1. 1 | P a g e
Mishari Felemban
Mobile: +966 542 287 955 Email Address: mishari20008@hotmail.com
Birth Date: 28 August 1987 Arabic & English – Fluently
Nationality: Saudi Arabia Marital Status: Married
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To capitalize on my Human Resources, management, and business experience gained throughout my career to lead a
human resources department to become an active and productive department in a large organization. An inbox of all
the skills gained throughout my career can be found on the last page of this documents.
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Human-resource strategy, objectives, policies, Programs Training and development managements.
Compensation and benefits design/Administration, Succession planning
Organization Objective, Goals, Strategy and Measurement plan Policies and Procedures developments
Moral, Productivity, and Colleagues Retention program Management crisis
Talent Management Performance management
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Group Director of Human Resources at KAB holding company, August 2015.
Managing and improvement the following (Saudization organizations, Talent acquisitions, Head count budget for
each department, Training & developments, Performance management, Succession plan, Rewarding system,
Implements and develop the Policies, Procedures, Salary scale, Benefits and compensation, Turnover, and
Management crisis).
Essential Functions Reasonable accommodations may be made to enable individuals with disabilities to perform the
essential functions. Assists company officers and senior staff members in the development and formulation of long
and short-range planning, policies, programs and objectives.
Directs and monitors department managers to accomplish goals of the manufacturing plan, consistent with
established manufacturing and safety procedures. Acts as liaison between department management/subordinate
levels, as well as executive/department manager levels to inform personnel of communications, decisions, policies
and all matters that affect their performance, attitudes and results.
Regional HR Business Partner at MYN Group, FMCG Sector, February 2014 – July 2015.
Oversee human resources at all facilities and offices in the regions including, Talent Management and Saudization,
Performance Management, People Cost, Labor Relations, Organizational Development, Administration and People
Management.
2. 2 | P a g e
Assistant Director of Human Resources at Fairmont Raffles Hotels International, April 2010 – February 2014
Stages of professional development:
In April 2010 Haired as Assistant HR Manager for Fairmont Hotel.
In Jan 2012 Become HR Manager and part of opening team for Swissotel Makkah.
In Feb 2013 Become as Assistant Director of HR for Swissotel Makkah
Managing the Human Resources Strategy: Executes and follows-up on engagement survey related activities
Champions and builds the talent management ranks in support of property and region diversity strategy.. Coordinates
the human capital review process at property and leads succession planning activities on property and in the market,.
Leads and participates in succession management and workforce planning. Attends executive committee meetings as a
member of the property EXC and provides meaning or context to the Human Resources results (e.g., retention
statistics, criticalopen positions, employee satisfaction, and training initiatives and results); and demonstrates an
understanding of owner priorities’ Recruitment. Process:
Managing Staffing and Talent Process: Analyzes open positions to balance the development of existing talent and
business needs. Serves as coach and expert facilitator of the selection and interviewing process. Develops staffing
strategy (in collaboration with line manager) relating to hiring practices; consults with line manager on compensation,
benefits, etc. Ensures managers are competent in assessing and evaluating hourly staff.
Managing Staff Development Activities: Ensures completion of the duties and responsibilities of the properties’
Human Resources staff members, as outlined in applicable job description. Ensures property Human Resources staff is
properly trained in all employee-related human resource information to appropriately respond to property employees.
Serves as resource to property Human Resources staff on employee relations questions and issues. Continually
reinforces positive employee relations concepts.
Human Resources Manager at Energize Marketing & Advertising Co, July 2007 - Feb 2010.
Stages of professional development:
In July 2007 Haired as Project Supervisor and HR clerk.
In Jan 2009 Become HR Manager.
Job roles and Description:
Created the HR department from scratch, Responsible for creating the Policies & Procedures, Compensation system,
Training System, Recruiting processes, Administrative processes, and employee affairs processes. At the same time I
was, handling a few Organization Development projects for clients.
3. 3 | P a g e
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Key achievements with Mohammed YousefNaghi Group:
1) Reducing the forecast and saving the cost. By revamp the Policies and Procedures.
2) Reducing the turnover 90% for Y 2014 comparing with Y 2013.
3) Saudization by Companies:
Arabian Trading Supplier Co. 32%. Target is 38%.
Mosanda Logistic Service Co. 21%. Target is 16%.
Tarweej Co. 29%. Target is 25%.
4) Reducing legalese cases 70% 2014 by revamp the strategies and policies specially Fleet Division.
5) Improvement the level of service by implementation of HR strategies and HR processes across the regions.
