Walaa Mahmoud

In my current role, I operate across Talent Acquisition and HR Business Partnering, aligning workforce strategy with business objectives across multiple functions. I lead workforce planning for 150+ roles annually, partnering with leadership to translate business needs into data-driven hiring plans aligned with budget and timelines. I drive end-to-end recruitment for both high-volume and specialized roles, successfully filling 35+ niche positions through targeted sourcing strategies, including LinkedIn pipelines, ATS optimization, and headhunting. I also improved candidate experience by 25% by redesigning the interview process and implementing structured communication, increasing engagement and offer acceptance rates. I manage a team of 7 recruiters, increasing productivity by 40% through KPI tracking, pipeline reviews, and performance coaching. From an HRBP perspective, I advise stakeholders on organizational structure, hiring priorities, and workforce optimization, while supporting succession planning, internal mobility, and providing market insights to guide decision-making. I also drive Saudization initiatives aligned with national targets. Additionally, I supported Joint Venture (JV) projects by building teams from the ground up, defining org structures, and delivering workforce ramp-up plans aligned with business launch timelines.

Managing, consolidating, and growing your client base Negotiating and agreeing on hiring plans with your clients Running push-and-pull recruitment processes Managing interviews, assessments, and shortlist selection Coaching and mentoring junior team members Assisting with Company’s marketing efforts

Provide recruiting status updates to Functional, Regional and Global Recruiting Leadership including performance vs targets, sourcing/recruiting challenges/issues Develop, with the central team, HRM and communications, an employee brand that supports global behaviors and values. Lead hiring business strategies through the development, coordination and delivery of talent Participate on committees and task forces and may provide consultation as a change management expert or for an executive point of view Establish strong relationships, building trust, open and confidential communication, collaboration, and insight. Develop a pipeline of qualified applicants that can be immediately contacted when an opening occurs.

Monitor new hire turnover and retention rates Schedule and oversee training sessions Introduce new hires to current employees Add new employees’ information to company’s payroll system Communicate with new hires before their start date to provide necessary information (e.g. work schedules and contract details) Process employment paperwork Coordinate relocation procedures for expats Liaise with internal teams to create corporate accounts for new employees Gather candidate experience feedback from new hires Assist existing employees when they move to a new department or position Works collaboratively with the organization (site/functional) leadership team and HR team to develop a healthy leadership pipeline for the organization (site or function). Leads the implementation of all talent, leadership and team planning processes, policies and procedures at the site or within the function which includes but is not limited to: succession planning, leadership selection and assessment, leadership development planning and the site’s annual organizational development readiness plan. Actively engages, coaches and educates leaders and HR partners in the team effectiveness process including assessments, design and developing leadership off-sites, team make-up and observations/feedback on team effectiveness competencies. Builds, coaches and facilitates effective teams through the effective use of tools, team building activities, development activities and supporting the leaders in creating an engaged environment. Acts as the organization’s (site/functional) learning organization conscience by advocating practices that improve team effectiveness, systems thinking, personal mastery, employee engagement and continuous improvement.

• Coordinate and direct work activities for managers and employees • Work with company CEO and/or Director to strategically plan HR initiatives that will benefit the company and encourage more efficient and beneficial work from employ • Analyse and modify compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements. • Plan and conduct new employee orientation to foster positive attitude toward organizational objectives. • Serve as a link between management and employees by handling questions, interpreting and administering contracts and helping resolve work-related problems. • Plan, direct, supervise, and coordinate work activities of subordinates and staff relating to employment, compensation, labour relations, and employee relations. • Analyse training needs to design employee development, language training and health and safety programs • Maintain records and compile statistical reports concerning personnel-related data such as hires, transfers, performance appraisals, and absenteeism rates.

Administer compensation, benefits, and performance management systems. • Identify staff vacancies and recruit, interview and select applicants. • Allocate human resources, ensuring appropriate matches between personnel. • Provide current and prospective employees with information about policies, job duties, working conditions, wages, opportunities for promotion and employee benefits. • Perform staffing duties, including dealing with understaffing, refereeing disputes, firing employees, and administering disciplinary procedures. • Advise managers on organizational policy matters such as equal employment opportunity and sexual harassment and recommend needed changes. • Monitor employee progress and stay abreast on company climate and culture, ensuring it stays positive and productive • Coordinate and direct work activities for managers and employees • Work with company CEO and/or Director to strategically plan HR initiatives that will benefit the company and encourage more efficient and beneficial work from employ • Analyze and modify compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements. • • Plan and conduct new employee orientation to foster positive attitude toward organizational objectives. • Serve as a link between management and employees by handling questions, interpreting and administering contracts and helping resolve work-related problems. • Plan, direct, supervise, and coordinate work activities of subordinates and staff relating to employment, compensation, labor relations, and employee relations. • Analyze training needs to design employee development, language training and health and safety programs • Maintain records and compile statistical reports concerning personnel-related data such as hires, transfers, performance appraisals, and absenteeism rates

povide a firm foundation in all areas of HR including its impact on business sustainability. It will help you develop practical skills and give you the confidence to be more effective at work and add value to your HR function.