
• Handling all onboarding and offboarding functions.
• Handling personnel processes and responsibilities.
• Ensure that employee files are maintained and that the quality of data is up to company standards.
• Conduct move-in/move-out handovers and prepare all related reports.
• Supported the learning and development function, delivering coaching on talent. Development and organisational effectiveness to enhance staff capabilities and business outcomes.

OJT Programme - (HRSD).

• Attracting job seekers.
• Conducting interviews for job seekers, enrolling them in the programme, and understanding their career desires.
• Providing the necessary advice to them to modify the CV in the event of any observations, and supplying them with the necessary support and basic information that will help them before conducting any job interview.
• Nominate female job seekers for the offered job vacancies, according to the researcher's preferences.
• Ensure that female job seekers are hired.
• Be sure to add training courses for job seekers to develop them, five of which are personal courses, and three of which are technical courses, with the aim of developing them on the job.
• Follow up on the performance of the researchers after hiring them, and provide them with assistance in case there are any problems.

• Documenting contracts with the government platforms (Qiwa, Madad) system and establishing guidelines.
• Attracting suitable talent for available job vacancies.
• Conducting job interviews for available job vacancies.

• Working on the WFM system, ZENDESK system, EXLIT system, and One Login system.
• Manage and develop staff including competency, training, and scheduling.
• Conduct private sessions for employees monthly to talk about the most prominent to their performance during the month and work to solve the problems to develop their performance and prepare a detailed report on that.
• Work with the QA department, listen to the calls of the employees, and make sure to follow up on the quality of the employee's performance, and prepare a detailed report on that.
• Operations Team Leader of the Call Center team, IN NOON PROJECT.

• Operations Team Leader of the Call Center team, Ticketing Department and Social Media Department IN SCFHS PROJECT.
• Working on CRM system, PLUS system, GENESIS system and OMS system.
• Manage and develop staff including competency, training, scheduling.
• Ensuring the quality of work performance in terms of achieving the required percentage daily at a rate of no less than 97%.
• Organize workflow and divide tasks fairly.
• Ensure that employees are supported with all answers to any questions during the service of health practitioners.
• Ensuring that the performance of employees is evaluated periodically through monthly tests and weekly evaluations provided by the Quality Department and working on developing their weaknesses.
• Ensure that the performance of employees is monitored during working time and that the duration of the call does not exceed 6 minutes by providing direct support to them so it will not affect the workflow and to contribute to achieving the required percentage.
• Follow up on all the reports of the tickets department employees on a daily basis and provide notes on a daily basis, and at the end of the week the report is sent to the authority officials.
• Follow up the performance of social media employees through the fresh disk system and refer tickets continuously during the day to achieve the required percentage for each employee and provide feedback to them, work to find solutions and provide support in any question.
• Work to raise all vacations and health reports for all employees to the Human Resources Department after reviewing them and registering the acceptance or rejection.