Curriculum Vitae: Ahmed Galal… CIPD, HRM MBA, HRM Diploma, PHRi™- HRBP,TOT
Address: KSA, Bahrain, Egypt
Mobile: KSA: 009***********
Date of birth: 7 March 1980
February 2019- Current Aster Sanad Hospital- KSA
Aster Sanad Hospital started its operation in 2008 in the Kingdom of Saudi Arabia with about forty physicians covering outpatient and inpatient divisions. The inpatient department consisted of 250 beds in wards, 41 beds in the Intensive Care Unit and Neonatal Intensive Care Unit. The outpatient department consisted of 45 clinics of different specialties and 7 specialized clinics. www.astersanadhospital.com
Position: Senior Human Resources Manager
Strategically directed human resources infrastructure. Led a full-service human resources department consisting of 15 staff servicing 900 full time staff and 321 contingent staff.
Strategically support achieving the annual topline target of 239.7 million Saudi Riyal and EBITDA of 24.8 million Saudi Riyal
Responsible for human resources, organizational development, HRIS, leadership coaching, management counseling, conflict mediated, employee relations, HR practices/policies, compensation, non-medical benefits and legal/internal investigations.
Planning, organizing, controlling and directing operation of HR department in accordance with hospital policies and procedures.
Conducting short/long planning of the hospital manpower plan in accordance with hospital objectives/goals and developing a strategic plan for Saudization programs including hiring, educating and developing Saudi nationals to eventually assume the primary professional management and technical positions in the hospital.
Assessing and evaluating hospital salary administration system ensures the adaptability to the hospital environment market place and job evaluation system.
Analyzing manpower requirement, manage and develop the staffing plans, compensation, benefits, and engagement programs.
Establishing, developing and revise department policies and procedures. Assist in the development of hospital policies and procedure related to HR and manpower Services.
Directing the preparation and the management of the department’s annual budget.
Evaluating/counseling with senior management team to improve hospital performance.
Managing merit increases as well as selecting employees for promotion
Implementing management information system and submits periodic reports of the hospital activities.
Appling scientific management methods to maintain staff stability and job satisfaction of hospital employees. Establish and develops a career path plan related to hospital activities to achieve the maximum utilization of qualified personnel in administrative and technical staff.
Developing, preparing and directing jobs analysis programs to update all hospital job descriptions and specifications
Managing PMS cycle for Aster sanad KSA for all employee levels and Publishing bill crave report
Coaching and developing managers on performance management, people movement and engagement cross board to improve manager’s capabilities
Developing, implementing and administering the hospital benefit programs
Working with relative legal, HR COE functions and business managers to keep Aster Sanad Hospital compliance
Coaching and developing leaders to grow up team and enhance health working environment to align with Aster Sand Hospital culture
Managing COVID-19 task force with other senior managers to maintain employee’s safety and health during the outbreak of COVID-19 and at same time making sure hospital operation runs smoothly
Achieving CBAHI reaccreditation with 92% hospital overall score and 100% for the HR chapter
Hiring full time, part-timer and locum doctors with cost reduction of 113,529 SR compared with FY 2018-19
Increasing the nursing headcount by 28% to meet the required staffing for nurses compared with FY 2018-19
Building a strong, diversify databases of candidates as pipeline
Managing the recruitment of Saudi nationals with an increase of 17% compared by the FY 2018-19
Reducing attrition rate by 31% compared by 38% for the FY 2018-19
Maintaining Head of departments satisfaction with the recruitment process and outcomes
Best use of employee referrals programs for recruitment
Reducing the exit of employees within 90 days by 96%
Employee cost Management
Managing manpower forecasting efficiently, leading to reduction of overall manpower cost from 55.6% in April 2019 to 39% in April 2020
Reducing turn over by 31% compared by 38% for the FY 2018-19
Recovering above 1.3 million SR for hiring Saudi national as a government support
Recovering 800,000 SR from the government in relation to iqama renewal fees
Replacing high cost employees by low cost employees with the same level of performance with a total salaries savings of 252,963 SR for doctors and 53,800 SR for non-doctors
Working closely with HOD’S for best optimization of work schedules, leading to the reduction of OT to 52,821 SR compared by 557,525 SR for the FY 2018-19
Managing the Contingent labor resources to reduce the manpower cost for nurses hiring compared with direct hiring.
