A highly accomplished Talent Development and HR expert, as well as a sought-after career coach. With over 13 years of experience in the field, I have helped countless individuals and organizations achieve their full potential through strategic talent management, employee development, and career advancement strategies.

I'm known as business acumen, change agent, ethical leader, SHRM and KPI Certified Professional with a comprehensive background in Business Administration, Talent Development and coaching and mentoring.

I enjoy meeting new people to know more about their norms and culture. Reach out If you would like to talk about Training, Human Resource Management, Recruitment, Talent Acquisition, Key Performance Indicators (KPIs) and Learning and Development.

Murtadha Al-Yousef, MBA ,SHRM-CP

Honored by Eastren Province Prince Saud bin Naif Al-Saud for partcipating in Job Fair 2016 orgnized by Alsharqiyah Chamber

Honored By Prince Saud Bin Naif Al-Saud for the second time in series

Honored by Al-Hasa Former Governer Prince Bader Bin Mohammed Bin Jalawy Al-Saud for media coverage of Job fair at King Faisal University

Honored by Al-Hasa Former Governer Prince Bader Bin Mohammed Bin Jalawy Al-Saud

Honored by Labour and Community Development Minster in Kingdom Of Bahrain for partnership in Third Human Resources Development Forum

Honored by Labour and Community Development Minster in Kingdom Of Bahrain

Honored by Eastren Province Prince Saud bin Naif Al-Saud for partcipating in Job Fair 2015 orgnized by Alsharqiyah Chamber

Honored by Eastren Province Prince Saud bin Naif Al-Saud

Second Honor

The Financial Academy | الأكاديمية المالية

Reading and Analyzing Financial Statements

Kubicle

Gen AI Diploma

Mustashar Accelerator - مسرعة مستشار

Management Consulting Program

Inclusive Mindset

SHRM

SHRM - Certified Professional (SHRM-CP)

The KPI Institute

Certified KPI Professional

International Business Training Association (IBTA)

CBP-10-555

CBP Training of Trainers

Certification Prep: SHRM-CP

Cost Reduction For Managers

Data Booster

Digital Identity Building

Driving Innovation

Effective Communication Skills

English - Level 5

Financial Skills

Introduction To Sustainable Finance

Introduction to Data and Databases in Data Literacy

LEAP

Motivating and Engaging Your Employees

Negotiation Skills

Sexual Harassment Training for Managers

Thinking and Communicating with Data

Colorado State University Global

Saudi Electronic University

Arabic

English

The Association for Talent Development

I am working as the Learning and Development Lead for the Assurance line of service in the Kingdom of Saudi Arabia, also overseeing training activities for the Middle East territories during the training seasons. In this role, my main duties included:

- Planning for training seasons and monitoring the progress of action plan implementation.
- Documenting processes and procedures to streamline course coordination, ensuring compliance and facilitating reporting purposes.
- Coordinating the participation of instructors and ensuring their completion of train-the-trainer programs.
- Managing and reviewing all Professional Qualifications membership applications and data for students, ensuring alignment with the Line of Service (LoS) Professional Qualifications policy.
- Serving as the country lead and acting as the main point of contact for all LoS-related activities.
- Supporting improvements in the Learning and Development department, with a focus on increasing the delivery of standardized services.
- Identifying areas of continuous improvement within the Learning and Development function.
- Cultivating a culture of continuous learning within the Learning and Development team and benchmarking against best practices in the Learning and Development industry and country-specific requirements.

Regional Learning and Development Lead

I am serving as the Assurance Line of Service focal point for the Tamakkan Program, which was designed to equip senior talents of GCC nationals with the necessary skills and resources. In this role, my responsibilities included:

- Acting as the main contact and coordinator for the Assurance Line of Service in relation to the Tamakkan Program.
- Providing guidance and support to employees participating in the Tamakkan Program, addressing their queries and concerns.
- Monitoring the progress of participants in the program, tracking their development and providing necessary support and resources.
- Supporting the growth and development of senior talents within the Assurance Line of Service, ensuring their access to valuable skills and resources through the Tamakkan Program.

