Turki AlGhoraibi's CV

1. TURKI AL-GHORAIBI
General Manager - Human Resources
Riyadh, Saudi Riyadh, Saudi Arabia
Email Address: Talghoraibi@Gmail.Com
Mobile Phone Number: +966.567272778 - +966.544333344
OBJECTIVE:
To pursue a challenging career with a growth oriented professional organization that offers an extensive
experience and career development opportunities in a position requiring hard working and cooperative
professional environment
Executive Summary
A Professional with more than 17 years of HR & Leadership Development, Organization Design, Trans-
formation and Change Management. Well versed on the latest HR practices, principles and bench marks.
Possesses strong leadership and with high level of interpersonal skills.
SPECIALTIES: (HR, TRANSFORMATION and LEADERSHIP)
Change Management HR Strategic Planning Process Re-engineering
Organizational Development HR Automation “HRMS – HRIS” Project Management
Policy Design Manpower Planning Job Evaluation and Grading Design
Performance Management Talent Management Team Building
Reward Management Talent Seeding & Acquisition HR Analytics “MIS”
Compensation & Benefits Talent Training & Coaching Succession Planning
LinkedIn Expert & Admin Digital Media Expert Employee Relations

2. Experience:
Jul 20118 – Present - General Manager - Human Resources
Real Estate Development Fund - WWW.REDF.GOV.SA Riyadh, Saudi Arabia
Driving The Human Resources Transformation Initiative For REDF As Part Of Saudi VISION 2030
o Business Enablement
o HR Transformation to the new model
o Process Enhancement
o Digitalization & Work Environment Enhancement
o Improve Team Efficiency
o Increasing Employee Satisfaction
o Building capabilities within REDF Through Learning and Career
o Drive Excellence within REDF operating model
ORGANIZATIONAL DEVELOPMENT
• Ensure that REDF has a best-in-class structure to deliver on it’s strategy and business model along with the
adequate supply of talent to perform at expected efficiency levels
• Establish a structured career management framework to provide clarity towards role, growth and development
opportunities within REDF
• Ensure the availability of the skills and competencies required by REDF to effectively implement its business
strategy
• Develop and oversee the implementation of HR policies, systems, processes, procedures and controls so that
all relevant procedural/legislative requirements are fulfilled while delivering a quality, cost-effective service in
a consistent manner
• Define and implement REDF’s compensation philosophy in order to attract, motivate and retain talent
TALENT MANAGEMENT
• Position REDF as an employer of choice to attract and retain talent, and work towards building an internal
pipeline of successors for key leadership positions
• Define and implement REDF’s training and development programmes to foster a culture of continuous learning
and development
• Enable employees to experience a holistic learning journey that encapsulates multiple
• Ensure the performance management system enables an accurate evaluation of employee contribution and im-
proves the way in which managers manage the performance of their subordinates
• Ensure close cooperation between HR and the other functions within REDF to drive alignment between HR
strategy and services to the functional strategies in supporting and enabling smooth operations
TALENT SERVICES
• Design and implement the employee engagement plan and monitor engagement levels to enhance employee
engagement and performance
• Develop and maintain strong relationships with ministries and relevant governmental entities to manage and
address issues related to employment matters in alignment with statutory requirements and precedents
• Management of employee relations, including leave management, grievances and attendance management
• Provide advisory and support to the branches, as required, to facilitate their alignment and aid problem-solving
for HR matters

3. April 2016 – Jun-2018 - Associate Vice President - Human Resources
CONTACT CENTERS COMPANY (CCC) a joint-venture between Aegis and STC - www.ccc.net.sa Riyadh, Saudi Arabia
Overseeing the Human Resources function for Contact Centers Company, Saudi Arabia:-
o HR Strategy
o Talent Acquisition, Engagement & Management
o Change Management & Leadership Development
o Talent Services & Compliances
ACHIEVEMENTS:
• Automated the Recruitment Process from end to end by implementing Taleo system.
• Implemented the new CCC's HCM Cloud system. (Oracle Fusion).
• Implemented the 1st Management Training & development programs at CCC which aims at training more than 600
Saudi employees, in association of HRDF.
• Lead the transition of the largest ever project at CCC of moving 1100 employees from STC staffing business to be fully
managed by CCC in the CLM business.
• Increased the Headcount of Females to reach 800+ employees by end of November 2016.
• Designed and implemented the “Female Empowerment Program (FEP)” that is aiming to provide Female employees
with Career Development growth opportunities by increasing the percentage of Females in the management roles to
reach 9% of the total female HC by the end of 2016.
AWARDS:-
• CCC HR has been awarded by AEGIS Global with the Excellence Award in Talent Acquisition across all AEGIS in 11 coun-
ties.
• CCC has been Awarded by Riyadh Chambers of Commerce “Female Branch” for being best compa- nies who have con-
tributed in Training & hiring Saudi Females across the kingdom in 2016.
June 2013 - March 2016 - Head of Talent Acquisition & HR Operations Group
CONTACT CENTERS COMPANY (CCC) a joint-venture between Aegis and STC - www.ccc.net.sa Riyadh, Saudi Arabia
Managing the HR function for CCC’s partnership with STC within the staffing business which covering the
following responsibilities: - “Headcount is 3000+ employees”
- Driving Business Partnership & Client Relationship “STC”
- HR Automation & Technology Management
- Talent Acquisition, Talent Seeding & Talent Sourcing
- Employer Branding
- New hires Training & HR Orientation
- Talent Management, Services & HR Operations
- HR Payroll & Payment Management
- Employee Performance Management
- Compensations & Benefits and Reward Management
- Employee Retention, Employee Satisfaction & Staff Engagement
- MIS & Data Management
- HR Audit & Compliance Management
- Whistle-blowing & Complaints Management