Spearheaded new web based performance management system resulting in a 40% increase in management usage
Developed comprehensive on-boarding program and retention management training that reduced turnover by nearly 50% in key positions.
Learning & Development
Transforming learning and development for a cost center to a review generating center by generating a revenue of 591,000 SR for the FY 2019-20
Managing in consultation with the HOD'S the improvement development plans for underperformer and all trainings required with a succession rate of 91%
HR Digital Transformation
Managing the implementation of Aster connect phase 1 and 2 (HRIS) for Aster Sanad KSA with a success rate of 99%
Planning and implementation of Oracle Performance Management System platform
Partnering with Head-Learning & Development GCC all training activities for Aster sanad KSA as well as planning and implementation of Oracle Learning Module
Planning and implementation of Oracle Recruitment platform
Planning and implementation of Aster Sanad KSA Work Force Scheduler
Maintaining accurate and updated employee database with success rate of 99% as well as KSA dashboard
Introduction and implementation of Master Award (Employee of the month) program that covers nurses, ancillary support as well as enabling support employees, this is along with a prize for each category along with positing winners profile on Aster Sanad website
Introduction and implementation of employee voice Box to allow employees feeling they can have a say and that their voice is heard and listened to and their views taken into account when decisions are being discussed that affect them
Introduction and implementation of spot award program for extra ordinary achievements by employees
Managing Partnering with CHQ teams Star doctor birthday calibration program effectively
Maintaining open door policy for employees to access HR department/ Manager freely
Working closely with HOD’s, CEO. COO, CMO and CNO to enhance employee engagement score for Aster Sanad as well as working closely with managers with regard their score cards
Planning and implementation employee engagement action plan such as:
Team building for several departments such as nurses, marketing and business development departments
Partnering with COO and support service for the movement of nurses to a new building
Partnering with Covid-19 task force team employees safety and engagement during the Covid-19 pandemic
February 2017- Jan 2019 Interserve -GCC
Interserve is one of the world’s foremost multinational support services and construction companies headquartered in the UK. Interserve specializes in offering a wide range of services in the field of aviation, government, commercial offices, defense, education, energy and water utilities, Building maintenance, Care, Civil engineering, Construction, Energy and process, Facilities management, Formwork and falsework, IT hygiene, Property development, Site services, Sustainability management, Waste management, Workplace management.. www.interserve.com
Position: Senior Human Resources Manager
Developing and implementing HR initiatives in line with organisational objectives
Leading the organisation’s HR department, including talent acquisition, learning and development, employee engagement, compensation and benefits, talent management HR information systems (HRIS) and financial planning of the department
Liaising directly with the executive board and being accountable for the performance of the HR function and the departments within it, as well as providing strategic counsel on all people matters
Contributing to long-term goals around business and people development, including succession planning and c-suite talent acquisition
Developing company wellbeing, health and counselling policies
Leading the analysis of employee feedback and data, with the aim of creating a better working environment and engaged culture
Creating and managing the HR department annual budget
Taking oversight of the company culture
Global responsibility for the organisations talent functions and culture
Introduced the concept of “Campus Recruitment” for the Group Companies and recruited “Graduate Engineer Trainees (GETS)”. This was a major initiative to mitigate the shortage of qualified line supervisors and also develop the second line of management for future leadership rolls.
Initiated the atomization HR records & database by migrating to HRIS system. The idea was to safeguard the employee data with set privileges and access of required data of the given end user and to create the concept of “E-FILE”, to electronically store data which would help in easy retrieval. The concept was my brain child, designed the whole flow and negotiated hard with the vendor – thus resulting in savings of 26,000 USD to the Company.
Created a collaborative process to drive cultural change and support the business model. Worked with key executives to develop value added pragmatic people solutions tailored to specific business requirements and objectives that align to overall Interserve missions, value and strategies.
Created a recruiting strategy to support a 26% growth in the employee population in one year while saving over 70,000 USD in recruiting fees
Developed new executive performance review process to drive business objectives, corporate change, and behaviors. Enhanced the talent in the organization by developing Talent Review, Leadership Development Curriculum and a formal Succession process.
