Ibrahim Assiry, CIPD

Key Responsibilities: Led HR governance, compliance, and organizational culture transformation for SMEs. Built HR operating models, policies, job structures, grading systems, and performance frameworks. Managed payroll, GOSI, Mudad, Qiwa, and all HR operations for multiple clients. Designed onboarding, workforce planning, talent processes, and HR digitization. Led crisis resolution, employee relations, investigations, and dispute handling. Achievements: Reduced HR operational issues by 60% for clients. Built full HR departments from zero for 30+ companies. Improved compliance audit scores to +90%. Reduced turnover by designing culture & retention models.

Achievements: Led full culture transformation initiatives, improving transparency, accountability, and communication across all departments. Designed and implemented a complete HR governance framework covering policies, procedures, approval workflows, and documentation standards. Successfully restructured the organization, redesigned job descriptions, clarified roles, and reduced task overlap by 40%. Improved HR operational performance by digitizing recruitment, payroll, and attendance processes, reducing errors by 30% and improving time-to-hire by 25%. Resolved 90% of employee relations issues internally and built a compliance system aligned with Saudi labor laws.

Key Achievements: Led the HR function during the construction and pre-operational phase of the new recycling plant. Built the HR department structure and hired over 80% of the workforce from scratch. Achieved zero labor cases and zero regulatory violations throughout all operational years. Implemented a full HR governance framework covering policies, SOPs, culture, and compliance. Successfully passed the PIF due diligence through strong documentation, governance, and organizational readiness. Launched a high-performance culture that supported operational stability and the official factory opening. Directed workforce planning, recruitment, and organizational structuring aligned with rapid growth. Implemented SAP HR module (SuccessFactors/HCM) enhancing process automation, payroll accuracy, and data reliability. Strengthened communication between HR and operations, enabling faster decision-making and improved culture alignment.

Achievements • Led a major organizational restructuring, reducing headcount from 600 to 300 employees by eliminating redundant roles, redistributing responsibilities, and optimizing workforce efficiency — without impacting operations. • Built a high-performance workforce by attracting and hiring skilled talent to replace low-value or non-performing roles, improving operational quality and accountability. • Transformed employee management from manual/cash-based processes to full compliance, including implementing the Wage Protection System (WPS) and shifting all salary payments from cash to bank transfers. • Identified and corrected major gaps in government records, ensuring accuracy in GOSI, Muqeem, and Labor Office documentation, which reduced risks, penalties, and inconsistencies. • Strengthened compliance and operational discipline, introducing clear processes, documentation, and reporting mechanisms across support functions. • Reported directly to the General Manager, acting as the most senior HR leader on-site during a critical transformation period.

Achievements: Built the HR department from the ground up, including processes, workflows, and documentation to support organizational growth. Redesigned core HR operations, resulting in faster processing, better transparency, and more structured employee lifecycle management. Implemented governance across HR processes, ensuring consistency, compliance, and clear decision-making pathways. Reduced financial waste by improving cost control, eliminating unnecessary spending, and ensuring proper payroll and benefit accuracy. Established financial governance within HR, linking HR operations with finance to enhance accountability and improve reporting quality. Introduced modern HR practices that strengthened performance management, onboarding, and employee relations.

Achievements • Transformed HR from a passive follow-up function to an active, fully operational HR unit handling recruitment, onboarding, payroll coordination, employee relations, and compliance locally. • Decentralized HR operations, shifting 80–90% of processes from head office to the branch — enabling faster decisions, higher accuracy, and better employee experience. • Improved HR turnaround time for employee services and documentation by redesigning workflows and eliminating unnecessary steps. • Strengthened compliance with Saudi labor law requirements by standardizing documentation, contracts, and employee files. • Enhanced communication channels between branch management and HQ, resulting in faster alignment and clearer governance.

Key Achievements Cleaned and corrected thousands of employee records across government systems including GOSI, Absher, Muqeem, and MOL. Fixed major data inconsistencies inside the HR system, updating and validating records for 5000+ employees. Improved Saudization performance by analyzing the newly introduced Nitaqat program, understanding its mechanics, and creating a compliance roadmap. Successfully moved the company from the Red Zone to the Green Zone within months, securing operational continuity and avoiding government restrictions. Ensured full compliance with labor regulations by aligning government records with internal HR data. Strengthened HR operational readiness by organizing data, improving accuracy, and creating a clean base for future HR development.

Key Achievements: Promoted within 10 months due to strong performance, reliability, and fast learning in government relations and HR operations. Improved all Government Relations workflows, including GOSI, Labor Office, Passports, and Chamber of Commerce processes — reducing turnaround time and improving compliance. Negotiated a corporate agreement with Fitness Time, registering employees and introducing it as a new company benefit, securing a 30% discount for all staff. Enhanced communication between HR and operations, ensuring smoother handling of employee requests and government transactions. Built strong relationships with government offices, resulting in faster processing and improved employee experience.

Managed basic HR operations including personnel files, attendance, contracts, and government relations documentation. Supported HR team with day-to-day tasks, learning core HR processes and compliance requirements in Saudi Arabia. Built strong foundations in GOSI, Muqeem, and labor office procedures. Developed a strong attention to detail through handling employee data and administrative workflows. Contributed to improving accuracy of employee records and documentation during an early stage of HR digital transformation.

Completed a professional Associate Diploma in People Management (CIPD Level 5) covering the full HR value chain. The program included: • Workforce planning & talent management • HR policies, governance & employee relations • Performance management & culture development • Learning & development frameworks • HR data analytics & evidence-based decision making This qualification strengthened my ability to build structured HR environments, drive organizational culture, and support business transformation.