‏Tamakkan Program Owner (GCC Countries)

Qudarat

I provide invaluable support and expertise to individuals seeking to navigate the complexities of the business world or achieve their career aspirations. By offering personalized guidance and strategic advice and empower the clients to make informed decisions, overcome obstacles, and build fulfilling and successful professional lives.

Career Coach

As a SHRM Trainer I am responsible for delivering training programs to educate employees on various aspects of human resource management, including recruitment, performance management, employee relations, and compliance with labor laws and they must have a deep understanding of SHRM best practices and be able to effectively communicate these principles to employees at all levels of the organization.

SHRM Certification Trainer

SGS - Saudi Ground Services

This role main responsibilities were:

- Supervised the overall operations of the training department in Dammam Station, which contained more than 894 employees.
- Contributed to the development and implementation of the Training Academy's plan, policies, procedures, budget, and processes.
- Supervised and monitored the training delivery and ensured its conformance with the Training Manual.
- Developed training plans to ensure employees acquired the skills, knowledge, and abilities needed for effectively carrying out their current or future job roles and ensured compliance with regulatory standards.
- Ensured training delivery in accordance with leading practices and industry regulations and requirements.
- Set up the training schedules and participant registration in conjunction with other functions.
- Conducted quality monitors and provided metrics, analysis, and follow-up training for employees.
- Provided professional development support and performed periodic performance reviews for direct subordinates based on the company's Performance Management System.
- Collaborated with the Human Resources Function for the recruitment of talent within the Training Operations Section.

Training Senior Specialist

توظيف السعودية | Saudi Employment

As a founder of Saudi Employment, a platform that matches job seekers with organizations, I played a pivotal role in establishing and leading the company. With a strong vision for our customers, I took on various responsibilities to ensure the success and growth of the platform. 

Through my leadership and dedication, Saudi Employment experienced remarkable growth and success. The platform gained a significant following, with over 1.5 million followers, indicating its popularity and effectiveness in connecting job seekers with organizations.

Here are the key tasks I was responsible for:

- Set the vision and mission for Saudi Employment, defining the goals and objectives we aimed to achieve.
- Assembled a skilled and dedicated team, recruiting professionals who shared our vision and were committed to delivering exceptional results.
- Established key performance indicators to track the progress and success of Saudi Employment. These KPIs included metrics related to user engagement, job placements, customer satisfaction, and revenue generation.

Founder and General Manager

King Saud University

As a career development expert, my role was to provide guidance and support to graduates in developing their skills and securing employment opportunities. I worked closely with individuals to help them navigate the job market and enhance their employability.

The role key responsibilities:
- Assisted graduates in identifying their strengths, weaknesses, and areas for improvement through personalized coaching and guidance.
- Offered guidance in crafting effective resumes and cover letters that showcased graduates' qualifications, experiences, and achievements.
- Supported graduates in developing effective job search strategies. This included guiding them on how to identify relevant job openings, utilize online job boards and professional networking platforms, and leverage personal connections to access hidden job opportunities.

Career Development Expert

Saudi Electricity Company

In this position, I held the responsibility for a range of duties and tasks related to employee development and training. These included:

- Oversaw employee relations within the organization, ensuring a positive and productive work environment. This involved addressing employee concerns, resolving conflicts, and fostering effective communication between employees and management.
- Facilitated the organization of training courses conducted outside of the Kingdom. This included arranging travel and accommodation for employees attending these courses and ensuring that they received the necessary support to maximize their learning experience.
- Oversaw specialized training courses tailored to specific job roles or divisions within the department. This involved working closely with vendors to design and deliver targeted training programs that addressed specific skill requirements.
- Provided regular reports on the status of employees' development plans, training budget utilization, and factory acceptance test assignments. These reports served as valuable insights for management to track progress and make informed decisions.
- Utilized talent management system reports to extract and analyze data related to performance planning and reviews, as well as development plans.