Implemented new loan procedures for all members, instituted on-the-spot employee recognition program, Leadership Pipeline Training for high potential employees.
Streamlined and restructured the HR team to focus on productivity, clarified roles and responsibilities as well as drive enhanced skills in the areas of business acumen, results orientation and relationship/partnership skills
Developed all HR policies and procedures, employee retention, performance management and succession plans.
February 2016- January 2017 Haji Hassan Group (HHG) – Saudi Arabia (KSA) & Bahrain
HHG consisted of 16 companies as well as some joint-ventured partnership across the region. HHG produces a range of products such as construction, pipes, rubber, concrete and chemical mixes, asphalt, and concrete blocks. HHG business segment includes roads infrastructures, bridges and flyovers projects, airport runways, real estate development, manufacturers of building materials, precast concrete, ready-mix concrete, plastic pipes, concrete blocks, steel reinforcement, and spare parts dealers. With offices and projects in all GCC and North Africa countries and over 3500 employees. www.hajihassan.com
Position: Group Human Resources Manager
Driving the alignment between HR strategy and business goals, looking after all HR policies and procedures to increase performance and Contribute to the development of the Haji Hassan Group strategy.
Manage the integration of people, systems and cultures for Haji Hassan Group.
Design and lead HR function by establishing major HR roles and responsibilities.
Co-lead in establishing the Haji Hassan Group values and ethics that support its strategy.
Promote Haji Hassan Group corporate social responsibility initiatives and advise business leaders and others on HR matters.
Align the human capital strategy with Haji Hassan Group business strategy Achievements.
Conduct a human capital risk analysis, such as workforce needs and analyze labor market trends that influence workforce availability.
Promote Haji Hassan Group employer brand, Promote and support the Group culture as well as Promote a culture that welcomes new ideas and innovation.
Develop and manage the HR budget and review HR policies and processes and implement changes where necessary
Design and implement programs or processes to develop and engage the workforce, such as training and development programs and knowledge management.
Train and coach managers on performance management systems and processes.
Develop and implement effective recruiting and hiring processes and Create succession and career development plans.
Analyze internal and external labor market conditions such as skills available locally and salary expectations.
Optimize technology and tools to deliver HR services, such as payroll, employee self-service, social networking, and Human Resource Information Systems [HRIS].
Plan, Develop and implement total rewards programs, such as salary, bonus and other forms of employee recognition, expatriate and foreign national compensation programs) as well as employee benefits programs.
Establish on-boarding processes and employee integration plans.
Develop and manage programs to balance the Group and employee need, such as, expatriates, disability challenges, dependent care, employee health and safety.
Manage employee’s exit from Haji Hassan Group (both voluntary and involuntary).
Monitor the effectiveness of an employee performance management system.
Establish and analyze HR metrics as they relate to the Haji Hassan Group goals, such as employment statistics, return on investment [ROI] of HR activities, training evaluation, employee satisfaction surveys, productivity data
Develop and utilize key HR and relevant business metrics to measure achievement of Haji Hassan Group strategic goals and objectives.
Continuously monitor and review HR policies and processes and implement changes where necessary.
Work with relevant parties on reward strategy and provide advice on current and existing benefits for employees and managers.
Manage talent and succession planning for employees and implement a learning and development policy. Creating various training programs, which includes liaising with the department heads for any technical trainings, creating the training material and timeline.
Provide consultation for staff and management about Bahrain employment law.
Responsible for all interactions with various government bodies i.e.: LMRA, GOSI, etc. for all administration of staff employment.
Manage and support the Bahrainization requirements level as per Bahrain Labour Law and Ministry of Industry & Commerce expectations, maintaining progress on the requirements.
Develop a plan for the Bahrainization plan that includes the ability to progress in recruiting and retaining nationals.
Managing all change management plans that minimize employee’s resistance for new management directions (changing) and maximize employee engagement that support the new mission and vision.
Leading projects of change management initiatives that meet business, schedule and budget objectives by focusing on the people side of change – including changes to business processes, systems and technology, job roles and organization structures.
