Vision Realization Office – Ministry of Education, KSA
Industry:
Public Sector – Education
Mandate:
Strengthen strategic workforce capabilities to deliver Saudi Arabia’s Vision 2030 education transformation agenda.
Approach:
Conducted a full-spectrum human capital capability assessment, mapped future-critical leadership, technical, and behavioral competencies, and designed a phased development plan. Adopted a non-intrusive, consultative process involving stakeholder workshops, 360-degree assessments, and evidence-based gap analysis to ensure alignment with national reform priorities and strong internal ownership.
Outcome:
Delivered a clear capability blueprint, identified priority gaps, and produced an actionable training and development roadmap. Enhanced the Ministry’s capacity to lead transformation, sustain reform initiatives, and maintain leadership pipeline readiness over the next decade.
Mohammed Bin Rashid School of Government (MBRSG), UAE
Industry:
Public Sector – Academic & Executive Education
Mandate:
Establish a competency-driven human capital framework and strengthen leadership capabilities to advance public sector excellence in the UAE.
Approach:
Reviewed and aligned job roles, developed an institutional competency framework, and designed an operational leadership assessment center. Worked collaboratively with stakeholders through validation workshops to ensure integration with Emiratization strategies and alignment to international best practices. Created Individual Development Plans (IDPs) for all UAE National employees, incorporating training, coaching, and mentoring.
Outcome:
Institutionalized a comprehensive competency model, launched a fully operational leadership assessment center, and delivered tailored development plans for UAE Nationals. Strengthened MBRSG’s ability to systematically develop leaders, enhance talent mobility, and drive future readiness.
Derayah Financial Company – Commercial Division, KSA
Industry:
Financial Services
Mandate:
Design and implement a strategic assessment center to identify and prepare successors capable of leading in a digital and AI-driven market.
Approach:
Developed a customized, business-integrated assessment center incorporating high-fidelity simulations tied to real strategic imperatives. Evaluated leadership agility, commercial acumen, and digital readiness using multi-rater observation tools and calibrated scoring models. Maintained a developmental, non-disruptive approach to encourage open engagement and authentic performance.
Outcome:
Produced detailed succession maps and targeted development plans, providing Derayah with the tools to ensure leadership continuity, strengthen digital transformation readiness, and sustain commercial growth in the evolving financial services landscape.
SMLC (Pepsi) – Lebanon
Industry:
FMCG – Beverages
Mandate:
Realign organizational structure, job evaluation, and compensation framework in response to post-crisis operational, strategic, and market realities.
Approach:
Undertook a comprehensive organizational review to align structure with current operational needs and strategic directives. Conducted a full job evaluation exercise to clarify roles, responsibilities, and grading logic. Designed a market-aligned grade and salary structure with multiple implementation scenarios tailored to short- and medium-term financial capacity. Delivered smart, user-friendly templates enabling structured internal amendments in the future, reducing dependency on external consultants.
Outcome:
Produced a fit-for-purpose organizational structure, robust job evaluation framework, and flexible compensation model. Equipped SMLC with sustainable tools and methodologies to independently manage future adjustments, ensuring long-term adaptability and internal ownership of the process.
Bakheet Holding – Saudi Arabia
Industry:
Diversified Group – Development and Commercial Ventures
Mandate:
Assess market positioning and develop phased salary correction scenarios to be implemented over a three-year period, ensuring equitable adjustments and market competitiveness.
Approach:
Conducted a comprehensive market benchmarking exercise to evaluate current salary positioning against industry peers in Saudi Arabia, with a focus on the Jeddah market. Designed multiple correction scenarios that prioritized the largest increases for employees at the lower end of the salary scale, tapering adjustments for higher earners. Developed a structured, multi-year implementation roadmap, aligning yearly individual increases with economic growth trends and organizational capacity.
