Dr.

Meshal Ibrahim Almasaadi

PROFESSIONAL SUMMARY

EXCELLANCE | LEADERSHIP | IMPACT

Strategic planner  KPI framework development expert  Human resource development

Top-performing PhD holder in human capital development, specialized in organizational performance and manpower
planning: Implemented and overseen programs that increase efficiency, strengthen employee knowledge and abilities,
improve leadership and maintain the overall health of an organization. Working with top management in diagnosing
root cause and setting company goals, then create viable solutions to meet organizational goals, often incorporating
behavioral science to enhance employee satisfaction and productivity. Also help personnel adjust to new procedures
during times of change.

AREAS of EXPERTISE
Organization Change & Development Interventions | Develop and Delivering Training | Assessing & Diagnosing OD
| end Human Resources Analysis Skills | Training Programs Assessment, Planning & Data Evaluation | Creative

lesson planning | Purposeful lesson planning | Statistics in SPSS and R Studio | Project Management | Effective
Communication | Negotiation | Change Management | Digital Transformation | Big Data | Manpower | Growth and
Development | Succession Planning

PERSONAL DATA

Nationality: Saudi
City of Residence: Madinah
Place of Birth: Madinah.
DOB: 21 of October 1979 G.

WORK HISTORY
Head of Human Capital Development Manager
National Company for Mechanical Systems – NCMS (April 2020 to Present)
Position Summary: I am handling Planning, development, training, and recruitment
sections. The following points show my responsibilities and duties in each area.

Planning Manager Responsibilities and duties:

 Developing and implementing HR strategies and initiatives aligned with the overall business
 Review and analyze our organizational structures, responsibilities, reporting relationships and work
processes in order to increase organizational effectiveness.
 Enhances the organization’s human resources by planning, implementing, and evaluating employee
relations and human resources policies, programs, and practices.
 Uses a proven approach to strategic workforce planning to ensure that there is alignment between the
people and business strategies needed both in the short term and long term.
 Leading the design and establishment of an integrated organizational structure with clear
reporting lines and well-defined job descriptions to cultivate a results-focused,
 performance-driven culture that aligns with core business objectives.
 Leading the design and establishment of an integrated organizational structure with clear
reporting lines and well-defined job descriptions to cultivate a results-focused,
performance-driven culture that aligns with core business objectives.
 Maintains the work structure by conducting job analysis for all positions.
 Presenting strategic leadership and direction to HR policies and practices across the entire organization
with an aim of effectively balancing the needs of employees with strategic business goals.
 Provided strategic oversight and direction to organization’s HR policies and practices;
presented innovative ideas/ initiatives to build, nurture and better connect the workforce
with strategic priorities of the organization.
 Direct and leads process of employee engagement across the entire organization
 Identify current & future manpower requirements and recommend long & short term Manpower plans
taking into account projected growth & expansion of various Functions/ departments.
 Commanding the manpower planning function – developing manpower forecasts, evaluating head-
count, staff movement/ turnover and conducting gap analysis to ensure the organization has the
required talent/ skills to meet business goals.
 Evaluates and advises on the impact of long-range planning of new programs/strategies and regulatory
action as those items affect the attraction, motivation, development and retention of the people resources
of the organization.
 Build, direct, manage, and ensure implementation and effectiveness of the company’s Performance
Management system.
 Involve in the identification, assessment, development planning and review of successors to key positions.
 Contribute to the development and implementation of enterprise-wide core career path model
 Facilitate the succession planning process. Prepare a succession plan and update the plan
every year
 Diagnose potential organizational problem areas and present solutions to the
management.

Development Manager Responsibilities and duties

 Develops human resource planning models to identify competency, knowledge and
talent gaps and develop specific programs to fill the identified gaps.
 Analyze training needs to develop new training programs or modify and improve existing
programs.
 Evaluate instructor performance and the effectiveness of training programs, providing
recommendations for improvement.
 Plan, develop, and provide training and staff development programs, using knowledge of the
effectiveness of methods such as classroom training, demonstrations, on-the-job training,
meetings, conferences, and workshops.
 Prepare training budget for department or organization.
 Confer with management and conduct surveys to identify training needs based on projected
production processes, changes, and other factors.
 Develop and organize training manuals, multimedia visual aids, and other educational
materials.
 Develop testing and evaluation procedures.
 Train instructors and supervisors in techniques and skills for training and dealing with
employees.
 Conduct orientation sessions and arrange on-the-job training for new hires.
 Conduct or arrange for ongoing technical training and personal development classes for staff
members.
 Design employee promotion policies.
 Discuss career-pathing options with high-potential employees
 Boost employee morale by implementing performance-based bonuses
 Conduct skills gap analyses to determine personnel needs
  Create organizational charts and define each position’s responsibilities
 Organize quarterly and annual performance review sessions
 Manage department’s budget
 Calculate employee engagement metrics, like retention and turnover rates
 Perform benchmark analyses of compensation and benefits
 Provide team members with direction for leadership and development initiatives
 Oversee sourcing and hiring procedures to ensure we attract and select high-potential
employees.
 Conduct a survey study to measure the level of employees' engagement and identify job
resources factors that might help to make employees more engaged in their jobs.