Achievements:
During my tenure, I accomplished the following noteworthy achievements:

- 90% of employees underwent development activities in 2019, indicating a strong commitment to employee growth and skill enhancement.
- The implementation of a job rotation plan for supervisors and division managers was successfully introduced for the first time, providing cross-functional exposure and professional development opportunities.
- The establishment of an in-house training program marked a significant milestone, enabling the organization to deliver tailored training sessions internally and enhance employee engagement and development.

Human Resources and Training

I was selected as an executive youth member by the CEO, along with other members representing various regions of the Kingdom of Saudi Arabia (KSA). My role was to represent the voices and perspectives of the youth within the organization.

The role key responsibilities:
- Actively participated in discussions and decision-making processes as an executive youth member.
- Collaborated with other members to develop strategies and initiatives tailored to the unique needs and aspirations of the youth.
- Contributed to the development and implementation of policies, programs, and initiatives aimed at empowering and supporting the youth within the organization and the wider community.
- Worked closely with the CEO and other executives to ensure that youth perspectives were considered in shaping the future of the organization.
- Worked towards creating a more inclusive and youth-friendly environment within the organization.

Executive Youth Council Member

I held a temporary position where I managed various activities related to the Covid-19 pandemic. These activities included:

- Issued and renewed lockdown permits for the department's employees.
- Oversaw the procurement and distribution of medical protective equipment to department employees.
- Monitored inventory levels to ensure an adequate and consistent supply of equipment such as masks, gloves, and sanitizers.
- Collaborated closely with the Human Resources Department to address the needs of employees with chronic diseases during the pandemic.
- Ensured that necessary accommodations and support were provided to these employees in line with Ministry of Human Resources regulations.

Eastern Province Covid-19 Crisis Management Team Member

In this role, I held the responsibility of leading a team to successfully accomplish various tasks and duties, which included:

- Oversaw the team's efforts in reporting on the achievement of the operating plan objectives and ensuring compliance with SLAs. This involved monitoring key performance indicators (KPIs) and providing regular updates to stakeholders.
- Spearheaded the preparation of budget plans related to operating expenses and SLAs. This included analyzing historical data, forecasting future needs, and developing comprehensive budget proposals.
- Managed the reporting and tracking of overtime hours worked by team members. This involved maintaining accurate records, ensuring compliance with labor regulations, and providing insights for decision-making regarding resource allocation.
- Led the team in the processing and management of new contracts. This involved reviewing contract terms, negotiating agreements, ensuring compliance with legal requirements, and coordinating with relevant stakeholders to finalize contracts in a timely manner.
- Compiled and reported the monthly status of contracts to relevant stakeholders. This included tracked contract milestones, monitored compliance, and provided updates on contract status and performance.

Business Coordination Group Leader (A)

Al-Ahsa Chamber of Commerce & Industry

As a Human Resources and Training Committee Member in the Al-Ahsa Chamber of Commerce & Industry, my role primarily revolves around representing the interests of the private sector and HR professionals within the organization.

The role key responsibilities:
- Actively representing the concerns and priorities of the private sector, especially in matters related to human resources and training. This involves voicing the needs and challenges faced by businesses and working towards creating an enabling environment for their growth and success.
- uilding strong relationships and networks with HR professionals from different organizations within the private sector. This includes facilitating collaboration, knowledge sharing, and best practice exchanges to foster continuous improvement in human resources practices.

Human Resources and Training Committee Member

Middle East Broadcasting Center

In my weekly broadcast on the MBC FM radio channel, I have the privilege of conducting career advisement sessions aimed at assisting current students, recent graduates, and alumni in their career journeys. Through these sessions, I provide valuable guidance and support to help individuals effectively navigate the job market and prepare for employment opportunities.

I educate the audience on essential job search skills, including resume writing, cover letter preparation, interview techniques, networking strategies, and online job search platforms. By sharing practical tips and insights, I empower individuals to present themselves effectively to potential employers and enhance their chances of securing employment.

