Redefining Business Administration and Human Resources!
A transformed journey in human capital management starts with a challenge: how to align the intrinsic value of people with the strategic goals of an organization. With views such as most tradition-based business models are neglectful of their workforce’s potential, one person stands out as being innovative and excellent—Mohsen Alfahadi.
With over 17 years of experience across various sectors, Mohsen has redefined the landscape of human resources, particularly as the Chief Human Capital Officer at the King Abdullah Financial District Development and Management Company.
It’s not just a matter of efficiency, but for him, developing high-performing cultures that enhance creativity and innovation, integrate human resources with the organization’s objectives, and add up to creating valuable assets to make workplaces on Saudi Vision 2030.
As an alumnus of Business Administration with a major in Human Resources Management, Mohsen brings profound insights into labor dynamics. His focus on innovation and strategic talent acquisition, development, and employment will ensure that organizations attract not only elite talent but also provide the resources to develop future leaders through mentorship and learning initiatives.
Notorious for encouraging the achievement of multiple-valued HR programs, Mohsen is devoted to the promotion of human engagement and satisfaction. His vision is indeed one that transcends above the conventional limitations and is, therefore, a revolutionary power in business administration. As he continues to preach the value of human capital, Mohsen is not only changing companies; he is changing the very fabric of the corporate world.
Let’s know more about his journey:
Journey in Business Administration and Human Resources
Mohsen’s career in business administration and human resources has been driven by a profound interest in human relationships within organizations. Early on, he recognized that people are the cornerstone of any business, igniting his desire to delve deeper into this field.
His academic pursuits in Business Administration, with a concentration on Human Resources Management, were fueled by a passion for understanding what motivates individuals and teams to excel.
With over 17 years of experience, his career has spanned various sectors, including public, private, and semi-governmental organizations. His initial roles in recruitment and administrative supervision laid a solid foundation for his professional growth. Notable positions, such as Recruitment and Administrative Supervisor at Al Faisaliah Group and HR Head at Eli Lilly, provided him with valuable insights into HR strategy, talent acquisition, and workforce development.
As he progressed, he transitioned into more strategic roles, including Head of HR and Administration at the National Center for Performance Management (Adaa) and ultimately Chief Human Capital Officer at King Abdullah Financial District Development and Management Company (KAFD DMC). These advancements marked significant milestones in his career, allowing him to align human capital strategies with overarching organizational goals.
Throughout his journey, he has come to understand the crucial role that HR plays in organizational success. He views HR not merely as a support function but as an integral part of strategic decision-making.
Leading Human Capital
As the Chief Human Capital Officer, Mohsen plays a pivotal role in shaping the organization’s human capital strategy. His primary responsibility is to develop and implement HR strategies that align with the company’s mission while supporting Saudi Arabia’s Vision 2030. This involves ensuring that HR policies not only comply with Saudi Labor Law but are also strategically crafted to attract, develop, and retain top talent.
A significant aspect of his role is workforce planning and development. He identifies long-term human capital needs and potential skill gaps, devising strategies to address these issues. This encompasses recruitment as well as enhancing the capabilities of existing employees through targeted training and mentorship programs. His focus is on creating a workforce that is adaptable, skilled, and motivated, which is essential for maintaining KAFD’s competitive edge in a rapidly changing labor market.
Succession planning is another critical responsibility for him. He ensures that future leaders are prepared to step into key roles as the company expands. This involves identifying high-potential employees and providing them with opportunities for growth and leadership development.
A Transformational Leader
Mohsen’s leadership style is characterized by transformational and collaborative principles. He emphasizes the importance of a shared vision, inspiring his team to exceed their perceived limitations. By leading by example, he embodies the values and work ethic he expects from his team, fostering trust and setting a standard for others to follow.
Empowerment is central to his approach; he encourages team members to take ownership of their work and make decisions within their responsibilities. This not only cultivates accountability but also motivates individuals, as they recognize that their contributions are valued. Open communication is another cornerstone of his leadership style. He maintains an open-door policy and actively seeks feedback, creating an environment where everyone feels heard and respected.
He prioritizes mentorship and continuous learning, offering professional development opportunities through training programs and informal mentoring sessions. He believes that when individuals feel supported in their growth, they are more motivated to contribute to the organization’s success.
Recognizing and appreciating team efforts is crucial for him, as acknowledging hard work boosts morale and reinforces positive behaviors essential for achieving collective goals. Through these strategies, Mohsen cultivates a motivated and high-performing team.
Strategic Planning Approach
Mohsen adopts a comprehensive yet flexible approach to strategic planning. He emphasizes the importance of understanding the broader context, including market trends and national priorities like Vision 2030, to create HR strategies that align with KAFD’s objectives. By establishing clear, measurable goals for human capital initiatives, he addresses areas such as talent acquisition and workforce development.