Talent Acquisition
 Create a talent acquisition strategy.
 Interview candidates who are applying for a job.
 Assess the needs of current employees.
 Adjust employee benefits according to observed needs.
 Conduct employee satisfaction surveys.
 Visit job fairs at schools or universities.
 Compare our salary scales with the market.
 Calculate recruitment cost

HR Director at Saudi German Hospital (SGH) (12/2019 TO .01/04/2020)

 Developing and implementing human resources policies.
 Supporting strategic objectives.
 Hiring staff and negotiating employment agreements.
 Ensuring compliance with laws and regulations.
 Managing staff wellness and performance reviews.
 Motivating and supporting current staff.
 Maintaining staff records.
 Handling employee benefits.
 Identifying staffing needs and creating job descriptions.
 Designing and directing training programs.
 Prepare actors for auditions by providing scripts and information about roles and casting
requirements.
 Relationship building with senior leadership team to align in delivering business results
 Organizational structure and planning
 Driving talent management and succession planning across the business
 Ensure Learning and Development plans are in place and delivered for all employees
 Responsible for processes of workforce planning and recruitment
 Ensure HR processes are followed and activities are completed across all business
objective setting, performance management, salary review, engagement survey and
results
 Ensure compliance to local regulations/HR policies/standards as well as solving
employee disputes
 Deliver HR results and KPIs
 Familiar with CBAHI and JCI standards and requirement
 Familiar with Saudi Health Council requirement and standards.

Executive Director of Human Resources Division at Abdul Ghani Hussein Group (Al-Dar Hospital 220 beds – Al-
Ryan Medical College)
(+3000 employees) 03/2019 to 12/2019
 Serve as a link between management and employees by handling questions, interpreting and
administering contracts and helping resolve work-related problems.
 Advise managers on organizational policy matters, such as equal employment opportunity and sexual
harassment, and recommend needed changes.
 Analyze and modify compensation and benefits policies to establish competitive programs and ensure
compliance with legal requirements.
  Perform difficult staffing duties, including dealing with understaffing, refereeing disputes, firing employees,
and administering disciplinary procedures.
 Represent organization at personnel-related hearings and investigations.
 Negotiate bargaining agreements and help interpret labor contracts.
 Identify staff vacancies and recruit, interview, and select applicants.
 Plan, direct, supervise, and coordinate work activities of subordinates and staff relating to employment,
compensation, labor relations, and employee relations.
 Prepare personnel forecast to project employment needs.
 Provide current and prospective employees with information about policies, job duties, working conditions,
wages, opportunities for promotion, and employee benefits.

Achievements
 Implement KPIs at employees, task, and organization levels.
 Implement a succession planning program
 Update emplacement contract.
 Guide HR staff to improve their performance based on the Saudi Central Board for Accreditation of
Healthcare Institutions (CBAHI) standard as well as the International Organization for Standardization
(ISO)
 Develop and implement salary scale.

Recruitment / Specialist
Royal Commission Medical Center - Yanbu, Al Madinah Province 04/2010 - 06/2013
 Developed departmental goals, objectives, standards of performance, policies and procedures.
 Led the planning and achievement of goals and objectives consistent with the agency mission and
philosophy. Recruited, hired, trained and coached on average of 100 new employees per year.
 Maintained and improved the hospital reputation and positive image in the markets served. Collaborated
with department managers to occupy vacant positions and improve services. Identified process
improvements in the day-to-day functioning of the HR department.
 Searched for qualified candidates according to relevant job criteria, using computer databases,
networking, Internet recruiting resources, cold calls, media, recruiting firms, and employee referrals.
 Reviewed applicants' resume/curriculum vitae Placing and assigning employees at clinics, hospitals, and
other medical facilities
 Communicated efficiently with managers and employees ensuring the needs of both are met in a timely and
 effective manner

 Performed background checks on potential employees, as well as checking upon given references,
transcripts, and credentials
 Negotiated salary, problem-solving, and counseling, therein establishing a rapport with the job candidate

HR Manager
Home Jeddah for Investment and Real Estate Development - Madinah & Jeddah 10/2004 - 07/2006
 Developed company personnel policies, standard operating procedures and employee handbooks.
Developed and facilitated all new-hire orientations.
 Built a comprehensive employee recruiting strategy. Established and monitored employee pay scales.
 Offered fair and equitable compensation by comparing current salaries with market pay. Managed the
employee rewards programs.
 Conducted job analysis and job evaluations, resulting in quality job specifications.
 Shadowed employees to determine an accurate description of the duties and skills required for each
position. Maintained and enhances the organization's human resources by planning, implementing, and
evaluating employee relations and human resources policies, programs, and practices.
English Teacher (Internship)
Miqdad Bin Amr Elementary School - Madinah 01/2006 - 04/2006

 Successfully improved student participation in the classroom through integration of creative role-playing
exercises.
  Implemented reading and writing workshops to increase student literacy and support school reading
programs.
 Collaborated with a team of faculty to develop after-school tutorial program for students in need of extra
help. Organized grade records to increase reference speed.
 Developed and taught lessons on relevant children's books, poems, movies and themes to promote
student interest.
 Consistently received positive teacher evaluations from students.
 Met with parents to resolve conflicting educational priorities and issues.

