Nasser Shujaa Albaqami

• Supported the full scope of HR activities such as performance management, talent and organizational development, recruitment, and employee relations.
• Developed and delivered training programs to enhance employee skills and knowledge, resulting in an 80% increase in employee participation in designed trainings.
• Collaborated with team leads on talent management succession plan initiatives, resulting in a 10% increase in employee retention and a 50% increase in successors' development needs plans.
• Updated HR policies to meet company and employee expectations, achieving an 80% completion rate in 2023.
• Collaborated with division leaders to establish new year objectives, contributing to a 40% increase in employee engagement and aiding in decision-making for employee rewards based on performance and achievements.
• Managed the recruiting cycle to reduce vacancy duration from 10 weeks to 4 weeks.
• Implemented the HRIS (Workday) "MyHR" Project as the first HRIS in Airliquide globally and led change management in KSA, resulting in 100% employee utilization within two weeks.
• Ensured employee performance evaluations were consistently delivered on time, achieving a 100% compliance rate.
• Served as the HRIS HRBP for KSA employees.

• Created a tracking sheet to monitor current contracts and vendor readiness, achieving 100% service availability upon request.
• Reduced corrective maintenance time by 30% due to vendor availability on site.
• Developed a feedback mechanism to evaluate contractors based on quality, response time, and emergency support cost, resulting in higher scores in each category.
• Implemented a time duration system for invoice processing to avoid accruals.
• Created a tracking system to ensure contractor employees were qualified and trained based on SABIC safety and quality management systems.

Key Achievements:

• Proposed a new departmental structure that reduced FCC by 10%, increased employee engagement, and resulted in higher efficiency, leading to a 3.5% reduction in CM cost.

• Implemented talent management programs for non-professionals, including the Job Qualification Program for operators and technicians, achieving 100% participation and an 85% pass rate.
• Led change management plans for talent management programs for leaders, such as the Front Line Managers Program, resulting in 35% participation in the first year.
• Built a knowledge retention system by benchmarking other SABIC affiliates for best practices, resulting in 80% knowledge retention within 3 years through the SAUDI KAYAN Teaching SAUDI KAYAN initiative.
• Developed an internal recruitment system to ensure fair and just hiring processes before external recruitment.
• Managed in-house trainings by utilizing available classrooms and instructors to cover IDP gaps, keeping records, evaluating feedback, and identifying areas for improvement.
• Developed an onboarding and induction program that increased the level of engagement of new joiners.

• Assisted the Maintenance Senior Manager and managed employee relations for 170 employees.
• Arranged and scheduled meetings or appointments, organized and preserved essential documents.
• Coordinated with SMPs vendors' coordinators for employee-related issues.
• Verified and processed SMPs invoices for payment, ensuring accuracy and timeliness.
• Handled department contracts, aligning daily operations with SABIC procurement standards.
• Functioned as HR to find, interview, recruit, and manage all matters related to SMPs.
• Prepared a master plan for staff training and developed a competency matrix to enhance skills and performance.