Mohamed Boraei

• Subcontracted to the Talent and National HR Development Directorate.
• In charge of overseeing 14 Talent Management projects
• Development and implementation for 50, 000 employees at 60+ government entities.
• Monitoring and following up on the directorate projects progress and KPI's on monthly and quarterly basis.

CGB aims to achieve the highest levels of organizational and administrative development, to raise the level of human resources in all government entities.

• Managing HR & Recruitment boutique agency.
• Offering various HR consulting and recruitment services either tailored or pre-set packages
• Delivering best HR services in:
• Organization Development, HR Policy & Process, Recruitment, Talent Management, and HRIS.

• Subcontracted by PwC with the Ministry of Public Health in Qatar (MOPH), to lead a project of Job Design and Classification
• Conducted job evaluation (HAYS) and benchmarked job titles conventions.
• Developed clear and transparent career pathways, while aligning the roles to the MOPH job families.
• Created a robust job framework that includes job codes, job descriptions, etc.
• Enabled MOPH to leverage the skill sets, knowledge and experience of each role while retaining key talent.
• Provided a solid foundation across all HR functions.

Teleperformance is the world leader in omni-channels, outsourcing, and contact centers. Teleperformance employs more than 200, 000 employees, operating in 65 countries, and speaks 75 languages.

As a Recruitment Lead, I am focused on achieving 100% staffing, by sourcing the top talents from Denmark and Nordic countries. In charge of full hiring cycle for Google AdWords within the shortest possible time. This results in smooth running of operations, maximizing growth opportunities, and generating the highest return on investments.

I am also promoting employer brand and attractiveness, through utilizing social media to increase awareness and building long term relations with potential top talents.

Assigned to AL SHAQAB which is a state owned organization and currently in transition to become a for profit organization.

The main job purpose is to reorganize, expand, and transform the development and implementation of Al Shaqab Commercial Business Plans. To identify the opportunities for Business Development and initiatives for building internal capacity and Human Capital development, to achieve Al Shaqab Commercial Strategic Objectives.

QF develops the national potential through education, research, and community development, with more than 3, 000 employees from 70+ nationalities.

Managed the development and on-going reviews of a competitive HR Policy to attract, retain and motivate top talent. Served as an In-house Consultant to provide short and long term solutions where the growth, diversity and complexity are demanding:

• Analyzed market data, recommended changes on the revision of HR policy and reward programs, to maintain alignment with the market place.
• Examined the HR policies, government regulations, and prevailing details, to develop competitive HR policies.
• Developed and maintained contacts with related organizations locally and abroad to exchange and obtain information on HR policy matters.
• Devised and implemented appropriate means of communicating information on HR policies to management and staff to promote internal employer brand and loyalty.

Led the HR Technology needs to ensure the highest level of service delivery. Managed a team of 3 functional and technical members:

• Awarded “Excellence in HR through Technology” for the implemented automation in QF HR, by the HRD Congress out of 400 employers, Asia, July 2011.
• Designed and implemented 120 different HR processes and workflows, by managing an annual automation plan to enhance the service delivery to internal and external customers while supporting the HR back office functions. Managed to increase the average self-service requests per employee from 22 to 57 p.a. in 3 years. Processed more than 160, 000 online HR requests in 2013.
• Established HR Call Centre (and CRM system) as a back office to manage and track 13, 000 HR related inquiries and requests per year.
• Developed Manpower Planning system (Hyperion) for more than 3, 000 permanent employees. Consolidated and analysed staff cost of QR 3 billion with annual budget (2013-2014).
• Received “Best Change Management Strategy” award in GCC: 6th Human Assets Middle East Summit, May 2011.

Reported to the HR Director, applying a systematic and comprehensive approach to HR strategic planning, including manpower plan of 40+ permanent staff and financial planning, in addition to monitoring of OPEX & CAPEX spending equal to QR 18 million.

• HR advisor for new QF start-ups and subsidiaries such as Msheireb Properties (investment of USD 5 billion), Qatar Solar Technology, etc. Managed related organizational development, recruitment, compensation and policies, etc.
• Instrumental in creating and designing over 60 HR shared services, agreeing KPIs and performance reporting.
• Directed and consolidated all HR related contents, activities and issues on QF Careers web site and HR portal (Intranet), to support fast organizational growth, talent attraction and retention.
• Received and reviewed all Internal Audit reports, recommended, and implemented necessary changes for better compliance.

Designed organisation and policies in partnership with leadership whilst pioneering market surveys, benchmarking, compensation and benefits trend analysis to support growth strategy.

• Spearheaded and organised 5 local and regional (Doha, Dubai, and Cairo) career campaigns to promote and fill open positions (with both local Qatari Nationals and expats).
• Maintained cordial relations with 10 major regional and global search and head hunting agencies to diversify sourcing channels and address staffing needs.
• Managed the development and enhancement of Oracle HRIS staffing database (i-Recruitment) to support growth needs.
• Initiated a review of on-boarding process for new employees ensuring and enhancing smooth transition. Developed an Orientation Program for new employees to facilitate faster and better mobilization.

GE is an FT100, and one of the most admired organizations in the world.
Led local HR team for Middle East and supported the Middle East business strategy. My main achievements were as following:

• Partnered with executives and global HR leaders to maintain and implement HR policies supporting maximum region growth, in a complex matrix organisation.
• Improved and developed talent identification strategies, building and maintaining relationships with job search firms and universities to maintain talent pipeline at different organization level.
• Instrumental in retaining talent, communicating with stakeholders to ensure identification of business and personal issues, and work with the leadership to facilitate resolving these issues.
• Successfully liaised with the legal community and HQ to manage employees’ concerns, conduct investigations and recommended corrective actions.