Collaboration is key in his strategy; he works closely with management and stakeholders to integrate HR strategies with the organization’s overall goals. For instance, if KAFD aims to expand its capabilities in a specific area, it ensures that the HR strategy includes plans for recruiting and developing the necessary talent.
Additionally, he values adaptability in strategic planning. Given the rapid changes in the real estate sector, he regularly reviews and updates strategic plans to remain aligned with evolving developments, ensuring that KAFD stays on track to meet its objectives.
Global Insights Shaping Leadership
Mohsen’s international experience in Saudi Arabia and the United States has profoundly influenced his professional perspective. Working in these diverse cultural and economic environments has equipped him with a comprehensive understanding of global business practices and the significance of cultural sensitivity in leadership.
In Saudi Arabia, he developed a deep knowledge of the local labor market and regulatory landscape, which has been crucial for crafting effective HR strategies. His work addressing Saudization policies highlighted the importance of aligning HR initiatives with national objectives while ensuring compliance with local laws.
Conversely, his tenure in the United States exposed him to innovative human capital management practices and advanced HR technologies. By blending these insights, he effectively balances international best practices with local needs, allowing him to adapt and evolve his strategies to meet the demands of different environments.
The Importance of Mentorship and Training
Mentorship and training are central to Mohsen’s leadership philosophy. He views investing in the development of others as both a responsibility and a rewarding aspect of his role. Drawing from his own experiences with mentors, he is dedicated to imparting knowledge to the next generation of leaders.
His mentoring approach focuses on understanding each team member’s unique strengths, challenges, and aspirations. He believes in personalized guidance tailored to individual career goals. Regular one-on-one meetings provide opportunities for feedback, support, and long-term career planning.
Training is equally crucial; he ensures his team has access to the latest resources, including formal courses and on-the-job learning. He fosters a culture of continuous learning and knowledge sharing, promoting collaboration among team members.
Staying Ahead in Business and HR
Mohsen stresses the importance of staying updated with the latest trends in business administration, human resources, and technology. He actively participates in professional networks and industry associations, attending conferences and webinars to gain insights into emerging practices.
Continuous learning is a priority for him; he has completed executive education programs at prestigious institutions such as Harvard and Columbia University. These experiences have enriched his knowledge in leadership and management, enabling him to remain competitive.
In addition to formal education, he regularly reads industry publications and journals to stay informed about new research and innovations. He leverages digital tools, including social media platforms like LinkedIn, to follow industry influencers and engage in discussions that provide real-time updates on trends.
Balancing Work and Life
Mohsen prioritizes maintaining a healthy work-life balance amidst the demands of his role. He believes that achieving this balance is essential for personal well-being and sustained professional success. His approach involves effective time management, setting clear boundaries, and prioritizing self-care.
To manage his responsibilities, he focuses on tasks aligned with his strategic goals and delegates when appropriate, preventing burnout. He makes a conscious effort to separate work from personal time by avoiding work emails outside office hours and dedicating evenings and weekends to family activities.
Self-care is a cornerstone of his routine; he maintains regular exercise, practices mindfulness, and ensures sufficient sleep to stay energized. Additionally, he engages in hobbies and community service, which provide fulfillment outside of work.
Guidance for Aspiring HR Professionals
Mohsen advises young professionals aspiring to build a career in human resources to prioritize education and professional development. Pursuing advanced degrees and certifications and attending workshops enhances expertise and increases market value.
He encourages seeking diverse experiences across various industries and roles, which broadens perspectives and prepares individuals for a range of challenges. Building strong professional networks is also crucial; networking fosters relationships that provide support, guidance, and opportunities throughout one’s career.
He emphasizes the importance of adaptability in a constantly evolving business landscape. He urges young professionals to embrace change and take on new challenges, as these experiences contribute significantly to personal and professional growth. By remaining proactive in their development and being open to new opportunities, aspiring HR professionals can position themselves for success in the dynamic field of human resources.
Future Aspirations at KAFD
Mohsen envisions enhancing human capital strategies at KAFD to support the company’s growth and innovation objectives. As KAFD plays a pivotal role in Saudi Arabia’s real estate development, he aims to equip the workforce with essential skills to thrive in this dynamic sector.
A key goal for him is to implement advanced HR technologies that streamline processes and provide insights into workforce trends. By leveraging data analytics and artificial intelligence, he seeks to improve talent management practices, ensuring the recruitment, development, and retention of top talent.
Additionally, he plans to strengthen leadership development programs, creating a pipeline of capable leaders ready to advance within the organization. He aspires to foster a culture of innovation within HR, encouraging creativity in employee engagement initiatives. Ultimately, he hopes to position KAFD as a leader in human capital management within the real estate sector, sharing best practices with the broader HR community.