Drive faster adoption, greater ultimate utilization and higher proficiency on the changes impacting employees in the organization such that business results are achieved
Mange and handle all employee’s governess and complains in accordance to company policies and labour law.
Leading HR Department, setting its structure and processes, defining future workforce requirements, promoting diversity in the workplace and reshaping the workforce to meet need.
Develops and reviews the implementation of annual plans for HR Department.
Planned, launched and implemented a cultural change program aimed at turning around manufacturing site improving morale, open door policy, fun and plant efficiency and reliability.
Designed, update and delivered an employee handbook for the group of HHG companies.
Designed and delivered monthly leadership development workshops, leading to improved relationships, ownership of tasks and activities and better communication between Divisions General Managers and support the new vision.
Developed a management of attendance policy which has reduced absenteeism levels in the workplace.
Establishing comfortable change management environment and work as enablers of the “employee-facing” roles in change management by applying open door and transparent policy along with trust management approach
March 2012- January 2016 OSN – Saudi Arabia (KSA) & Bahrain
OSN is the ultimate destination for the widest choice of brand new premium Western, Arabic and Filipino entertainment in the Middle East and Africa. The OSN platform is owned and operated by Panther Media Group Limited; a company registered in DIFC, and is owned by Mawarid Group Limited and KIPCO with offices in all GCC and North Africa countries and over 2500 employees. www.osn.com
Position: Human Resources Manager, Saudi Arabia (KSA) & Bahrain
Develops organization strategies by identifying and researching human resources issues; contributing information, analysis, and recommendations to organization strategic thinking and direction; establishing human resources objectives in line with organizational objectives.
Implements human resources strategies by establishing department accountabilities, including talent acquisition, staffing, employment processing, compensation, health and welfare benefits, training and development, records management, safety and health, succession planning, employee relations and retention.
Manages human resources operations by recruiting, selecting, orienting, training, coaching, counseling, and disciplining employees; planning, monitoring, appraising, and reviewing employees job contributions; maintaining compensation; determining production, productivity, quality, and customer-service strategies; designing systems; accumulating resources.
Leading the support for key groups during the merger (Change)
Develops human resources operations financial strategies by estimating, forecasting, and anticipating requirements, trends, and variances; aligning monetary resources; developing action plans; measuring and analyzing results; initiating corrective actions.
Accomplishes regional and implements HO special project results by identifying and clarifying issues and priorities; communicating and coordinating requirements.
Supports management by providing human resources advice, counsel, and decisions; analyzing information and applications.
Provide direction, make it easy for sponsors to fulfill their role, coach on specific actions and hold sponsors accountable.
Support project teams in integrating change management activities into their project plan.
Guides management and employee actions by researching, developing, writing, and updating policies, procedures, methods, and guidelines; communicating and enforcing organization values.
Complies with local legal and government requirements, advising management on needed actions.
Provides support to all concerned departments with support for all issues; documentation; licensing; labor offices; court cases; immigration & visa offices; Ministry approvals; and other issues related to the Government offices.
Creating and reviewing internal policy for the company as well as labour office required internal policy.
Leverage analytics and collaboration with executive employees to define core objectives and business mission.
Foster an environment of continuous process and employee’s improvement.
Oversee monthly employee’s evaluations and any necessary one-on-one coaching, corrective actions, and training programs.
Work collaboratively and make a compelling case for the need for change management.
Orchestrate all aspects of staffing and recruitment, ensuring the talent and skills necessary to create a leading workforce of motivated, qualified personnel.
Lead and provide direction to HRBP team to deliver HR solutions through change programs, policy improvement and development, succession-planning advice to business, performance management cycle and all aspects of employee support.
Implemented compensation strategies that attract Saudi nationals and promoted retention efforts and reduced turnover rates.
Providing executive level HR direction, strategy and counsel for over 650 employees in the all company divisions.
Developing and grew relationships with senior Sales management to act as advisor; demonstrated extensive understanding of Sales area.
Championed organizational design review that resulted in 5% reduction in middle management positions.
Providing strategic direction in management training resulting in improved performance and morale.
Developed plan to reduce HR employees by 60% through centralized job roles and organizational structure.
