Walid Saada

• Led partnerships with renowned consultancies (e.g., Korn Ferry, PSI) to refine Talent Management and Succession Planning strategies, significantly improving leadership development frameworks across RAK Government.
• Implemented a holistic Talent Identification & Succession Planning approach, incorporating cutting-edge assessment methodologies (KFLPA, Saville psychometrics) and digital tools (9-box grid) to streamline the talent pipeline for strategic alignment with government goals.
• Developed and managed Talent Assessment & Development Centers, crafted a Job Compatibility Framework, and pioneered the Identification of Critical Positions tool, facilitating targeted talent development and succession planning.
• Led the design and delivery of a comprehensive mentorship program, directly impacting the cultivation of leadership qualities among high-potential employees through personalized mentorship and development plans.
• Collaborated in the creation of a robust Leadership Competency Framework, setting a new standard for leadership excellence within the RAK Government.
• Initiated and guided the development of bespoke leadership training programs, tailored to individual leadership profiles and based on 360 feedback and psychometric assessments, to address specific developmental needs.
• Partner with international leadership development providers to introduce an inclusive leadership program, leveraging the 70/20/10 learning model for effective experiential learning, thereby ensuring a comprehensive development experience for future leaders.

Talent Management:
• Spearheaded the development and implementation of a comprehensive succession planning process, significantly enhancing the talent pipeline visibility through peer reviews and talent forums, resulting in a 30% increase in identified potential successors for critical roles.
• Designed and executed assessment centers with business simulation exercises to accurately evaluate and address the development needs of high-potential employees, leading to a 25% improvement in leadership readiness scores.
• Amended the performance management cycle, introducing a framework that aligned individual performance goals with the strategic objectives of the shipyard, ensuring organizational consistency.
Training and Development
• Founded the shipyard’s training department, establishing policies and procedures to bolster workforce development, prioritizing training allocation based on operational needs and budget considerations through detailed Learning Needs Analysis.
• Leveraged in-house expertise to deliver targeted training programs, enhancing the skill levels of workers and thereby their productivity and organizational contribution, evidenced by a 20% increase in operational efficiency post-training.
• Crafted and executed strategic training plans that supported operational excellence and quality assurance, ensuring the provision of timely and cost-effective training solutions.
• Led the training center’s team, focusing on performance management, recruitment, and continuous professional development, resulting in a team proficient at delivering high-quality training programs, as indicated by a 95% participant satisfaction rate.

During my tenure, Nakilat was awarded the Energy Sector Companies Crystal Award for Supporting Talent Development and Qatarization initiatives for four consecutive years (2016-2019), a testament to our contribution towards achieving the Qatar National Vision 2030, recognized by the Minister of Energy & Industry.

Talent Development & Succession Planning:

• Pioneered talent development programs targeting Qatari Nationals, significantly enhancing the talent pipeline through sponsorships, scholarships, national developée programs, and continuing education, contributing directly to Nakilat’s strategic objectives and national development goals.
• Established a Performance Coaching framework, elevating employee development and ensuring comprehensive training for line managers, coaches, and mentors.
• Implemented advanced Assessment Center technologies and psychometric assessments, analyzing results to provide actionable feedback and development plans, focusing on nurturing Qatari talent.

Learning & Development:

• Actively supported line managers and employees with personalized development plans, improving skill sets and driving performance.
• Leveraged the Kirkpatrick 4-level evaluation model to measure training program effectiveness, ensuring continuous improvement and alignment with business goals.
• Integrated LinkedIn Learning with SAP SuccessFactors LMS, devising a strategic marketing and activation plan to maximize utilization and promote self-directed learning.
• Launched the NICE Program (Nakilat Internal Capability Enhancement), fostering a culture of internal knowledge sharing and continuous learning.
• Advised on career development plans, particularly for Qatari Nationals, facilitating their progression towards senior roles and ensuring comprehensive development strategies.

Performance Management:

• Contributed to the development and maintenance of NAKILAT’s performance management policies, processes, and systems, enhancing organizational efficiency and employee engagement.
• Managed the complete Performance Management cycle, from planning to appraisal, ensuring clear communication and alignment with organizational objectives.
• Produced internal reports analyzing performance management practices, offering insights for further refinement and effectiveness.

• Spearheaded the development and implementation of SPSP’s Performance Management & Learning and Development policies, significantly enhancing employee capabilities and aligning development initiatives with organizational objectives.
• Played a key role in SPSP’s strategic succession planning, implementing robust procedures for the identification and development of high-potential Saudi employees, fostering a sustainable leadership pipeline.
• Innovated learning and development strategies through the introduction of diverse training methodologies, including on-the-job training, blended learning, coaching, mentoring, and traditional classroom settings, ensuring comprehensive employee development.
• Led skills assessments to identify developmental needs, designing and executing targeted training programs to bridge skill gaps, thereby improving overall organizational performance.
• Developed and facilitated advanced personal effectiveness and leadership development programs, catering to employees at various levels, and significantly contributing to their professional growth and leadership readiness..

• Developed and managed the implementation of career development programs focusing on mentoring and coaching, enhancing employee growth and retention.
• Partnered with HR business partners to execute comprehensive talent management strategies, encompassing performance management and succession planning, aligning talent development with organizational goals.
• Executed in-depth reviews and analyses of career progression and succession planning systems, identifying critical development needs and formulating strategic recommendations to address identified gaps.
• Spearheaded talent assessments, identifying high-potential employees for targeted development, ensuring a consistent leadership pipeline

Specialized in creating and implementing customized leadership development programs for military and police officers. My role encompassed:

• Developing learning objectives tailored to the unique needs of each course, ensuring alignment with broader organizational goals and individual competency development.
• Developing comprehensive course materials, including manuals, PowerPoint presentations, handouts, and quick reference guides, to support diverse learning styles and enhance participant engagement.
• Establishing detailed timelines and pacing schedules for each program, optimizing the delivery of content and facilitating effective learning experiences.
• Designing and implementing pre- and post-training assessments to assess skill and knowledge acquisition, enabling continuous improvement of training effectiveness based on measurable outcomes.

• Led skills assessments for KPC apprentices, identifying training needs and formulating personalized development plans to align with organizational goals and individual growth.
• Designed and delivered comprehensive soft skills and supervisory training programs, addressing the specific developmental needs of KPC trainees as outlined in their individual plans.
• Actively monitored trainee progress, providing detailed feedback to management regarding additional training needs to ensure continuous development and achievement of learning objectives.
• Maintained meticulous records of trainee attendance and participation, ensuring accurate tracking of program engagement and completion..