Wehad ALghamdi

• Lead the development and delivery of training programs for operational teams using blended learning (e-learning, ILT, and on-the-job training) and develop LMS content aligned with park operations. • Conduct Training Needs Analysis (TNA) and create structured learning pathways aligned with Qiddiya’s operational and guest-experience standards. • Engage and influence cross-functional stakeholders to align training priorities, validate operational requirements, and support successful park readiness initiatives. • Manage the onboarding experience for new employees, ensuring a structured and engaging introduction to park culture, safety, and operational policies. • Monitor training effectiveness through assessments, performance data, and learner feedback to drive continuous improvement. • Ensure all learning practices meet theme park industry standards and support a culture of ongoing development and operational excellence.

• Lead the Learning & Development department for KSA, setting strategies for continuous improvement and aligning all initiatives with business goals. • Designed and implemented the company’s Learning Management System (LMS) and launched an internal Academy to centralize training programs, track learner progress, and ensure scalability. • Developed comprehensive training tools, operational guidelines, and learning resources to enhance employee knowledge, with a focus on operational excellence and consistent brand standards. • Partner with Operations, HR, and Quality teams to align training with compliance, safety, and service standards while identifying high-potential employees for development. • Designed and delivered training programs across multiple departments to strengthen technical and soft skills, elevate customer experience, and support operational performance. • Implement Individual Development Plans (IDPs) and Department Development Plans (DDPs) to prepare future leaders and strengthen the talent pipeline. • Conduct regular skills gap assessments, analyze performance metrics, and refine training programs to close gaps, streamline workflows, and improve consistency across functions. • Manage training budgets, vendor relationships, and learning resources to ensure cost-effective, high-quality program delivery.

• Supported Starbucks’ expansion by managing new store openings and ensuring operational readiness. • Led operations for 14 stores, delivering excellence in service, quality, and customer experience. • Led recruitment and managed headcount planning across the district, ensuring optimal staffing levels and strong talent pipelines. • Supported internal growth and promotion by developing high-potential partners and preparing them for next-level roles. • Monitored KPIs including sales, P&L, staff performance, compliance, customer experience, and marketing activities. • Managed inventory levels and controlled operational costs to minimize waste and protect profitability. • Forecasted and executed business plans to achieve sales and profitability targets. • Provided ongoing training, coaching, and development to store managers and partners to enhance performance and operational capability. • Executed seasonal campaigns and product launches, ensuring operational and promotional readiness across the district. • Conducted store visits, operational audits, and facility inspections to ensure safety, food quality, and operational excellence standards. • Ensured strong cash management, financial accuracy, and full adherence to operational policies. • Reviewed compliance, facilities, and food safety audits, ensuring timely implementation of corrective actions. • Guided and motivated diverse teams by communicating goals, performance expectations, and Starbucks values.

• Head Recruiter for Starbucks. • Handling Starbucks recruitment for CP & remote area. • Partnered closely with the business to understand evolving needs and create new opportunities for sourcing qualified candidates. • Use social media to advertise positions and attract candidates. • Receives and reviews applications, manages interviews and tests, and creates a shortlist of candidates for the Stakeholders. • Preparing recruitment reports for the Stakeholders. • Taking care of the stakeholder vacancies.

• Recruiting for stakeholders. • Handling Royal Commission for AlUla vacancies. • Sourcing and arranging the interview with the candidates. • Responsible for the recruitment cycle (issuing the offers, onboarding process & communication). • Preparing recruitment reports. • Manage candidates' interview results and selection decisions by hiring Managers & stakeholders.