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Belal Abdulla Al Sakini, CIPD

Human Recourse Professional & Change Champion

Executive Summary

A Qatari National Leader with over 20 years of experience in Human Recourse, Organizational Development  Professional, Qatarization, Manpower Planning and Recruitment, Policies & Procedures, Labor Law, Learning & Development, Retention, Compensation & Benefits and HR Business Support .

Experienced decision maker with sound judgment. Track record of progressive responsibilities and promotions. Proficiency in Financial Planning, Budgeting and Forecasting. Demonstrated ability to collaborate with others to achieve ambitious goals. Excellent communication skills, including conflict resolution, negotiations and strategic alliances. Building up HR departments in multi-nationals’ corporates

Professional Experience and Accomplishments

Nov 2017Present

Executive Director Human Resources

Barzan Holding

‘Hands on’ expertise in establishing all aspects of HR management infrastructure both strategic and operational to deliver organizational and business results.

My key role in Barzan is to advise and mentor the senior management on HR management, culture philosophy, organizational psychology and create a healthy culture.


Manpower Planning and Recruitment

  • Create and Develop the Organizational Structure, Job Evaluation, and Job Descriptions.
  • In line with the Organization structure, fill the skills gap required by the Line Managers.
  • Shortlist, Assess, Evaluate, and Interview potential candidates on senior levels.
  • Manage the recruitment for Barzan subsidiaries from a strategic perspective, Barzan has couple of subsidiaries/JVs and growing the total vacancies that need to be filled is 1000+.

Organizational Development and Compensation

  • Create from scratch the Company’s table of benefits and establish the Salary Scale according to the local and international market.
  • Successfully implement the HR Budgeting program aligned with the company’s employment and operational targets.
  • Draft HR policies and procedures and set the standards that need to be followed.
  • Establish a HR hub for Barzan’s subsidiaries and JVs to help them establish their organizations and policies and procedures in line with the Holding company.

HR information system

  • Review the scope of the HR information system.
  • Analyze bidders and recommend the best system technically and financially.
  • Review overall system processes and automate the majority of the online applications to increase efficiency.

Learning & Development

  • Analyze employees’ capabilities and create the learning historical database.
  • Manage the overall TNA process and follow up with Line Managers to identify their employees’ learning gaps.
  • Manage and overview group trainings related to operational staff.
  • Manage Learning and development budget of U$ 900 million in various fields of technology and defense systems.
  • Evaluate the ROI on quarterly and annual basis.
  • Based on the Performance appraisal system, we’ve developed the succession planning program that aims to develop young nationals to assume bigger roles and responsibilities.
  • Manage closely the fresh graduate program and follow up with their coach and mentors to enhance their skills and knowledge.

 Employee Relations

  • Follow the open-door policy and listen to employees’ suggestions.
  • Establish a clear communication channel with all employee levels.
  • Communicate the changes of HR related matters on a timely manner.


Oct 2016Nov 2017

HR Manager

  • Lead and facilitate the setting-up of HR function including structuring, staffing and equipping the HR function to meet organization challenges .
  • Lead the development and facilitate the approval of the HR policies of the organization ensuring adequate buy-in from all stakeholders at management level.
  • Provide professional HR advice and guidance to executive management on people management issues pending the finalization of approved HR polices for the organization.
  • Lead and manage a team of  over 10 HR staff in providing optimum HR services to over 250 employees, without any HR solution or ERP system.
  • Lead the provision of system requirements and business rules for the selection of HR Module as part of an integrated ERP system and participate in the system selection process. 
  • Facilitate the development of Job descriptions for over 100 unique jobs, ensuring adequate buy-in and approvals at various levels of responsibilities and accountabilities.
  • Oversee the development and implementation of performance management system providing policies, tools and techniques for the managing individual employee performance.
  • Develop and implement an employee records management system while overseeing the all other back-office administration of HR processes.
  • Facilitate employee disciplinary procedures while providing advice to the management team on complex cases as required.
  • Managing the recruitment team during the pre-opening stage and provided leadership to recruiters.
  • Advising on the manpower planning to ensure optimal staffing is made.
  • Recommending, developing and implementing innovative strategies and plans for recruitment; including planning for worldwide recruitment campaigns and drives.
  • Liaising with marketing department for providing media recruitment strategies, such as; social media platforms.
  • Advising and guiding concerned managers and clinicians about conducting fair recruitment practices.
  • Planning and advising on people development initiatives and programs

Sep 2014Sep 2016

Senior Manager HR & Recruitment

Qatar Airways

Strategically led and established the Human Resources department at Hamad International Airport, and successfully implemented the transfer and recruitment plans to the new Airport while reflecting and maintaining the Five Stars Qatar Airways brand image.