4. ACHIEVEMENTS:
• Managed the process of hiring more than 3000 employees in CCC throughout 2013-2014.
• Established CCC’s presence in 11 new locations across the kingdom (Dammam-Ahssa-Makkah- Abha-Qassim-Yanbu-
Jubail-Kharj-Jizan-Najran-Taif)
• Managed the Transition and startup of the new female call center in CCC. “902 Female Call Cen- ter”
• Implemented CCC's HRMS system. (ONEVIEW)
• Implemented the monthly performance Incentive Scheme for CCC employees.
• Established CCC’s Employer Branding within the Social Networking Channels.
• Increased the revenue of CCC by earning acquiring 7 new businesses in STC.
• I have been a major contributor to CCC’s growth strategy being the HR Business leader for CCC’s Planning & Business
Development steering committee.
AWARDS:-
• CCC has been Awarded by TAQAT & Ministry of Labour for being 1 of biggest 7 companies who have contributed in
hiring Saudis across the kingdom in 2013
• Awarded with the “Employer Achievement Award – 2014” by Naseeba in association with Mon- ster.com
• Employee Performance Excellence Award – 2013
• Employee Performance Excellence Award – 2014
June 2011 - March 2013 - Head of Talent Acquisition (Including Talent Management & Staff Engagement)
CONTACT CENTERS COMPANY (CCC) a joint-venture between Aegis and STC - www.ccc.net.sa Riyadh, Saudi Arabia
ACHIEVEMENTS:
• Implemented the HR policies & procedures of CCC in alignment with AEGIS global standards.
• Implemented the employee self-service system (MenaMe) to allow staff to acquire all their HR services electronically.
• Introduced the Employee Handbook.
• Introduced the welcome kit for new joiners.
• Implemented the concept of conducting policy awareness sessions and was successful in conducting more than 20 pol-
icy awareness sessions to our existing employees in both Riyadh & Jeddah which has effectively helped in resolving
queries related to HR policies and processes. I also, implemented the same in our new recruitment Induction program.
• Completed the design of CCC Careers Website.
• Driving the initiative of implementing the Employee Value Proposition program (EVP) within the company. GET, SET,
GO
• Implemented the Diversity frame work within CCC and introduced the Monthly Diversity Tracker and Yearly Calendar
in order to capture and monitor the progress of the program.
• Started the initiative of the creating a competency based Interview Evaluation Sheets for each position in the company.
• Introduced Internal Job Posting concept within CCC and rolled out the IJP for more than 65 positions in various functions
during 2011.
• Successfully signed 3 agreements with the Human Resources Development Fund to finance CCC’s recruitments and
saved more than 2.4 million for the company.
• Introduced HR portal which includes all HR Policies & Process for the reference to the employees and it has many other
options available for the benefit of the employees. http://10.245.72.192/ hrportal/
• Associated and tied up with more than 10 financial institutions, electronic giant, clubs, hotels etc to provide and treat
our employees as special customers. This helps to bring in the feeling of belongingness among the employees.
• Successfully acquired 66 work visas for various nationalities.
• In progress of implementing the first staff engagement survey in CCC.