Outcome:
Delivered actionable salary correction strategies that enhanced equity, competitiveness, and retention. Provided Bakheet Holding with a flexible, data-driven approach to compensation management, enabling progressive implementation without disrupting operational stability.
Mitsubishi – Middle East & Africa Regional Branch
Industry:
Automotive – Sales, Service, and Operations
Mandate:
Assess senior leaders’ capabilities and identify candidates for promotion to Vice President roles to strengthen regional operations, enhance sales and service performance, and improve engagement with clients and headquarters.
Approach:
Designed and delivered a multi-layered assessment center incorporating simulations and exercises based on actual strategic macro directives and current market data. Activities were structured to evaluate leadership, strategic thinking, commercial impact, and client relationship management. The process was overseen by an internal executive committee, with participants’ outputs assessed for both immediate role readiness and long-term strategic value.
Outcome:
The assessment center evolved into an operational strategy development platform, generating actionable initiatives adopted by the company. High-potential leaders demonstrated their capability by delivering practical, results-focused strategies, leading to successful promotions and strengthened leadership capacity across the region.
Dubai Islamic Bank – United Arab Emirates
Industry:
Banking – Recruitment, Selection, and Onboarding
Mandate:
Address operational inefficiencies and cultural integration challenges within the Recruitment and Selection Department, including the Onboarding Unit, to enhance internal cohesion and overall departmental performance.
Approach:
Conducted a comprehensive capability assessment to evaluate team skills, workflows, and inter-unit collaboration. Mapped current processes and identified inefficiencies affecting both speed and quality of recruitment. Designed and implemented a revamped process framework, redistributing performance indicators to ensure alignment with roles, responsibilities, and shared departmental objectives. Integrated cross-cultural management considerations to improve collaboration in Dubai’s diverse work environment.
Outcome:
Achieved greater internal cohesion, improved recruitment cycle efficiency, and enhanced onboarding effectiveness. Established clear performance accountability across units, resulting in measurable gains in departmental productivity and service quality.
Prince Sultan Training Academy – Saudi Arabia
Industry:
Aviation – Training and Development
Mandate:
Conduct an HR audit and design a transformation plan to enhance the Academy’s performance while maintaining compliance with Saudi Airlines Group governance. The HR function’s alignment with group-wide policies and procedures had over time restricted its role to largely administrative tasks, limiting its contribution to organizational performance.
Approach:
Mapped all HR processes end-to-end and benchmarked them against leading regional airline academies in the Middle East and GCC. Identified performance gaps, structural constraints, and areas of untapped strategic potential. Recommended transformation initiatives designed to be non-intrusive, preserving governance alignment with the Group HR unit while introducing targeted enhancements in workforce planning, performance management, competency development, and succession planning.
Outcome:
Delivered a structured transformation roadmap enabling the Academy’s HR function to evolve from an administrative support unit into a strategic partner. Enhanced alignment between HR processes and operational goals, improving organizational agility, talent readiness, and overall Academy performance.
DAS Holding – Abu Dhabi, UAE
Industry:
Diversified Group – Medical, Transportation, Agriculture, and Other Sectors
Mandate:
Address governance, communication, and process efficiency challenges arising from the diverse operational needs of group companies, each requiring unique yet interchangeable policies. The project aimed to strengthen leadership communication and enhance cross-entity coordination in line with strategic directives.
Approach:
Conducted a cultural assessment using a 360-degree evaluation to capture leadership behaviors, communication patterns, and cross-functional collaboration gaps. Mapped governance processes to identify policy misalignments impacting operational efficiency. Designed and facilitated change management initiatives targeting communication improvement, policy refinement, and leadership alignment. Ensured that interventions were directly linked to strategic objectives while addressing operational realities across different business sectors.
Outcome:
Enhanced governance cohesion, improved leadership communication, and established adaptable policy frameworks to support the group’s diverse operational needs. Increased process efficiency and strengthened alignment between the central support unit and individual operating companies, resulting in more effective service delivery and strategic execution.