HAMID's CV
HAMID RAZA KHAN
MBA, SHRM-SCP, CIPD, C-KPIP, CBM-C, CPHR
Profile summary
Strategic human resources executive with 19 years of expertise shaping performance management, talent development, and leadership strategy across the GCC. Recognized for architecting organizational frameworks, driving enterprise transformation roadmaps, and optimizing large operational budgets. Committed to delivering measurable business impact through workforce capability building and strategic talent planning.
Career highlights
Performance Management Framework: Designed the performance management framework and evaluation methodology across 50+ sectors, cutting rating variability by 15-20% and achieving 95%+ on-time completion.
Leadership Development Programs: Designed and managed leadership programs for 2,000+ leaders across the stc Group, saving SAR 6M+ by consolidating vendors and renegotiating contracts.
HR Strategy and Transformation: Co-developed the HR strategy and transformation roadmap with 19 strategic initiatives, contributing to an 8-point rise in the Organizational Health Index.
Professional Certifications: Holds professional certifications including SHRM-SCP, CIPD Associate Diploma, Certified KPI Professional, and Competency-Based Management Certification.
Key skills
Professional experience
Oversees the performance management function across the organization and its subsidiaries, directing enterprise evaluation frameworks, annual cycle execution, calibration governance, and departmental budget allocation.
- Designed the performance management framework integrating company, sector, and individual performance with competencies and development, rolling it out across 50 sectors.
- Built the evaluation methodology, rating distribution guidelines, and calibration governance, cutting rating variability by 15-20% for fairness.
- Executed the annual performance cycle covering goal setting, check-ins, evaluation, and calibration, achieving 95%+ on-time completion.
- Upgraded goal quality to 89% by building goal quality standards and dashboards used by HR Business Partners in employee discussions.
- Dropped rating appeals from 18% to 7% of rated employees year on year by introducing a system-based performance grievance process.
Shaped learning and talent strategy for a large organization, steering a multi-million budget and guiding workforce capability initiatives across numerous sectors. Directed the creation of behavioral competency models, succession planning architectures, and executive dashboards for senior leadership reviews.
- Managed a SAR 35M+ learning and development budget, directing spend to critical skill gaps identified through analysis across 50+ sectors.
- Designed and launched High Potential, Graduate Development, and Women in Leadership programs Using psychometric assessments and structured rotations.
- Replaced the legacy learning management system with an AI-enabled Learning Experience Platform to provide analytics and learner engagement.
Guided enterprise leadership development strategy across the corporate academy, overseeing program architectures for 18,000 employees and subsidiaries. Aligned learning frameworks with corporate growth objectives while managing stakeholder relations and governance standards.
- Designed and managed leadership programs for 2,000 leaders from supervisor to senior level, built around strategy and business unit needs.
- Saved SAR 6M+ by consolidating vendors and renegotiating contracts under the Business Efficiency Program, earning the Operational Excellence Award.
- Mapped each program end to end from needs analysis and design through delivery, evaluation, and 90-day follow-up.
Guided the people strategy and transformation roadmap, establishing governance structures and tracking mechanisms for enterprise initiatives. Managed program execution and reported status updates to leadership for resource allocation decisions.
- Built a project management office with defined ownership, scope, milestones, deliverables, and success measures for nineteen initiatives.
- Tracked execution progress through a dashboard displaying status, milestones met, risks, and dependencies for every initiative.
- Constructed an enterprise change management toolkit supporting the implementation of internal change initiatives.
- Delivered 72,000 learning and coaching hours through multi-tier programs covering section managers, directors, and general managers.
- Built assessment, feedback, and evaluation frameworks to measure program return on investment and business impact.
- Designed competency-based learning pathways and role frameworks for engineers, technicians, operators, and fresh graduates, linking training directly to role requirements and career progression.
- Developed graduate and early-career programs that built an internal pipeline of technically qualified national talent.