Abdulrahman Gheyath

Primary Functions: Strategic:- ➢ Lead the development of the department’s strategy and oversee its implementation. Define strategic KPIs and targets, ensuring accountability for milestone achievement in alignment with PCFC’s vision and mission. ➢ Oversee the development of operational plans and financial budgets for the department in alignment with PCFC's strategic objectives, monitor performance, and devise corrective actions in case of deviations. ➢ Direct the formulation and implementation of department policies and procedures, ensuring compliance with organizational standards. ➢ Contribute to the department-wide initiatives focused on process improvement, digitization, and change management. This includes conducting assessments to identify inefficiencies, developing, and implementing strategies for operational enhancements, leading digital transformation efforts, and managing comprehensive change management plans. Functional:- ➢ Ensure liaison with the senior leadership and key stakeholders to understand business requirements and align the talent and culture strategies accordingly. ➢ Oversee the design and execution of innovative talent acquisition plans to attract and recruit top talent across all levels of the organization and enhance the value proposition for PCFC. ➢ Ensure the effective implementation of Emiratization programs and initiatives and review the performance of the programs ➢ Provide guidance and expert advice for the development and implementation of robust talent development programs, including training, leadership development, and succession planning. ➢ Guide the implementation of effective performance management systems, ensuring alignment with organizational goals and employee development needs. ➢ Direct the organization design activities including organization design, job evaluation, and grading structure, and total reward strategies in alignment with changing business needs, strategic and operational objectives, and regulatory guidelines. ➢ Provide guidance in analyzing workforce data and trends to anticipate future needs, identify gaps, and propose solutions to address them proactively and stay up to date with market standards. ➢ Design and oversee the implementation of total rewards and recognition programs that motivate and retain top talent, ensuring alignment with organizational values and objectives. ➢ Oversee the initiatives to enhance employee wellbeing, engagement, satisfaction, and retention, fostering a positive work environment. ➢ Ensure all talent and culture practices comply with UAE laws and PCFC policies, minimizing risks and ensuring legal compliance. Implement regular reviews and enhancements in PCFC policies. ➢ Provide leadership, coaching, and mentoring to teams, fostering professional growth and development. Organizational;- ➢ Drive the planning and selection of manpower for the department in line with strategic and operational plans. ➢ Promote a culture of excellence in health, safety, and environmental practices by ensuring adherence to the policies and procedures of health, safety, and environment. ➢ Ensure understanding, and adherence to the information security policies and procedures related to their day-to-day activities and safeguard information assets from unauthorized access (disclosure, modification, and destruction). ➢ Reduce the department’s risks by closing all audit findings from different entities such as IAD, FAD, ISR, ISO, and other certificates in line with the agreed deadlines related to the section.

Also handling the roles of Shared Facility General Manager and Ethic Officer. Primary Functions: ➢ Provide strategic leadership to maintain delivery of effective HR solutions required for MIPCO to achieve its goal. ➢ Develop HR strategy to attract, retain talents across the organization. ➢ Provide guidance, advice and mentor the team in developing and implementing the various HR functions, policies and programs. ➢ Closely monitor performance of the Human Resources department against KPIs and department objectives on a regular basis. Recommend improvements and efficiencies in line with MIPCO’s strategy. ➢ Oversee the review and revision of Human Resources policies based on leading practices, complaints, management requests, suggestions, benchmarking, etc. in order to comply with leading practices and with HR laws, regulations and Emiratization requirements as appropriate. ➢ Drive workforce planning and recruitment activities for MIPCO with the aim to achieve optimal supply of talent and meet MIPCO’s talent demands.