Launched a wholly new program with more streamlined HRIS, benefit, vacation, and compensation standards and saving $ 533,333 USD
Nominated as HR Rising Star in MENA Region at Informa/Conferences/Human-Resources/HR-Summit October 2014, Awards/2014-Winners/ HR’s Rising Star An emerging talent in the field of HR who shows high potential for future achievement in the profession. Nominees should be less than 35 years of age.
Restructuring of OSN’s legal entities in KSA. This involved transferring and harmonizing 550 employee’s terms and conditions by signing new contracts with 100 % success rate
Increasing headcount by circa 75% from January 2013 to January 2015. This coupled with the Saudization requirements makes recruitment a particular challenge in the region. I was the driving force in achieving these numbers through persistence and creative solutions.
Championed government reward via (HRDF) with total reward of $ 572,000 USD from the year 2013 till years 2015.
Design and introducing assessment centers for high volume roles and supports the selection of high caliber candidates. This followed up with on the job training and coaching has resulted in reduced attrition of by 50%.
Merger planning and implementations between Orbit and Showtime KSA (HR Part).
Nationalization workforce planning and implementation via Human Resources Development Fund (HRDF)
June 2002- February 2012 OSN – Egypt
Position: Senior Human Resources Business Partner & Administration
Manage the resourcing and onboarding processes for business services areas across the region; determine vacancies, priorities and time frames, and obtain authorization where appropriate.
Assist Managers/Support HR Team with conducting interviews and testing where appropriate.
Manage recruitment across the region, including determine vacancies, priorities and time frames, conduct interviews and testing, make salary recommendations and manage the offer process.
Keep up to date with market intelligence on salaries and remuneration for the business areas covered and ensure that our remuneration remains competitive; play key role in annual salary review exercise.
Manage HR Team in dealing with visa applications (where applicable) and all immigration matters that arise, such as visa transfers, advice and applications for spousal sponsorship and Iqama cards.
Mobility: Manage logistics for new joiners, overseeing short term accommodation, immigration process, relocation and providing pre-arrival information and welcome packs. Liaise with central Global Mobility team and regularly evaluate mobility arrangements. Facilitate the effective transition of overseas joiners in their new roles / the practice.
Responsible for ensuring the offices comply with all HR regulatory requirements in the various jurisdictions.
Lead disciplinary and grievance investigations as and when required for all employees.
Coordinate, in conjunction with the Learning and Development team, training trip; organize local logistics for trainers. Act as an advisory point of contact to staff in relation to Learning and Development matters.
Manage all aspects of the maternity, paternity, parental, relocation and unpaid leave processes.
Monitor absence statistics for staff on a quarterly basis. Review those with excess levels of absence and discuss next course of action with Managers.
Manage the leaver process. Conduct exit interviews and analysis results, and manage appropriate communications. Regularly analysis and communicate the results and subsequent actions of feedback received to key stakeholders.
EDUCATION/ PROFESSIONAL QUALIFICATION/WORKSHOPS
2018-2020 CIPD: Advanced HR Diploma- Level 7 qualifications
2018 CPD Group/Couse Gate: Level 3 Diploma in Coaching and Mentoring
2018 Ain Shams University: Train the Trainer Certificate
2016 HR Certification Institute® (HRCI®): Professional in Human Resources International™ (PHRi™)
2012-2014 Liberty University: Master’s Degree (MBA), Human Resources Management and Services
2014 Talent Diversity workshop in GCC
2009-2010 American University in Cairo (AUC): HRM Diploma in Human Resources
2013 GCC Labour law workshop
2006 Egyptian labour law and salary taxes workshop
1997-2001 Faculty of Economic and Political Science: Bachelor’s Degree in Political science
SOFT SKILLS: Team Leadership, payroll Management, Performance Management, Microsoft Office, Strategic Planning, Analysis, Budgeting Forecasting and Planning, Administration Management, Coaching Skills, Operations Management forecasting, Organizational Development, Policy Development and Creation, Change Management, Business Strategy/Analysis/Planning, Employee Engagement, Organization Surveys, Succession planning, HR information system, Employee Relations, Total rewards, Learning and Development, Value Proposition, Talent Acquisition
LANGUAGES: Arabic, English
INTERESTS: Reading, TED Talks, Travelling, Fitness Sports, Football