Khaled Essawy

Darwish Holding Overview: With over 1,700 employees representing more than 60 nationalities, Darwish Holding collaborates with over 800 major brands. The company's retail division features mono brands and Fifty One East, Qatar's oldest department store, offering luxury brands such as Boucheron, CHANEL, Givenchy, Rolex, and TUDOR. Additionally, the group owns Lagoona Mall, which houses 160 stores.

1. Talent Acquisition & Workforce Planning
Develop recruitment strategies to attract high-caliber talent for retail, wholesale, and back-office operations.
Oversee hiring for key positions, including store managers, sales associates, brand representatives, and corporate/back-office roles (e.g., finance, marketing, logistics, and HR).
Implement succession planning and career development programs.
2. Employee Relations & Culture
Foster a luxury brand culture by ensuring high employee engagement and motivation.
Handle employee grievances and conflict resolution in alignment with company policies.
Ensure compliance with labor laws and HR best practices.
3. Learning & Development
Develop training programs focused on customer experience, product knowledge, and luxury brand standards.
Implement leadership and skills development programs for retail, wholesale, and corporate employees.
Introduce mentorship and coaching initiatives for high-potential employees.
4. Performance Management
Oversee goal setting and performance evaluations aligned with business objectives.
Implement KPIs specific to retail, wholesale, and back-office teams (e.g., sales performance, customer satisfaction, operational efficiency).
Reward and recognize top-performing employees through incentive programs.
5. Compensation & Benefits
Design competitive salary structures and commission-based incentives for sales teams.
Ensure compensation packages align with luxury market standards for both frontline and back-office employees.
Manage payroll, bonuses, and employee benefits programs.
6. HR Operations & Compliance
Maintain HR policies in compliance with labor regulations and company values.
Oversee visa processing, work permits, and contracts for both retail and back-office staff.
Implement HRIS (Human Resource Information Systems - Oracle) for efficient workforce management.
7. Hiring & Managing Back-Office Staff
Oversee the recruitment and retention of corporate support functions, including finance, supply chain, marketing, IT, and HR personnel.
Ensure back-office roles are aligned with business growth and operational efficiency.
Develop tailored onboarding and training programs for back-office employees.
8. Retail & Wholesale-Specific HR Strategies
Align HR strategies with retail store operations and seasonal sales cycles.
Support wholesale team with HR solutions for distributor and brand partnerships.
Manage high turnover rates in retail by implementing strong retention programs.

Qatar Ports – Mwani Qatar Overview - Mwani Qatar (Qatar Ports Management Company) is the entity responsible for managing, operating, and developing Qatar’s ports and maritime transport sector. Key ports managed by Mwani Qatar are Hamad Port, Doha Port, and Al Ruwais Port.

As Acting Head of HR, managing HR operations, ensuring compliance, and supporting the workforce across port operations, logistics, and administration.

1. HR Strategy & Leadership
Lead and implement HR policies aligned with Qatar Ports’ goals.
Advise management on HR matters, labor laws, and workforce planning.
2. Recruitment & Workforce Planning
Oversee hiring for port operations, logistics, and office roles.
Ensure compliance with Qatarization initiatives.
3. Employee Relations & Compliance
Handle employee concerns, disputes, and disciplinary actions.
Ensure compliance with Qatar Labor Law and workplace policies.
4. Training & Development
Implement training programs for safety, leadership, and technical skills.
Support employee growth through career development plans.
5. Compensation & Benefits
Oversee payroll, bonuses, and employee benefits.
Ensure fair and competitive salary structures.
6. HR Operations & System Management
Manage employee records, visa processing, and contracts.
Oversee HR systems for payroll and performance tracking.
7. Qatarization & Government Relations
Drive Qatari talent development in maritime and logistics fields.
Work with government authorities to ensure legal compliance.
8. Stakeholder & Leadership Support
Work closely with department heads and port authorities.
Align HR strategies with business needs and international standards.

Qatar Red Crescent Society (QRCS), established in March 1978, is Qatar's first voluntary charitable organization. It is dedicated to assisting and empowering vulnerable individuals and communities, without discrimination.

1. HR Strategy & Leadership: Develop and implement HR policies aligned with QRCS’s humanitarian mission and Qatar’s labor laws.
Provide strategic HR direction to support relief and development programs.
Work closely with senior management to align workforce planning with QRCS objectives.

2. Recruitment & Workforce Planning: Oversee the hiring of staff and volunteers for local and international humanitarian projects.
Develop recruitment strategies to attract highly skilled professionals and volunteers.
Ensure compliance with Qatarization policies by hiring and developing Qatari talent.

3. Employee and Volunteer Relations: Foster a positive and ethical work environment in line with Red Cross/Red Crescent principles.
Manage employee grievances, conflict resolution, and disciplinary actions while ensuring fairness.

4. Qatarization and Government Relations: Develop programs to recruit, train, and retain Qatari nationals in humanitarian work.
Work closely with government agencies (Ministry of Labor, Ministry of Foreign Affairs) to ensure compliance with national employment laws.

Al Mana Group is a prominent Qatari conglomerate with a diverse portfolio, spanning various industries. Its industry activities include automotive distribution and services (Ford, Ford Trucks, Lincoln, Jeep, Chrysler, Dodge, RAM, Hongqi, Bestune, and Hertz), real estate and investments, retail, food and beverage

1. Recruitment Strategy & Planning: Develop and implement recruitment strategies that align with Al Mana Group’s goals, values, and business needs.
Coordinate with department heads to understand their hiring requirements and workforce needs.
Forecast future hiring needs, and ensure the recruitment process supports organizational growth and expansion.
2. Talent Acquisition: Lead the end-to-end recruitment process for all levels, from junior to senior positions, across various divisions (automotive, retail, real estate, etc.).
Manage the sourcing, screening, and interviewing of candidates through multiple channels, such as job portals, and headhunting.
Build and maintain strong talent pipelines for positions across departments.
3. Employer Branding & Candidate Experience: Enhance Al Mana Group’s employer brand to attract high-quality candidates.
Ensure a positive candidate experience, maintaining professionalism, and clear communication throughout the recruitment process.
4. Interviewing and Selection: Oversee the interview and selection process, ensuring consistency, fairness, and adherence to company policies.
Provide guidance and support to hiring managers and interview panels in evaluating candidates based on job-specific criteria and cultural fit.
Conduct final interviews for senior and strategic positions to ensure alignment with organizational goals.
5. Recruitment Metrics & Reporting: Track and measure recruitment metrics such as time-to-hire, cost-per-hire, and source of hire to improve recruitment processes and optimize efficiency.
Provide regular reports to senior leadership regarding the recruitment status and challenges.
6. Onboarding & Integration: Collaborate with the HR team to ensure a smooth onboarding process for new hires, ensuring they are integrated into the company culture, and understand their roles and responsibilities.
Ensure the documentation and legal requirements for new hires (such as contracts and visas) are completed promptly.

NATGAS, also known as the National Gas Company, is a state-owned natural gas company, established in 1975. The company operates in various sectors, including gas pipelines, industrial sites, gas production, port and marine infrastructure, natural gas liquids, and liquefied natural gas (LNG).

I was typically responsible for overseeing and managing the recruitment process for the organization's various positions, including those related to energy, engineering, operations, and corporate functions.