"Best Chance" Brodcast Presenter at MBC FM

Learning and Development Lead @PwC │ Talent Management │ Career Coach │ Author of Best Chance Book

A behavioral competencies framework is a structured approach used to identify, assess, and develop the specific behaviors and skills that are necessary for success of our organization. 

It outlines the key behaviors and capabilities that individuals should possess in order to effectively perform their job duties and contribute to the overall goals of assurance LoS.

Behavioral Competencies Framework

Training Season Rewards Program

This is a continuous project that aims to enhance the efficiency of the training provided to the department's employees and I achieved the following in 2019:

- 90% of employees were developed in 2019
- Job rotation plan of supervisors and division managers implemented for the first time
- Regular Following up contributed in saving more than 270,000 SR as training assignments in 2019
- In-House Training Program implemented for the first time

Learning and Development Efficiency Enhancement Project

Customer Services Offices Development

Standardized Test For English Proficiency (STEP)

تكريم من صاحب السمو الملكي الأمير سعود بن نايف بن عبدالعزيز أمير المنطقة الشرقية للعام الثالث على التوالي

Misk Foundation

Saudi Human Capital Club - النادي السعودي لرأس المال البشري

Learning Manager @PwC │ Career Coach │ HR and Training Consultant

Ashwaq Alswayah

‏دراسه بعنوان «تأثير التفاحة الفاسدة» توضح أن إضافة شخص سلبي واحد لمجموعة من 5 أشخاص خفّض الأداء حتى 40%، وجودة العمل 25%، ورفع الصراعات 50% خلال 30–60 دقيقة فقط!

Israa Maryam MHR, ICRW-CP, CPC

هل لاحظت موظف كفو فجأة أصبح "غير مرئي"؟ اجتماعات مهمة تُعقد بدونه، مشاريعه الكبرى تُسحب منه ! 😅

📌 يُسمى هذا "الفصل الهادئ" (Quiet Firing) وهو التكتيك الذي تلجأ إليه الإدارات الضعيفة حين تريد التخلص من موظف "كفء لكنه متعب" أو "لم يعد يناسب أهواءهم" ولكنها لا تملك الشجاعة (أو المال) لمواجهته وفصله رسمياً!

الهدف ببساطة: دفعك للاستقالة بنفسك، لتخسر أنت حقوقك وتكسب الشركة "راحة البال" من التعويضات القانونية!

🔺 كيف تكتشف أنك تتعرض لـ "طرد هادئ"؟
- تمر شهور دون أن تُكلف بمهمة ذات قيمة، أو تُغرق في مهام "تافهة" لا تناسب مهاراتك!
- تكتشف قرارات تخص قسمك من رسائل الإيميل العامة!
- الجميع يحصل على ترقيات أو تعديلات في الرواتب إلا أنت دون سبب واضح أو تقييم أداء سلبي مبرر!

💡 نصيحتي:
الشركات العظيمة تُبنى بـ "الوضوح" والشركات الهشة تسقط بـ "التجاهل" ❄️

مرتضى ❤️

هل سمعت بالتكليف بالمهمة المستحيلة؟ يتم تكليفك ليس لأنك رجل المهمات الصعبة بل لجعلك كبش فداء واغتيالك مهنياً! 💣

📌 يُسمى هذا التكتيك "التكليف بالمهمة المستحيلة" او بالانجليزي (The Set-up-to-fail Assignment) وهو أسلوب "اغتيال مهني" ذكي جداً حيث تمنحك الإدارة مشروعاً محكوماً عليه بالفشل مسبقاً بسبب ضيق الوقت، انعدام الميزانية، أو غياب الصلاحيات ليس لكي تنجح بل ليكون فشلك هو المبرر القانوني للاستغناء عنك أو تهميشك!

