Ahmed Paracha

My work was instrumental in transforming HR from a siloed, reactive function into a strategic partner, earning executive level recognition and contributing to ESG and national priorities. 1. Established the HR PMO function from the ground up, including its mandate, governance charter, and operational framework, positioning HR as a strategic enabler within the organization. 2. Designed and implemented an integrated PMO dashboard system that tracked initiative progress, budget utilization, and cross-departmental dependencies - adopted company-wide after successful piloting and praised by the Chief Corporate Services Officer. 3. Aligned HR strategy with corporate objectives by defining strategic pillars, principles, enablers, and themes, and translating them into actionable initiatives with measurable milestones. 4. Facilitated cross-functional collaboration between HR, Finance, Procurement, IT, and Strategy, breaking down silos and improving project transparency and execution. 5. Led strategic initiatives on Emiratization and Women in Management, advancing ESG goals and reporting progress to the Board and NRC committees. 6. Produced high-impact presentations and reports tailored for executive audiences, including Board and NRC, using data storytelling and visual design to communicate strategic insights.

1. Strategic HR Project Delivery: Established and operated the HR Program Management Office to oversee multiple transformation work streams supporting the Saudi Downtown Company's Vision 2030 portfolio. Served as the

1. HR Strategy Policy & Process Optimization: Developed comprehensive policies, process flows, and RACI maps, standardizing procedures for onboarding, recruitment, business travel, compensation and benefits, promotions, internal transfers, and anti-bribery compliance. 2. Operating Model Design and Organizational Effectiveness Analysis: Conducted data-driven organizational analyses to assess effectiveness across functions and business units, evaluating spans, layers, grades, and workforce distribution.

3. Job Architecture Framework: Created job architecture, including job scoring, leveling, and grading frameworks, and developed job descriptions for over 100 roles.

4. Job Description Design: Crafted detailed job descriptions for over 100 roles across revenue-generating and back office functions, enhancing recruitment efforts, ensuring role clarity, and facilitating performance management processes. 5. Total Rewards Strategy Design: Benchmarked and developed a structured salary framework and total rewards strategy aligned with market trends and organizational goals.

• • Data Analytics & Reports: (1) Established live dashboards for the CHRO to monitor organization demographics, recruitment, employee lifecycle metrics, learning and development, (2) Transformed static, ad-hoc reporting into an automated self-service reporting tool.