Greetings and after,,
Ali Mohammed Al-Mojabah specialized in the management of:
Organizational Transformation Organizational Development Governance Performance Management Strategic Partnership Strategic Planning Operations Management
Human Resources Business Partner Human Resources Planning.
I am honored to present to you my experience and practical achievements of more than 13 years in leading the institutional transformation, building integrated human resources departments, and aligning human capital with the institutional strategy within multisectoral organizations in the Kingdom of Saudi Arabia.
During my career, I have not dealt with human resources as a traditional operational department, but rather as a supportive strategic system for decision-making, a key driver of governance, performance control, and promoting sustainability and institutional growth.
I hold certified professional certificates (SPHR / GPHR) from HRCI in Strategic Leadership, CIPD Level 5, SHRM-CP, Power BI, enabling me to combine international standards with local best practices within an applied practical framework based on measurement, analysis and executive decision support, with a focus on developing innovative and sustainable solutions that support institutional growth and improve the work environment experience.
I am currently HR Supervisor / Strategic HRBP, where I established human resources management, built organizational structures, designed policies and regulations, created power and risk matrices, and implemented integrated performance systems, with 100% government and operational compliance across all relevant platforms.
Throughout my career, I have been responsible for rebuilding internal systems, controlling compliance, leading strategic management development, building a fair and organized work environment, and achieving full alignment between the company's strategy and human resources, which enhances institutional stability, reduces risks and increases performance efficiency.
My leadership methodology is based on:
• Comprehensive strategic analysis (SWOT – PESTEL – analysis of labor force gaps).
• Aligning human capital with organizational goals and linking visibility to performance and measurable indicators.
• Designing integrated performance management systems (PMS – KPIs – OKRs) linked to rewards, promotions and institutional discipline.
• Strategic workforce planning based on supply, demand and gap analysis to ensure future readiness.
• Build leadership succession plans to ensure leadership sustainability and reduce the risk of critical vacancies.
• Employ digital analysis and Power BI to convert data into executive reports that support board decisions.
My most prominent experiences and professional contributions:
First: Leading the operational transformation of human resources:
• Full supervision of all operational human resources operations according to the highest standards of governance.
• Restructuring internal procedures, raising their operational efficiency and strengthening institutional discipline.
• Preparing and building the policy and procedures manual and the work organization regulations compatible with the Saudi labor law.
• Manage salaries, leave, attendance and departure, contracts, settlements and end of service with accuracy and high discipline.
• Addressing regular differences, raising compliance and reducing legal risks.
Second: Managing government platforms with high efficiency:
Experience in managing government systems:
Powers - periods - insurance - resident - access - Absher - energies - zakat and tax - wage protection - etc....
While ensuring full compliance, achieving 100% compliance, and minimizing systemic risks.
Third: Administrative organization and governance:
• Building integrated organizational structures for holding groups and subsidiaries to achieve clarity of powers and responsibilities.
• Preparing descriptions, descriptions and merits and linking them to the company's operational and strategic objectives.
• Establishing a corporate governance framework and a clear matrix of authority that enhances transparency and accountability.
• Preparing and implementing an institutional performance management system and linking it to measurable KPIs indicators.
• Managing human resources and business risks and raising the level of operational discipline.
Fourth: Building salaries and career paths:
• Preparing the structuring of fair and disciplined salaries and linking them to job grades.
• Building clear career paths that support stability and motivation.
• Developing promotions and bonus policies and linking them to performance and merits.
• Design reward and incentive programs that enhance productivity and institutional commitment.
Fifth: Strategic planning and leadership support:
• Preparing organizational development plans in line with the company's vision and investment objectives.
• Act as a strategic business partner for senior management and provide supportive analysis to decision-making.
• Building succession plans and ensuring the readiness of future leaders.
• Support expansion and growth plans through accurate and data-based workforce planning.
Sixth: Change management and institutional transformation:
• Prepare SWOT analysis and link it to development and improvement plans.
• Build a clear roadmap for institutional transformation.
• Leading governance and organizing data, policies and procedures.
• Raising the readiness of companies for expansion and sustainable growth according to a disciplined institutional framework.
Seventh: Strategic projects I have implemented:
✔ Establishing an integrated policy and procedures manual for human resources.
✔ Preparing a work organization regulation approved and compatible with the Ministry.
✔ Preparing organizational structures for all departments and companies.
✔ Preparing a performance evaluation system and linking it to rewards and promotions.
✔ Standardization of contracts and models and application of administrative governance.
✔ Preparing an integrated central database of human resources.
✔ Raising government compliance to 100%.
✔ Support the company's preparation for listing requirements in the Capital Market Authority in terms of governance, compliance and regulatory data management.
I believe that human capital management is not an operational function, but a long-term strategic investment, and that effective leadership starts from the clarity of structure, governance discipline, and a measurable and accountable performance culture, directly related to growth and sustainability goals.
I lead my work with the spirit of:
Justice - Professionalism - Order - Development - Transparency - Accountability.
I look forward to a leadership opportunity through which I can lead the organizational tra