Mohammed Eissa, MBA, CIPD, LEAD STANFORD certified, CHRM

As an HR and Support Services director I strategically plan and monitor key functions that drive our organization’s growth, efficiency, and strategic goals, including: • Talent Acquisition Develop and enhance a strategic talent acquisition function that aligns with the organization's needs, ensuring the recruitment of the right candidates and a smooth onboarding process to our business operations. This proactive approach focuses on discovering, attracting, and securing qualified individuals who resonate with our long-term goals and organizational culture. • HR Operations Applying core HR services including payroll, compliance, HR systems, and employee relations. These core HR services are essential for driving seamless operations. These services are designed to empower both employees and the organization, ensuring efficient integration and engagement through the implementation of reliable people services. Organizational Development (OD) plays a crucial role in enhancing an organization’s overall effectiveness and performance through thoughtful interventions and strategic initiatives. Training and Development (T&D) An essential part of OD focuses on designing training programs that align with the company's business strategy. This involves identifying business objectives, assessing necessary employee skills, and creating engaging programs to develop those capabilities. Collaborating on these initiatives fosters a more skilled workforce that drives organizational success. • Government Relations Ensuring full compliance and maintaining strong ties with government and regulatory bodies. • Legal Affairs: Handling legal compliance, contracts, and risk management to safeguard and support the organization. Strategic Vision • IT Applications Driving digital transformation through enterprise systems that improve efficiency and data-driven decisions. • IT Operations Managing secure and scalable IT infrastructure to support business continuity and daily operations.

Beside my role as an HR manager, I also lead the Support Services Division's team which includes IT department and procurement department. • Lead the support services functions (HR, Purchasing and IT) to help in executing the business strategic objectives and projects related to organization strategy. • Especially, projects that are related to expanding production volumes, sales distribution, manpower facilities, and related suppliers. • Identifying the HR, IT and Procurement strategies that are aligned with the organization strategy on short and long term. • Help the operational departments with the latest smart IT solutions to manage their day-to-day operation sufficiently. • Identify areas where cost saving is possible to help in cost reduction through auditing procurement transactions periodically. Annual review for our FTEs, workload analysis, HR policies and procedures. • Get to understand the areas of weakness in our delivered services which can be an opportunity of development. We usually conduct a systematic service survey where users can evaluate our quality of services and give their recommendations. • Set a service level agreement an continuously work on developing it to assure fast, sufficient and reliable support services by all of the three departments. • Set an annual SOWT analysis that for the organization with a special focus on the areas that we conduct support services for to understand upcoming challenges and update our objectives.

• Develop an HR & Organizational Development strategy in line with business objectives. • Set a SMART performance management system that is integrated to the A, B and C Key players of the business. Those key employees are the leaders of the business and they steer critical areas of the operations and the entire business. Accordingly, we are able to have efficient leadership and business intelligent for the organization and the entire business. • Apply an advanced integrated iCloud system where users/employees can access their HR services professionally. • Provide a strategic leadership, improvement, design and delivery of a first-class HR Service. • Creating a talent acquisition process and criteria for improving company selections which are specified for all industries needs such as FMCG. • Establishing a training department and lead training program that improve people competencies and capabilities to meet with pr-evaluated business needs. improve current or future employee performance by increasing an employee's ability to perform through practical training courses (Many departments have shown. • Designing a KPI and PMS indicators to control the staff performance and to reach to the maximum staff performance (Employees have shown improvements in their targets. • Improve Saudizaion by applying 3 years nationalizing strategy . (Saudization was yellow in 2017 and it reached platinum in 2021 for the first time). • Conduct analysis of HR policies, compensations, job descriptions and salary scales. • Forecast HR annual budget and salary increments. • Advise employees regarding labor office regulations, benefits and compensations policies, and procedures. • Increase employee engagement, employee satisfactions and employee retention. • Create a suitable environment fits the company and aligned with mission and vision of RADWA company. • Conducting and managing all the operations on the ERP system (Self service, structuring, compensations and tickets).

• Monthly adjustments for more than 200 employees. It also includes changes on their earnings, deductions, account numbers, tickets, medical insurance, overtime, bonuses, and government expenses. • Managing & finalizing a monthly payroll includes more than 5,700 active employees. • Auditing and reviewing more than 5 million dollars, 18.5 million SR, of monthly payroll payments to result an accurate financial summary. • Creating tasks forces to solve unexpected & urgent issues with appropriate plans in order to finish any urgent requirements within short period of time. • Inputs of relevant data for hired employees; we annually enter 1500 new employees’ records in the payroll system. • Mentoring and hand holding the new joiners in order to prepare them to handle the HR producers and the user process. • Maintaining all employees’ information on the GOSI System. • Creating a monthly reconciliation including lists of variables on the monthly payroll sheet. • Attending a monthly business conference to develop the entire policy and procedures of the company. • Preparing and updating a complete orientation guide. Clarifying the company’s services in purpose to compete on any tender is highly requested. • Weaving and advising a new policy to correspond the company’s requirements. • Supervising all the tasks that related to government organizations such as: visa, traffic, drivers’ license, medical exams, and violations). • Supporting the administration to successfully operate a new operating year by addressing and observing restrictions and issues. • As a part of our operation recruitment, we track and observe all fleet’s buses to ensure accurate number of active drivers. • Replacing the HR manager's responsibilities in case of his absence. • Staying aware on all current laws and regulations pertaining to human resources and business field. Identifying company's legal requirements and recommending new solutions is needed to ensure smooth functioning of the organization.

• Manage interview dashboards with candidates and dept. Heads (telephone interviews, face to face interviews, may also include booking travel arrangements and necessary accommodations). • Arrange recruitment events (career fairs, campus events…). • Arranging, tracking and managing all recruitment processes and steps. • Conducting reference check on selected candidates. • Tracking and updating recruitment progress for all vacancies through the Recruitment Dashboard. • Managing all vacancies requisitions of year’s headcount for all departments. • Sending weekly recruitment reports to HR Manager.

The university's program includes a package of administrative materials, such as the HR sciences, payroll and salary scale matters, Business administration matters, problem solving strategies, planning and organizing strategies, general relations management and recruiting strategies, financial matters, etc..

Wisconsin, Milwaukee, USA

Certified Human Resources Professional