Nidal Wahbi

As Co-Founder & CEO of Remotya, I lead the vision, strategy, and execution of our operations, building on my years of experience at Optimize in managing outsourced HR for SMEs across the GCC and beyond. My responsibilities include developing and expanding our service portfolio, which integrates HR outsourcing, IT outsourcing, and remote employee hosting in Syria under our legal sponsorship. Key achievements include: • Establishing Remotya’s unique model that combines HR, IT, and workspace solutions under one roof — enabling companies to build and manage remote teams with ease. • Launching remote employee hosting services in Syria, where we legally employ, manage, and support talent while providing professional workspaces, internet, and compliance management. • Designing flexible service packages (Operations, Establishment, Plan, Core, Growth, Scale) to meet the needs of startups, SMEs, and scaling enterprises. • Building partnerships with leading technology providers (Google, Microsoft, Zoho, Odoo, Hubspot, Atlassian, etc.) to deliver reliable, tech-enabled outsourcing solutions. • Driving client success by acting as an extended HR and IT team, covering everything from payroll, compliance, and performance management to IT system administration and employee relations. Through Remotya, I focus on empowering businesses to scale confidently while unlocking the untapped potential of Syrian talent — delivering structured, secure, and scalable outsourcing solutions designed for the region.

Based on our belief that the human capital is the most important and valuable resource that any company possesses, and it is the first competitive advantage for performing any work, Especially in the technology sector. our business idea designed to support our partners to develop human resource strategies, policies, and qualify the necessary human capacity within their organization, to ensure that they reach the highest possible performance. We believe that the presence of HR management department in the company leads to achieve the company's goals of growth and profit, and accordingly we help startup, small and medium companies to establish this department and fully manage its activities

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August 2014 - present Qatar MICE Development Institute (QMDI) - Qatar Foundation Industry: MICE development/Event Management Position: Senior HR Manager Accountabilities and Achievements: •Joined as Head of HR Department to transform current policies and procedures in order to provide better support and management to all QMDI functions •Member of QMDI’s executive management group (EMG) – contributing in strategic organisational management. •Leading and direct supervision of all HR and Admin functions in the company •Working with external consultancy (KPMG) to develop JDs, Org-Chart, Competencies, performance management System and HR policies specifically catering for the unique event industry •Developed HR department budget with greater efficiency measures. •Created manpower plan (permanent employees, temp staff and Freelancers) with reference to the forecasted events per year •Leading the project of implementing employee learning & development plans in line with the training budget and organisational objectives •Led all strategic recruitment activities in an effective way to ensure the right candidates are proactively headhunted - taking into consideration of the dynamic and competitive nature of the event industry •Created a freelancer handbook to improve stakeholder relations

Industry: Telecommunication as the biggest franchise of du telecom, education, F&B, and Tobacco Accountabilities and Achievements: •Responsible for the smooth and profitable operation of the group by supervise and provide consultation to management on strategic staffing plans, compensation, benefits, training and development, budget, and labor law. •Effectively planed, designed, developed and evaluated human resource-related initiatives that support organizational strategic goals •Lead performance management, talent assessment and effective labor relationships, including negotiating and administering labor agreements •Leading and direct supervision of all HR function in the group within UAE and Qatar •Articulate short-term business needs with long term HR Division strategy and integrate local environments in order to define, propose and manage a well adapted and well balanced HR answer for the organization •Anticipate and drive organisational changes in order to best support strategic orientations and performance plans •Designed, proposed and implemented HR policies (staffing, recruitment, compensation & benefits, professional development) •Anticipate the impact of new business orientations over organisation by challenging organization leaders on organisation evolutions in order to draw and drive the organisational changes that best support the organization vision and strategy •Promote the Group and Division HR policies within the group, develop and lead HR and social communication actions; ensure respect of Samsons HR values and policies in this area •Organize, structure, co-ordinate and manage the HR function within the group •set key goals for each HR function and ensure follow-up and control of goals achievement and global efficiency •Ensure compliance with labour regulations and rules applicable in the countries where the group operates •Create a clear career path and succession plan for each position and employee in the company

Industry: worldwide leader company in cement Accountabilities and Achievements: •Planned and successfully implemented the recruitment of key personnel prior to the commencement of plant operations •Was responsible for attracting and recruiting technical & non-technical talents (In a very remote area) including the HR department for the entire plant •Managed a nine-member team providing Human Resources services to 226 employees in addition to 13 contracted staff and 513 subcontracted staff •Liaised with the HR department in the Head Office in Damascus to achieve plant and Business Unit objectives •Supervised the ‘Support Team’ from other Business Units to support local employees and develop expertise in Plant Operations •Successfully implemented HR information system (JD Edwards) in the plant and link it with HO to maintain an organized employees database •Was responsible for the operations of the Administration team in the plant such as employee transportation, accommodation, hotel booking, camp facilities, canteen and catering services as well as business continuity in case of emergencies •Implemented and supervised the Plant Training Plan (PTP), Individual Development Plan (IDP) and the Succession Plan for local key positions and expats for all Lafarge employees •Successfully implemented Lafarge HR programs in order to ensure consistency and provide managers with critical tools to enhance productivity such as Plant Team Assessment (PTA) and the Plant Operations Module (POM) •Was responsible for the Plant Clinic consisting of one doctor and two nurses in line with Lafarge Health & Safety standards SIGNIFICANT ACHIEVEMENTS: •Successfully recruited engineers and technicians with relevant experience despite the remote location of the plant •Implemented the Attendance & Payroll system •Managed the Commissioning & Administration phase

Joud Company (Procter & Gamble, PepsiCo, Bel Cheese & Alsafi Danon Industry: FMCG, F&B, Advertisement, Home appliances, Transportation Position: HR Manager from Jun 2006 - Dec 2009 Accountabilities and Achievements: •Was responsible for Syria-wide HR functions of the company. Implemented HR functions and shared best practices across all divisions of Joud that worked with external business partners •Liaised between key business partners and senior management on a regular basis with performance progress reports, company-wide improvements as well as feedback on employee development •Developed and implemented HR Personnel policies and recruitment policies to support business goals and to ensure compliance with key business partners’ requirements •Managed an eight-member HR team directly and a five-member HR team remotely for HR functions such as Recruitment, Onboarding and Compensation & Benefits •Managed a team responsible for Training & Development, Annual Leave Plans, Rewards & Recognition and Disciplinary Standards •Was responsible for the administration department in charge of employee welfare, medical insurance, accommodation, transportation, hotel bookings as well as local and international travel •Was responsible for interviewing key positions and managerial positions as per the company’s standards SIGNIFICANT ACHIEVEMENTS: •Played an integral role in understanding company-specific requirements and worked closely with various departments, business partners and industry groups to apply innovative solutions to enhance the HR role within the organization •Designed and implemented the Organizational Structure, the Hay Employee Grading System, the Key Performance Index (KPI) for employees and the Employee Evaluation System

•Responsible of the HR information system and Implementing projects* of: HR / PAYROLL / Attending Systems. Locations: Damascus, Lattakia, Homs and Aleppo •Prepare payroll of the company in coordination with the HR manager and the finance department •Coordinating the relationship between all the HR officers in all the company branches •Responsible of the preliminary interviews up to supervisor level •Periodical tour on all the company’s branches to meet employees and head departments