Front Office Supervisor

Anwar Al Madinah Mövenpick Hotel - Medina, Al Madinah Province 12/2003 - 09/2004

 Improved customer service ratings through conducting customer satisfaction survey. Recruited and trained
20 new members of the guest service team.
 Increased hotel revenue, profits and market share through differentiate our services from your competitors.
Resolved service-related problems in a timely manner.
 Developed departmental objectives, work schedules, budgets and policies.
 Updated team members about changes in hotel products, services, pricing and policies. Delivered
messages, mail and packages left for guests and hotel facilities in a timely manner.

Reservation Supervisor in Sales and Reservation Department

Al Saha Al-Safir Hotel - Medina, Al Madinah Province 01/2002 - 12/2003
 Improved customer service ratings through conducting an effective customer satisfaction program.
Implemented action plans to meet the hotels business strategies goals.
 Updated action plans and financial objectives quarterly.
 Identified new markets and business opportunities and increase sales.
 Work closely with Revenue Manager to ensure proposed rate negotiations meet the financial needs of the
hotels.
 Develops relationships within community to strengthen and expand customer base for sales opportunities.

Front Desk Representative "Summer Experience"

Green Palace Hotel - Al Madinah Al Munawwarah, Al Madinah 06/1999 -
09/1999

 Keeping front desk tidy and presentable with all necessary material.
 Greeting and welcoming desks as they approach the front desk.
 Answering questions and addressing complaints

Teaching Assistant (Data Analysis Course)

Penn State University - State College, PA 08/2016 - 12/2016

CONSULTATION EXPERIENCE

 Participation in a consulting project for the Penn State Talent Search Program to help an organization
effectively implement an organizational development (OD) change effort (February, 2015).
 Work on an individual project involving an analysis of service quality at Imperial Towers Apartments,
Philadelphia, PA (September 29, 2015)
 Participation in an intervention developed for the Pennsylvania Black Conference on Higher Education
 (PBCOHE; January, 2017)
 Served as recruiter for the Royal Commission at Yanbu, Health Services Program, at a job fair in
Washington, D.C. (May, 2012)
 Consultant for the Royal Commission at Yanbu, Health Services Program, in Saudi Arabia to improve HR
department processing and update job descriptions

EDUCATION
Ph.D.: Workforce Education and Development
Pennsylvania State University- State College, PA December, 2018.

 Emphasis in Human Resource Development/Organization Development.(72 credits). GPA: 3.94 out of 4.00
 Passed the Comprehensive Exam.
 Research Topic : Work Engagement as Mediator in the Relationship Between Job Resources and
Employees' Turnover Intention Among Nursing Practitioner In Saudi Arabia.
 Rankings of Penn State's Workforce Education and Development program by U.S. News & World Report
No. 2 in 2017
 Penn State ranks No. 50 overall among national universities in U.S. News & World Report's 2017 "Best
Colleges" rankings.
 The University comes in No. 14 among national public universities among national universities in U.S.
Recipient of King Salman Scholarship Program.

Master of Science: Human Resources Development

Pittsburg State University - Pittsburg, KS

Diploma for Teaching Elementary School (2 Years): English Language

Teachers College in Al Madinah Al Munawarah - Teachers College in Al Madinah Al Munawarah

Applied Computer Science Diploma (6 months) : Computer Since

King Abdulaziz University - Jeddah, Makkah Province, Saudi Arabia

Bachelor of Science: Marin Physics

King Abdulaziz University - Jeddah, Makkah Province, Saudi Arabia

CERTIFICATIONS

 Office Management (Nov 28 - 30, 2011).

 Customer Services and Quality Improvement ( June 4-7, 2011) Teamwork and Building Relationships (Oct
18 - 20, 2011) Effective Communication skills (Oct 9 -11 2010)
 Team-Building and Teamwork (Oct13 - 15 ,2012)
 Lean of Six Sigma - Green Belt (Nov 30,2013 – Dec 1, 2013).

AFFILIATIONS
 Society of Human Resource Management (SHRM).
 The Association for Talent Development (ATD)
 The Academy of Human Resource Development (AHRD)

AWARDS RECEIVED
 Appreciation Certificate from Human Resources Development Club for successfully participating as an
Active Club Member
 Appreciation Certificate from International Students Association at Pittsburg State University for
successfully participating in the soccer tournament.
 Appreciation Certificate from Saudi Students Association at Pittsburg State University
 Appreciation Certificate from Saudi Students Association at Philadelphia, PA.
 Appreciation Letter from HR manager at Royal Commission Medical Center for successfully preparing HR