🔺 كيف تكتشف أنك "كبش فداء" في هالمهمة؟

- تُمنح لقب "قائد المشروع" لكنك لا تملك سلطة اتخاذ قرار واحد أو اختيار أعضاء فريقك!
- الأهداف التعجيزية
- تكتشف أن الميزانية "معدومة" أو أن الأقسام الأخرى لديها تعليمات مبطنة بعدم التعاون معك!
-؟غياب الدعم عند الأزمة

دراسة من جامعة ستانفورد تصف هذا السلوك بأنه "تصفية حسابات مقنعة" حيث يسهل على المدير التخلص من موظف قوي عبر وصمه بـ "الفشل في تحقيق الأهداف" بدلاً من الدخول في صراع شخصي معه!

💡 نصيحتي:
 القائد الحقيقي يبني جسور النجاح لفريقه، وليس حفر الفشل لمنافسيه!

مرتضى ❤️

بصمة البنات في القيادة: دراسة تؤكد أن القادة الآباء لبنات هم الأكثر إنصافاً في الرواتب وحرصاً على البيئة والمجتمع. 

الأب القائد الذي تشرق في حياته ابنة، يصبح أكثر ميلاً للعدل في عطائه!

https://lnkd.in/daBKPtS3

أبوفرح ❤️

It was a privilege to speak at Ithra today about the changing landscape of the culture industry and the future of skills development! 🎨✨

Thank you to everyone who tuned in virtually and to those who joined us in the room. Your energy was amazing!

A huge shoutout and thank you to Raghad and Muneera for being such wonderful collaborators on this panel 🙏🏻

يقولون "البعيد عن العين بعيد عن القلب" وهذا للأسف ينطبق على بعض اللي يداومون عن بُعد وقت الترقيات او التقييم او المشاريع الكبرى او حتى الدورات، بعلمك كيف؟ 😓💔

📌 الموظف ضحية لما يسمى "عمى القرب" (Proximity Bias) وهو انحياز نفسي لا إرادي أو متعمد أحياناً يجعل المدير يثق ويقدر الموظفين الذين يراهم جسدياً أمامه، أكثر من اللي يداومون بكل طاقتهم عن بعد!

🔺 كيف يكون عمى القرب؟

- عندما يظهر مشروع جديد ومهم أول اسم يجي لذهن المدير هو الشخص اللي يقابله بالغالب وليس الأكفأ اللي يسلم تقاريره بدقة من بيته!
- أغلب القرارات الكبرى تُطبخ في نقاشات جانبية أو في الممرات فالموظف عن بُعد لا يحضر هذه الكواليس وبالتالي لا يملك صوت في اللحظة الحاسمة!

أثبتت أبحاث هارفارد بزنس ريڤيو أن الموظفين عن بُعد لديهم فرصة أقل بنسبة 31% في الحصول على ترقيات مقارنة بزملائهم المكتبيين، حتى لو كانوا أكثر إنتاجية.

💡 نصيحتي للقادة:
القائد الحقيقي يقيس الأثر لا المسافة، ويجعل لوحة النتائج هي عينه التي يرى بها الجميع بوضوح سواءً كانوا في المكتب المجاور أو في قارة أخرى!

مرتضى ❤️

رؤى واستراتيجيات التحول من التدريب إلى بناء القدرات البشرية سأتطرق اليها من خلال جلسة حوارية الإثنين القادم بإذن الله 😍

رابط التسجيل
https://lnkd.in/dDuuCvQp

يبتسم، ويُسلم أعماله بمواعيدها، ويرد على الايميلات بنص الليل لكنه ميت من الداخل 😭

💡 هذا هو «الاحتراق الصامت» (Silent Burnout) وهو أخطر الأنواع إذ لا يلاحظه أحد حتى ينهار الشخص فجأة!