Primary Functions: ➢ Manager the operations functions at the DP business unit including Human Resources, IT, Administration, procurement and business process management, ensure effective, timely, and efficient support to the Business units in alignment with the business objectives and corporate guidelines. ➢ Participate in the Development of the business unit strategy by providing input from the prospective of the operations functions at DP, ensuring the objectives are incorporated. ➢ Develop manpower plan, HR budget and implement organizational development initiatives at DP in line with the corporate objectives and requirements. ➢ Direct the Business unit recruitment activities to ensure timely effective recruitment for all vacancies in line with the business, requirements and corporate policies and procedures ➢ Prepare performance evaluation and appraisal reports to assess subordinates productivity and progress and identify training needs of team members to improve efficiency and ensure conformity with standard procedures and practices Main KPIs in DP: ➢ Employee turnover ➢ Employee satisfaction ➢ Adherence to established manpower plan and budget ➢ Talent retention ➢ Deviations and inconsistencies to the established performance management framework ➢ Cost of recruitment per year ➢ Efficiencies identified across business processes ➢ IT strategy initiatives implemented as per plan ➢ Percentage of business process support of applications

Primary Functions: ➢ Effectively manage competency based recruitment, selection and placement of talented employees. ➢ Formulate recruitment strategies and procedures to achieve organizational manpower requirements. ➢ Lead the development of HR policies, procedures, and processes and maintain awareness in changes in UAE Labor law, Government HRM Law, and emergence of best practices to upgrade the policies or ensure adherence to law. ➢ Direct organizational development activities by preparing, reviewing, and updating organizational structures and department scope of functions with the coordination of departmental heads. ➢ Manger the manpower planning and budget in coordination with Finance Department and other departmental heads. ➢ Oversee the development of salary and grade matrix ➢ Manage the continuous improvement of HR function through business reengineering to maximize the effectiveness and efficiency of HR services ➢ Lead the development and implementation of performance management system within the organization to foster a performance driven culture ➢ Manage the training and development activities including orientation of employees to increase the productivity and morale of the workforce ➢ Develop internal communication strategies to keep departments informed on policies, procedures, HR projects, and programs. ➢ Oversee the efficient management of employee information in SAP ➢ Oversee the job analysis, profiling, and development of job description to ensure that each employee is given up to date job description on time. ➢ Perform other responsibilities associated with this position when appropriate.

(Special Assignment for 6 months) Primary Functions: ➢ To contribute to the development of the HR strategy and lead on the delivery the HR business plan. ➢ To lead, develop and motivate an effective and professional HR team. ➢ Ensure that effective learning and development, recruitment and health and safety strategies, procedures and policies are developed, implemented, and monitored. ➢ To develop mechanisms to monitor the effectiveness of Human Resources and produce regular reports on key HR performance indicators to ensure service delivery is consistent and in line with agreed standards. ➢ To manage and lead on HR projects and initiatives ensuring that implementation is achieved on time and in budget.

Job responsibilities Key Result Areas: ➢ Actively participate as a member of the Executive Committee to support the CEO and other key Executives ➢ Design & implement HR strategy including timeline (including talent management, compensation and benefits and strategic partnership) to support the overall business strategy ➢ Monitor HR systems to assist managers and executives in achieving overall financial and business strategy related to people management ➢ Manage overall people costs to optimum levels in coordination with other executives Activities ➢ Ensure all activities and programs related to human resources are implemented in accordance with the organization’s human resource strategy including: (1) competency driven processes: recruiting, selection, retention, performance management, total rewards, career planning, training and development, succession planning and, leadership development; (2) management and employee support: employee wellness, communications, HR branding, payroll and, employment/industrial/labor relations. ➢ Lead, direct, evaluate, and develop a team of managers to ensure that the organization’s human resource strategy is implemented effectively, consistently, and according to established guidelines and budgets ➢ Develop organizational human capital performance metrics to measure the impact of HR strategy implementation ➢ Design & deploy a business partnership model to support the strategic and operational needs of finance, operations, commercial and quality groups ➢ Align with business IT function and requirements to assure that HR systems meet the needs of HR requirements and support of managers/employees. ➢ Oversee interactions with affiliates/joint venture partners to capitalize on HR opportunities