6) Develop and activate the reward system.
Key achievements with Fairmont Raffles Hotels Internationals:
1) Reducing the forecast and saving the cost by (Providing the food to the colleagues in room dining the saving
almost 150 SR Million per year).
2) Achieve the required Saudization rate 41%.
3) Colleagues’ engagement satisfaction 4.47 out 5.
4) Reducing the turnover 10% during 2013.
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Bachelor degree in Business administration - King Abdulaziz University KSA Issue date 2013.
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1) Leader Manager Achieving Performance with Fulfilment (Organization MYNG) Issue Date: 16.June.2014.
2) Preparing the Local standard policy instructions & SPI’s for Swissotel Makkah (Organization Swissotel Hotels &
Resorts) Issue Date: 01.Nov.2013.
3) Analyze and devise the action plan for CES – 2013 in collaboration with departmental teams (Organization Swissotel
Hotels & Resorts) Issue Date: 14 Sep.2013.
4) Complaint is a Gift (Organization Swissotel Hotels & Resorts) Issue Date: 01.Dec.2012.
5) Individual Management Performance, Activities & Competencies Tracking System. (Organization Swissotel Hotels &
Resorts) Issue Date: 24.Nov.2012.
6) SMART Goals (Organization Swissotel Hotels & Resorts) Issue Date: 21.Nov.2012.
7) Practical Methods for Building an Ethical Culture (Organization Business and Work Ethics Forum) Issue Date:
28.May.2012.
8) Supply Chain Planning New Horizons in Food Safety (Organization Saudi Quality Council) Issue Date: 25.May.2009.
9) Dealing with customers and sales skills development (Organization Managing Sales Development - Saudi Telecom)
Issue Date: 25.Nov.2006.
10) Indirect Sales Outlets Mobile (Organization Managing Sales Development - Saudi Telecom) Issue Date: 22.Nov.2006.
4. 4 | P a g e
HR Skills Inbox
Area Skill
How
learned
Organization
name
Where Used Result
Organization
Planning and
creating
organization
structure.
Best
Practices
FHRI FHRI
Absolute clarity in the tasks and
responsibilitieswhichledtotake full
advantage of all the functionality
Organization
OGSM
Workshop
participant
MYN MYN
Helpful to setup the Goals for all
teams,andusing the best strategies
to achieve Organizational goals
Gap analysis on
bottlenecksand
inefficient
workflow
processes
Best
Practices
FHRI FHRI Reduced losses.
Creating Job
descriptions
Best
Practices
FHRI FHRI -MYN Reduced losses.
Performance
Management
Design of
Colleague
Development
Plan
Personal
Effort
FHRI FHRI -MYN
Assist the colleague for stability,
Assist fellow at setting clear goals
and strengthenthe ambitionhe has.
Implementation
and periodic
follow up on
improvement
areas in
Colleagues
performance by
PDR and One 2
One Meeting
Workshop
participant
MYN MYN
Assist to improving the level of
crevice andcolleaguesengagements
Talent
Managements
Built a personal
network of HR
managers and
Social Services
network across
the GCC.
Personal
Effort
FHRI FHRI -MYN
Buildthe goodrelation and improve
the company image
Built a personal
network with
key
headhunters,to
ensure top
quality
individuals are
always passed
to me, with a
specific focus
on fresh
graduates.
Personal
Effort
FHRI FHRI -MYN Selectthe best talent in the market.
5. 5 | P a g e
Made HR
introduction
supported with
successful
stories to clear
the Vision,
Mission,Values
of the company
Personal
Effort
FHRI FHRI -MYN
Assist the colleague for stability,
Assist fellow at setting clear goals
and strengthenthe ambitionhe has.
Moral,
Productivity,
and Employee
Retention
Reward System
Personal
Effort &
Workshop
participant
FHRI FHRI -MYN
Clear the image for any colleague
has vision and passion to develop
himself with program meet his
requirements and support the
company to achieve the goals
Promotion
strategy
Personal
Effort
FHRI FHRI -MYN
Clear the image for any colleague
has vision and passion to develop
himself with program meet his
requirements and support the
company to achieve the goals after
Promotion
Training and
Development
programs
Personal
Effort &
Workshop
participant
FHRI FHRI -MYN
Increase the capacity and skills
necessary for colleagues to do the
job the best practices
Policies and
Procedures
Review the
Policies and
Procedures to
make sure it's
supporting to
the business
Personal
Effort
FHRI FHRI -MYN
Savingcost,improve level of service
for colleagues and supporting
business properly.