  • Accountable for the process of developing and integrating new employees, developing & retaining current staff and attracting highly skilled employees to work for Qatar Airways.
  • Raised the Qatari national workforce percentage from 1% in 2013 to 16% in 2015 of the overall workforce at Hamad Airport.
  • Recruited and filled over 1,000 positions at the airport in 2 years; which included the period of transiting from the Old Doha International Airport to the New Hamad International Airport.
  • Designed and enrolled Qatari Nationals in customized development programs, such as; Aviation Diploma in Airport Management provided by IATA and CIPD HR certificates.
  • Designed and developed leadership innovative coaching programs, such as; Collaborating with Profano institute, leaders in security and safety trainings, which has targeted senior and key staff.
  • In addition, collaborated with Rolls Royce UK to provide leadership coaching programs dedicated to the senior staff at Qatar Airways.
  • Established and developed HR policies for QR
  • Automated the HR system to reduced paper work.
  • Collaborated with QR Management, Ministry of Administration ,Ministry of Finance for budget review of manpower.
  • Provide counsel to business leaders to develop training programs.
  • Work closely with key stakeholders to assess development needs, performing gap analysis, designing and leading programs .
  • Train and coach managers in conducting interviews, performance and job evaluations, disciplinary actions and exit interviews in compliance with company guidelines and policy's.
  • Centralized training and manpower budget to insure best result while making the process more aligned to core strategy.
  • Mediate, conflict resolution, and leading investigations on employee issues using policies and disciplinary actions.
Sep 2012Sep 2014

Manager Recruitment

Qatar Airways

In charge of setting up and leading the full the recruitment cycle. One major accomplishment was to set up the recruitment strategic plan in order to hire and transfer staff successfully from Doha Airport to Hamad Airport.

  • Oversee the full recruitment Cycle and ensure that the recruitment targets are met by guiding and managing the recruitment team.
  • Organizing and planning overseas recruitment drives.
  • Managed high volume recruitment of Employees all over the world.
  • Build strategic relationships with hiring managers and become a trusted partner of the recruitment process.
  • Work closely with Qatarization Department and provide valuable input on how to attract Qataris into Qatar Airways.
  • Coordinate with local Qatar Airways legal advisor for all recruitment/HR related legal issues of the company.
  • Manage Recruitment Services strategies to support achievements.
  • Manage KPIs and service level agreements to ensure quality and efficiency of 5 stars airline brand on global, regional and local.
  • Deliver efficiency gains through business process improvement and integration of other administrative process (e.g. HR admin,).
  • Collaborate with Ministry of Administration ,Ministry of Finance for budget review of manpower. Provide counsel to business leaders to develop training programs. Work closely with key stakeholders to assess development needs, performing gap analysis, designing and leading programs

Nov 2010Sep 2012

Supervisor Talent Sourcing

Qtel (Oreedoo)

Source and screen CVs from all channels, including , Gulf Talent.

  • Conduct Competency based interviews  and coach line managers.
  • Develop and Optimize recruitment process and policies.
  • Develop SLA (Service Level Agreement) to serve business in a better frame while enabling the monitoring the recruitment work flow.
  • Support recruitment and job fairs by designation the process.
  • Support and coaching to junior staff.
  • Work as a member of the HR partner program (A pilot program) 
  • In charge of recruitment during Career Fares .
Oct 1998Oct 2010

HR & Admin Officer

Qatar Emiri Air force
  • Managing the communication and tasks issued by the office of the Qatar Emiri Air force HR Director.
  • Managing a team of 8 administrators in various HR functions to ensure the smooth run of tasks and keep the HR Director updated on the projects within his directorate.
  • In charge of the recruitment department, and actively involved in screening, shortlisting, interviewing and hiring senior level employees.
  • Created a shortlisted candidate database for easy referral and hiring.
  • In charge of the employees’ development and enhancing their skills by creating an Individual development plan per employee and follow up with their coach and mentor on the learning and development needs.
  • Create a secure and confidential communication channels and record keeping system that limited the access to the employees records .
  • Represented the Emiri Air forces in any legal issues raised by the employees and vendors.

Education and Certifications Credentials


HR Committee Member

ACI World - Airport Council International

The ACI HR Committee provides a platform where the aviation community can collaborate on strategic initiatives with a goal of optimizing Human Capital. 


CIPD Certificate in HR Management (Level 5)

Chartered Institute of Personal and Development, - UK

Bachelor Degree in Law

Qatar University, Doha - Qatar

Training Summary


Team Leader Essentials Programme

Rolls- Royce, UK

Five star leadership

Qatar Airways