Achievements: ➢ A prime member of the HR executive committee. ➢ Promoted to Head of HR from HR Manager – Generalist within the Dubai Waterfront & Palm Jebal Ali. ➢ Currently being instrumental in providing active support to Managing Director, facilitation to Business function by attracting, developing and enhancing DWF and Palm Jebal Ali Human Capital functioning. ➢ Instrumental in aligning Human capital Management with the Projects Strategic Objectives by developing effective capital plans to optimally manage the continuous growth to cover the business needs. Key Result Areas: Strategic planning and development: ➢ HR visioning, Budget control and practicing, Organizational Development, Internal and External - Liaison and communication. ➢ Special projects planning, development and managing such as Pension guide lining and HR road mapping. ➢ HR Process mapping, developing improved procedures and policies. ➢ HRIS leadership and alignment as needed. ➢ Strategic Recruitment – Executive selection, developing and controlling recruitment manpower planning to meet the driving needs in timely and effective manner. Summary of Profile as a Human Resources Head in Dubai World Group since Sept 2oo4 till 2010. I was promoted twice and transferred and entrusted with higher responsibilities to hit the ground running...Job role given below: ➢ Strategic Compensation and Benefits – Guide and direct compensation and benefits team in surveying, compiling and benchmarking the market equity by refreshing the job analysis, job description, performance management, rewards systems, and overall evaluation mechanism as needed. ➢ Strategic Training and Development – Facilitate support by appropriate leading and overseeing knowledge management strategy for bridging the gaps in competencies to ensure retention and development of staffs; within the budgetary framework. ➢ Emiritization - UAE national staffs recruitment, development and overall governance and to act as key driver for Emiritization success. ➢ Employee Relations Management – Cultural integration, policy rollouts and pinching as needed, developing a grievance handling and redressal system, Safety and welfare watch, employee survey and feedback mechanism, internal equity management. ➢ Executive HR liaison and communication, overall team management & reporting to Executive committee.

Achievements: ➢ Promoted as Emiratization Manager within a span of 2 years. ➢ Was involved in complete Emaritization process from creation of new cost center, HR Emaritization system planning, development, and implementation from UAE nationals’ recruitment up to career planning and exit interviews. ➢ Also involved in petty cash management and ownership of programs such as career fair. ➢ Successfully handled the recent career fair where we managed to get 3000+ UAE national candidates CV and also the American University of Dubai fair. ➢ Was involved in the roll of Bayt.com in-house i-recruitment system. ➢ Was key speaker in the ORC seminar, HR Trends in the Middle East on 27th February 2007 held at Grosvenor House, Dubai. Key Result Areas: ➢ To manage Emaritization team and ensure that the recruitment, induction, H.R. coordination and overall general administration procedures are synchronized and compliant with the HR policy. ➢ Organize and or participate in career fairs and exhibitions and provide information to UAE Nationals and those seeking jobs about the career opportunities and growth in DP World. ➢ Liaise and establish professional contact with academic institution /Government bodies (Tanmia e.t.c) with a plan to attract young and talented UAE Nationals to join the organization by making good presentation on available opportunities. This will also serve as part of maintaining good public relations and attracting competent nationals. ➢ Identify positions that can be filled by UAE Nationals and source out potential candidates who are competent to take up responsible positions. ➢ Conduct HR Clinic for UAE national’s trainees and to continuously monitor progress and reinforce support. ➢ To develop and implement career plan for junior and middle level UAE national staffs in DP World. ➢ Present statistical data and reports on a monthly basis with the regard to progress made on Nationalization and submit to Senior Manager. Other responsibilities handled: ➢ Recruit, interview, test and select candidates ➢ Handle all employment procedures (initial offer, medical test, joining report, etc...) ➢ Participate as Exhibitor in Career Exhibition. ➢ Attend many overseas recruitment in India, Sri Lanka, Oman & Philippine. ➢ Coordinate with administration Department for employment visa processing ➢ Coordinate with Agencies for recruitment’s visitors (air ticket, hotels, cars, parties, etc...) ➢ Finalize the system (Human Resources Management System) for the yearly manpower budget. ➢ Updating the employee’s information in HRMS. ➢ Follow up with the actions after the monthly HR staff meetings. ➢ Work with the team for the yearly report about HR achievements & objectives (KRA). ➢ Participated and contributed in the transition of traditional model of recruitment to i- recruitment ➢ jointly with the IT department and other cost center H.R. heads ➢ Highly involved in Job Family Modeling and Developing Competency Framework Workshop.

► I was a student teacher for 80 days.