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Fawzi Mahmoudi

Riyadh-Saudi Arabia • (966-***-***-*** • adjimg@r.postjobfree.com

Marital Status : Married (3 Kids)

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• I'm a high proficient and energetic Learning & Development Manager (Department Head) with a good sound of personality and leadership exposure,capable to offer a strategic direction to the department and play a key role in the ongoing development and change of the employees and the organization as well.

Certified Training Consultant - from CLG – Montreal / Canada

• Certified Business Professional Trainer from CBP-USA .

• Certified Training ROI – from ROI Institute (Kirk Patric & Jack Philips – USA).

• Certified Project Manager -PMP– from Decon & Gopa Consulting – Germany.

• Certified Profiles Assessor ( from Profiles International- USA).

• Certified Trainer from CGC – Canadian Global Center

• Certified Food Safety Internal Auditor- (from Sedar Consulting- KSA). 2

DFC – (Daily Food Company) (www.dailyfoodsa.com) March 2020 – Present I’m the head of L&D department, leading a multiscale team of 6 trainers with a primary mission to close the performance gaps for business needs and improve the effectiveness of individuals within Daily Food Company (Maestro Pizza® :175 branches kingdom wide + Automated factory for Central Processing Kitchen). Responsible for:

Crafting and implementing an overall strategy for the entire training and development for all taskforce within the company (2700 employees).

Designing & launching the yearly Training Tool Kit agenda (Soft Skills, Technical skills

& Corporate Programs including Leadership Development initiatives to managers and staff across the organization).

Leading and empowering a team of learning and development specialists, observing performance, providing coaching, training and mentorship to ensure appropriate development and enable high performance;

Ensuring that Leadership and management programs for Branch Managers enable a smooth and effective transition into their key roles across our operations;

Defining and measuring the impact of learning and training investments on business outcomes, by developing a comprehensive tool for measuring ROI & monitoring efficiency & effectiveness of trainings held.

conducting a broad range of management, technical and soft skill training, according to business needs.

Ensuring that onboarding programs for new employees are smoothly implemented according to our induction process.

Implementing and Maintaining a high standards workflow inside the branches.

Insuring QSC are always implemented to fulfill customer needs and enhance customer experience.

Contributing in sales target achievements for Maestro Pizza branches.

Contributing in reducing customer complaints to the optimum level (less than 0.3% of the monthly orders).

Contributing in reducing branch costs to the optimum level agreed with operation.

Contributing in maintaining inventory stock variances within a appropriate range agreed with operation.

Monitoring and content enrichment for the LMS (Learning Management System) for the entire company.

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HERFY Food Services Co. (www.herfy.com) June2002 – Jan 2020 Training & Development Director

Head of Learning & Development Department, acting as an in-house Learning Consultant responsible for the planning and execution of the entire training solutions, at all levels as required by the various departments across Herfy Corporate.

Conducting Training Needs Analysis at all company's levels, to identify and assess future and current training needs through job analysis, career paths, annual performance appraisals and consultation with line Department Heads.

Developing and implementing Learning and Development solutions across the business

(385 restaurants, meat processing factory,automated bakery plant, call center, herfy Café

& Grill ), with a focus on building people capabilities, career development, succession planning, and leadership programs aligned with company goals and business priorities .

Leading the design and development of appropriate learning initiatives and training programs tailored to the specific needs of the company.

Drawing an overall or individualized training and development plan that addresses needs and expectations.

Overseeing the design, development and implementation of Competency Framework, Career Paths and Performance Management for all Herfy's employees.

Delivering the TOT programs for trainers and providing guidance to the effective and smooth implementation according to the best industry practices, quality and services standards.

Monitoring the implementation and evaluation of training and development plans for the whole manpower.

Assists Line Managers and senior Leaders to identify business problems, formulate training and development needs accordingly and close performance gaps.

Acting as a Team leader for the overseas hiring committee, providing support to Line Managers in the hole recruitment process, including the design of behavioral assessment tools (for sales people/restaurant crew, store managers, supervisors etc….).

Coaching and guiding store managers to implement PDP (Personal Development Plans) for their team members inside the restaurants.

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Developing & implementing the Management, Leadership, Sales, Service and Relationship competency solutions to inculcate a robust leadership & sales culture within the organization.

Design and development of systematic OJT modules (On the-Job Training) for the total restaurants.

Developing & conducting wide range of soft and technical training programs .

Setting training key performance metrics (KPI’s) using "Balanced Scorecards" methodology.

Responsible for career path tracing for key positions & setting promoting criteria and measurements in different levels.

Conducting performance appraisal periodically to evaluate, promote employees or to identify improvement opportunities.

Training the trainers and providing coaching for better implementation of training programs in all the stores.

As a Team Leader, I'm acting as a catalyst for SAP (ERP) system customization and implementation for HCM (Human Capital Management) project in our company.

