Mohammed Alarifi, M.Ed, CIPD

Head of TA & Onboarding function, reporting to CHRO • Built the Talent Acquisition & Onboarding function at OSUS Real Estate from the ground up — restructuring the team (6 recruiters/coordinators) and the end-to-end hiring and tracking process — now managing 500+ hires annually. • Own the full employee lifecycle from requisition through onboarding, driving measurable improvements in time-to-hire and offer acceptance rate through streamlined, well-structured recruitment processes. • Enhance candidate and hiring manager experience through structured KPIs and SLAs, significantly improving stakeholder satisfaction across the organization. • Partner directly with the CHRO and senior leadership to align talent acquisition strategy with organizational growth and workforce planning goals. • Manage vendor and agency partnerships to optimize cost-per-hire and recruitment ROI. • Ensure recruitment compliance with Saudi labor law and drive diversity & inclusion hiring practices, while tracking quality-of-hire and retention metrics to continuously improve hiring outcomes.

An RPO project while working with Michael Page.

• Led full-cycle recruitment and headhunting across Technology (AI & ML), Strategy & PMO, Financial & Investment Services, Sales & Commercial, and Real Estate & Construction sectors, closing 150+ mid-to-executive roles. • Delivered executive search and talent acquisition solutions for government, semi-government, and private sector clients, including Royal Court and HUMAIN. • Built and managed talent pipelines and client relationships, optimizing recruitment processes to consistently meet client SLAs and significantly reduce time-to-fill.

An RPO project while working with Michael Page

• Led strategic hiring initiatives across 24+ portfolio companies in F&B, ICT, and Energy sectors, supporting 150+ hires annually. • Designed and optimized talent acquisition, onboarding, and pipeline strategies group-wide, improving hiring manager satisfaction and candidate quality. • Drove succession planning and talent development programs to strengthen workforce readiness across the portfolio.

• Led executive and senior-level hiring across 24+ portfolio companies in diverse sectors. • Managed full-cycle recruitment, onboarding, and employer branding initiatives, strengthening the group's talent brand in competitive markets. • Sourced top talent locally and internationally, and optimized vendor partnerships to improve hiring efficiency and reduce cost-per-hire.

• Closed 150+ roles across all departments and levels — up to C-suite — within a single year, spanning IT, Finance, and Risk. • Rebuilt the recruitment function from the ground up, restructuring the hiring team and end-to-end process. • Developed and upgraded the recruitment tracking system (ATS/tracker), driving a 34% improvement in hiring speed. • Recognized by the CEO for the impact of these improvements on organizational hiring capacity.

Responsible for sourcing, interviewing & hiring candidates for the company. Under Tamheer program

Responsible for sourcing, interviewing & hiring candidates for the company and internal HR operations.

- Analyses how to motivate staff with meaningful work. - Understand how to enable your organization to deliver on its strategic objectives. - Examine the ways you can harness your team’s diversity and use teamwork to innovate and increase your organization's output. - Evaluate leadership theories and develop your personal leadership skills. SKILLS: - Strategic Thinking - Human Resources (HR) - Visionary leadership - Organizational design