🔥 تأثيره على الفريق والشركة أعمق مما يُتخيَّل:

- يفقد الفريق أفضل عناصره تدريجياً دون أن يشعر فيتراجع الإبداع والابتكار.
- ينتشر الإرهاق كعدوى صامتة حين يرى الآخرون «النجم» يعمل حتى الانهيار دون مكافأة ويبدأون هم أيضًا في الانسحاب عاطفياً.
- ترتفع معدلات الدوران مما يكلف الشركة ملايين في توظيف وتدريب بدائل.
- تتآكل الثقة في القيادة إذ يُدرك الموظفون أن «التفاني» لا يُقابل إلا بالمزيد من الضغط.

👌🏻 الشركات التي تتباهى بـ«فرق متفانية تعمل حتى ساعات متأخرة» قد تكون في الحقيقة تتباهى بأن موظفيها يموتون ببطء ومعها تموت إنتاجيتها وسمعتها على المدى الطويل!

مرتضى ❤️

هل أنت الموظف اللي يساعد وينجز كل شيء وعمود خيمة الشركة ولكن مافيه أحد يشوف اللي سويته وقت الترقيات أو التقييم السنوي؟

📌 نطلق على هذا "فخ المهام غير القابلة للترقية" وهي تلك المهام الضرورية لسير العمل، ولكنها "غير مرئية" في معايير النجاح، ولا تضيف أي ثقل لملفك المهني عند الإدارة!

🔺 لماذا تسقط في هذا الفخ؟
- تطوعت مرة فأصبحت مسؤوليتك للأبد لأنك شخص خدوم ومبادر وبدأت الإدارة تعتمد عليك في المهام الجانبية كأمر واقع!
- غياب الوصف الوظيفي الواضح
- الرغبة في إرضاء الجميع

تؤكد أبحاث فوربس أن الاستمرار في هذه المهام يجعل الإدارة تراك كـ "ميسّر أعمال" (Facilitator) وليس كـ "قائد" (Leader)، مما يحرمك من الوصول للمناصب القيادية.

💡 نصيحتي لكل قائد:
القائد العادل هو من يوزع "المهام غير القابلة للترقية" بالتدوير بين الجميع، لكي لا يدفع المخلص ثمن إخلاصه!

مرتضى ❤️

هل قدمت على وظائف وسيرتك الذاتية مطابقة تماماً ومهاراتك أعلى من المطلوب وبعدها لا حس ولا خبر!  فهل سمعت بالتوظيف الوهمي؟💔👻


📌 التوظيف الوهمي او بالإنجليزي تسمى بـ (Ghost Jobs) وهي ظاهرة تقوم فيها الشركات بنشر إعلانات وظائف "وهمية" لا تنوي استقطاب احد فعلياً في الوقت الحالي بل لها أهداف أخرى تماماً بعيدة عن التوظيف!

🔺 لكن ليه تنشر الشركات وظائف "وهمية"؟

- اعطاء انطباع للمستثمرين والمنافسين بأن الشركة تتوسع وتنمو بقوة بينما هي بالواقع تعاني من جمود!
- يجمعون بيانات آلاف المبدعين (Talent Pool) للجوء إليهم "مستقبلاً" عند الحاجة!
- ايهام الموظفين المضغوطين بأن المساعدة قادمة وأن الشركة تبحث عن زملاء جدد لهم!
- معرفة الرواتب المعروضة حالياً و المهارات المتوفرة بدون دفع ثمن هذه المعلومات لشركات الاستشارات!

بيانات لينكد إن تؤكد أن بعض الإعلانات تظل "نشطة" لشهور طويلة ليس بسبب إيجاد الشخص المناسب، لكن لأن "الزر" مفعل فقط لجمع البيانات!

💡 ما أريد قوله:
التلاعب بآمال الناس ومجهودهم هو "إفلاس أخلاقي"

مرتضى ❤️

هل تغرق في مهام جانبية لا يراها أحد؟ اكتشف فخ المهام غير القابلة للترقية وكيف تحمي وقتك ومستقبلك المهني من الاستنزاف! مقالة جديدة لي :)

رابط المقالة
https://lnkd.in/dmmBz8zQ

مرتضى ❤️

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