Conducting training audits across the restaurants to maintain the proper implementation of the training system.

Attending weekly meeting for Head of Operations to solve problems that arises during our business process.

Training center administration (manual, policies, procedures, resources, certificates).

Measuring training ROI (Return-On-Investments) and issuing reports periodically, making presentations to top management periodically to justify the training investments.

Evaluating the training effectiveness and establishing necessary corrective actions.

Initiating new learning solutions and managing Herfy e-learning system (web-based training solutions).

Managing the L&D team, conducting appraisals, set team objectives and managing the department budget.

Producing monthly progress reports showing status of all Functional L&D event management activities.

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Fawaz Al_Hokair Group – (Fashion Retail Business) June 2001– June 2002 Training & Development Manager Main Accomplishments:

I initiate a new "Recruitment & Training Center", with turn-key operating policies and procedures.

I designed and developed multi-training programs related to retail business, such us: customer service, store performance management, selling techniques, the art of merchandizing, stock management, supervisory skills, team building, managing customer objections and complaints, etc….

I conducted several training sessions to Al-Hokair international brands team members, such as: ZARA, PROMOD, LA SENZA, BARRATS, THE_ONE, NINE WEST, Miss-Selfridge, Mark & Spencer etc…

I built a team for training coordinators to maintain training and giving coaching support .

I conducted more than 30 training sessions ( approximately 700 trainees) in one year for different employees categories in different levels .

Al_ARIFI Group - June 2000– June 2001

Commercial & Administration Manager

Main Accomplishments:

Establishing commercial relationships and affairs with potential clients in the Kingdom.

Following national tenders and elaborating quotations.

Establishing contacts with international suppliers and making business relationships.

Following contractual procedures and delivery of goods or equipment.

Negotiating contracts with different vendors and suppliers.

Responsible also for office management functions and personnel administration.

Representing the group in many conferences and governments bodies.

The National Center Of Continuous Training -TUNIS- Dec 1995– June 2000 - International Training Projects Manager

Under the Tunisian manpower leveling program, coo-financed by the World Bank and the European Union, I was directly responsible for the design, planning, controlling, evaluating and coordinating International training projects related to the development of manpower in the private sector:

Overseeing the implementation and monitoring the progress of multi-training projects

(for several companies in different sectors ).

Responsible for performing and coordinating training diagnosis, identifying training needs, elaborating training plans and conducting training for screened companies ( all 6

steps must be conformed with the pre-defined World-Bank policies and procedures and the EU terms and references).

Selecting international and local experts for conducting training (all process).

Following budget expenses accurately and projects milestones,

Issuing periodically reports to Minister of Vocational training and to the financial institutions (WB & EU).

Conducting seminars and training sessions to partners and program beneficiaries.

SCORE Company - July 1994 –Dec 1995

Sales Engineer

I start my career as Sales Engineer with SCORE (Service Commerce & Representation), a local agent for Ingersoll Dresser Pumps and other International brands in Tunisia . My main responsibility was involved:

Developing sales programs to extend the brands market-share and customers count.

Making sales presentations to our potential clients.

Establishing customers relationships and providing after-sales support

Prospecting new clients.

Following tenders and elaborating offers or submitting quotations.

Coaching for sales delegates team.

Introducing new brands to our clients.

Sales forecasting.

ISTIM - High School of Technology & Industry

Electrical Engineer (V. Good) - Date of Graduation : June 1994. I have attended more than 100 training sessions, seminars, workshops and conferences around the global, and this is to mention a few:

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• Stress & Anger Management Workshop May 2020 - KSA

• Leadership Agility (TLEx International– Switzerland) March 2020 -KSA

• SAP – ERP System Implementation Jan 2016 - KSA

• Training ROI (Return On Investment) Certificate Jan 2014 - USA

• Training Evaluation Dec 2013 – Dubai

• Training Conference Dec 2012 - Dubai

ISO 2200:2005 Internal Auditing Nov 2009 - Riyadh

Learning & Training Systems Implementation Octo 2007 - Riyadh

ISO 2200:2005 Standards Mar 2007 - Riyadh

CBP Certified Business Professional Dec 2006 - Riyadh

"Measuring training Return On-Investments" May 2006 - Riyadh

"Personal Balanced Scorecards" Feb 2006 - Riyadh

"Certified Profile Assessor" Oct 2004 - Riyadh

"Balanced Score Card – strategy implementation" Sept 2003 - Riyadh

"Conducting training diagnosis- Consultant" Feb 1999 - Tunisia

"Human Resources Management Styles diagnosis" Mar 2000 – AFPA-France

" Training Consultancy" Dec 1998 - Canada

"Training Projects Management Mar 1998 -Germany

"Training consultant duties in companies" Sep 1997 - AFPA- France

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