5. June 2010 - May 2011 Head of Recruitment at Alawwal Bank
Managing the recruitment function in the Bank as well as Saudi Hollandi Capital.
ACHIEVEMENTS:
• Signed an agreement with the Human Resources Development Fund to finance SHB’s/SHC’s recruitment for manage-
ment development programs and saved around 1 Million for bank.
• Recruited 498 candidates in 2010 which 96% percent of the new recruits were identified by HR Recruitment Team.
• Reviewed all HR Policies and Procedures for the purpose of aligning them to the HR international best practices.
• Implemented the new SHB careers website.
• Launched the first ever e-recruitment campaign among Saudi Banks trough Facebook.
• The owner of the idea of the first ever Recruitment Managers Forum among Saudi Banks which has been hosted by
Saudi Hollandi Bank.
• Developed and implemented processes and produces for communicating job openings throughout the Bank to ensure
that internal candidates are given due consideration for placement and transfer before external recruiting.
• Managed the HR process re-design project in association with Hewitt Associates.
January 2006 - June 2010 HR Recruitment / Compensation & Benefits Services Manager
April 2008 - June 2009 HR Assistant Manager - Recruitment
June 2006 - March 2008 Human Resources Officer - HR Operations at Alawwal Bank
ACHIEVEMENTS:
• Participated in the establishment of the Compensation & Benefits department in the bank.
• Participated in launching the first ever non-financial survey across Saudi Banks managed by institute of banking and
NAHAR consulting.
• Managed three salary surveys with reputed consulting firms.
• Produced and launched the Electronic Interview sheet. Changed the Interview questions from open ended to close
ended questions which will allow future analysis of data. Reduced the time to fill the interview sheet by 15 minutes.
• Improved Recruitment package. Reduced the printed pages from 21 to 1 which resulted in reducing the time to explain
and verify the form by 10 minutes per candidate.
• Created the recruitment data source to allow recruitment specialists to issue the offer letter/ employment contract
within 5 minutes.
• Requisition form. Reduced the offer letter issuing time from 4 days to 1 day. Simplified the decision making process for
top management by imposing that the CV is uploaded within the requisition form. Dramatic "opportunity cost" savings.
• On-boarding process (Ready to work from day one). Reduced the time to be linked to the network from minimum 4
days to 1 day. Reduced the inquiries.
• Launched the first ever e-recruitment campaign among Saudi Banks trough Facebook.
• The owner of the idea of the first ever Recruitment Managers Forum among Saudi Banks which has been hosted by
Saudi Hollandi Bank.
• Developed and implemented processes and produces for communicating job openings throughout the Bank to ensure
that internal candidates are given due consideration for placement and transfer before external recruiting.
• Managed the HR process re-design project in association with Hewitt Associates.
• Implemented the Overdraft facility to SHB staff replacing the manual Salary Advance Facility.
• Implemented the Islamic loans to SHB staff similar to clients’ loans.
• Part HR E-Service System implementation & Maintenance Team.
October 2005 - December 2005 at HR. & Recruitment Specialist Belhoon Trading Est.
May 2005 - September 2005 - HR Representative Banque Saudi Fransi
June 2002 - April 2005 - HR Control Coordinator Saudi Investment Bank

6. Education
King Abdulaziz University, Saudi Arabia
BACHELOR'S DEGREE in HUMAN RESOURCES MANAGEMENT, GPA: 4.17 out of 5
Chambers Of Commerce, Saudi Arabia
DIPLOMA DEGREE, HUMAN RESOURCES MANAGEMENT, GPA: 96%
Professional Training & Certifications
# COURSE NAME # COURSE NAME
1
Strategic Workforce Planning workshop accredited by
HCMI
31 “Parallel Thinking Using The Thinking Hats Technique”.
2
PMP from a partner of the project Management Insti-
tute “PMI”.
32
Attended the 1st Saudi HR Transformation Summit Held on 23rd
and 24th November 2016.
3 Certified Performance Management Appraiser. 33 Attended the 11th Annual Human Capital Forum MENA
4
Demonstrating skills and knowledge of professionals in
the HR (SPHR) by (SHRM)
34
Qualified from TOEIC (Test of English For International Communica-
tion).
5
Client Ac- acceptance & Anti Money Laundering & Com-
bating Terrorist Financing.
35 Completed English language course from Islamic Imam University.
6 Certified on Behavioral Based interviewing Technique 36
Effective Business Writing, Communication Skills, Service Excellence and
Principles of Banking.
7 Essential HR Skills II. 37
“Effective Communication Skills, Money Laundering and Measures
against Terrorism Financing”.
8 Time Management. 38
Development Competence requirements in improving the benefit of
investment on training”.
9 Coaching Skills for Leaders and Managers 39 Coaching High Potentials
10 Leading Change 40 Human Resources: Leadership and Strategic Impact
11 Human Resources: Handling Workplace Bullying 41 Defining and Achieving Professional Goals
12 Creating a Culture of Change 42 Self Awareness, Authenticity, and Leadership
13 Improving Your Conflict Competence 43 Managing Organizational Change for Managers
14 Developing a Learning Mindset 44 Organizational Culture
# COURSE NAME # COURSE NAME
15 Learning to Be Approachable 45 How to Handle Political Conversations at Work

7. 16 Disrupting Yourself 46 Ryan Holmes on Social Leadership
17 Executive Leadership 47 Human Resources: Using Metrics to Drive HR Strategy
18 Human Resources: Managing Employee Problems 48 Human Resources: Job Structure and Design
19 Managing New Managers 49 Ken Blanchard on Servant Leadership
20 Creating a High-Performance Culture 50 Using Questions to Foster Critical Thinking and Curiosity
21 Bringing Solutions not Problems 51 Improving Your Judgment
22 Transitioning from Manager to Leader 52 Rewarding Employees
23 Managing High Potentials 53 The Hiring Blind Spots
24 Are Leaders Born or Made? 54 Using Data Science to Hire Employees
25 Strategic Human Resources 55 Body Language for Leaders
26
Leveraging the Connection between Well-Being and
Productivity
56 How Should You Think About Money?
27 Developing Political Savvy 57 The Elevator Career Pitch
28 How to Present and Stay on Point 58 HR as a Business Partner
29 Measuring Company Culture 59 Where to Focus: Weaknesses or Strengths?
30 Communicating Employee Rewards