Ziyad Almishrafi

Key Projects

Enterprise Workforce Alignment Initiative

• Contributed to an enterprise-wide workforce alignment exercise by reviewing and aligning workforce positions with the approved organizational structure and workforce plan.
• Supported the identification of workforce gaps and vacant positions, improving visibility for workforce movement, promotion planning, and future staffing decisions.

Strategic Workforce Planning Project

• Served as a key technical contributor to the development of the Authority’s strategic workforce plan through workforce demand, supply, and gap analyses.
• Prepared workforce insights, forecasts, and recommendations to support leadership decisions and long-term workforce requirements.

Core Responsibilities

• Conduct enterprise-wide workforce planning analyses to assess workforce demand, supply, capacity, and organizational gaps.
• * Prepare executive reports, dashboards, and workforce insights for senior leadership and governance committees.
• Collaborate with business units and organizational design teams to align workforce requirements with approved structures and strategic priorities.
• Review workforce data and organizational inputs to identify staffing needs, vacancies, surpluses, and potential workforce risks.
• Support the development and continuous improvement of workforce planning methodologies, tools, and governance practices.
• Develop workforce forecasts, scenarios, and analytical models to support medium- and long-term workforce planning.

• Workforce Planning experience
• Demonstrating experience modelling workforce planning trends and analytics
• Communicating equally effectively in business and technical terms with the client and delivering the products with high quality
• Demonstrating analytical curiosity; proactively seeking to solutions and presents recommendations on driving operational efficiency Perform detailed data exploration and validation from a variety of sources as needed for development of new models
• Led redundancy processes with utmost sensitivity and professionalism.
• Analysed HR metrics for strategic workforce planning decisions.

• Reviewing internal fund requests for NIDLP initiatives.
• Evaluating other initiatives and monitor spending on the initiatives overall.
• Conducted several market research.