Tarek Saad

HR, Talent, and People professional with over 9 years of experience across retail, operations, and organisational development. Experienced in partnering with business leaders to translate workforce needs, performance gaps, succession risks, and business priorities into practical People & Organisation initiatives. Strong background in talent management, succession planning, Individual Development Plans, performance enablement, manager coaching, employee engagement, and capability-building frameworks.

Recognized for building structured people systems that support leadership continuity, workforce readiness, internal mobility, and sustainable business growth.

Talent and People Manager - Trolley - Kuwait

(2025-12)

• Partner with Operations, Commercial, HR, and senior leaders to translate business priorities, workforce gaps, store performance, expansion plans, and capability needs into practical People & Organisation initiatives.
• Support organisation effectiveness by reviewing role readiness, capability gaps, succession risks, leadership coverage, and workforce deployment needs across frontline, supervisory, store management, and area management levels.
• Lead talent management frameworks including high-potential identification, Individual Development Plans, succession pipelines, readiness reviews, and structured career progression pathways.
• Contribute to manpower and workforce planning discussions by identifying current and future people capability needs required to support retail operations, store growth, and leadership continuity.
• Coach Store Managers and Regional Managers on performance management, feedback conversations, development action plans, employee capability gaps, and follow-up discipline.
• Support the implementation of HR processes related to performance reviews, talent calibration, promotion readiness, succession planning, employee development, and people governance.
• Drive employee engagement and culture-building initiatives through manager enablement, internal communication, career development visibility, and structured employee growth opportunities.
• Coordinate cross-functional People & Organisation projects with HR, Operations, Commercial, and external providers, ensuring governance, stakeholder alignment, timelines, resource planning, and business relevance.
• Monitor rollout progress, participation, resource allocation, vendor coordination, and related costs to ensure people initiatives are delivered within agreed priorities and budget expectations.
• Use store KPIs, operational audits, manager feedback, performance gaps, and business priorities to identify people risks and recommend targeted development or capability-building interventions.

Talent and People Development Manager - AlYasra Fashion - Kuwait

(2023-09 - 2025-11)

• Partnered with business leaders, Store Managers, HR, and Operations teams to identify people priorities, capability gaps, performance risks, and talent development needs across multiple retail brands.
• Supported talent management and succession planning by identifying high-potential employees, building role-readiness pathways, and preparing store leadership talent for future responsibilities.
• Contributed to organisation effectiveness by aligning people development initiatives with business priorities, retail performance expectations, customer experience standards, and leadership capability requirements.
• Supported performance management cycles by enabling managers to identify development gaps, conduct feedback discussions, and follow up on employee improvement and growth plans.
• Designed and implemented structured development journeys for Store Supervisors, Department Managers, and Area Leaders to strengthen leadership consistency, people management capability, and succession readiness.
• Worked with business heads and store leadership teams to assess workforce capability, leadership bench strength, and readiness for internal mobility or promotion opportunities.
• Coordinated cross-functional people initiatives with HR, Operations, SMEs, and external providers, ensuring strong stakeholder alignment, timely execution, and practical relevance to store operations.
• Supported employee engagement and culture-building by promoting coaching practices, feedback culture, internal growth opportunities, and manager-led development ownership.

Senior People & Talent Specialist - FAWSEC - Kuwait

(2019-06 - 2023-08)

• Supported HR and senior leadership in implementing people, talent, performance improvement, and succession planning initiatives across business units.
• Supported talent management and succession frameworks to build managerial readiness, strengthen leadership continuity, and reduce dependency on critical roles.
• Contributed to performance and capability frameworks by linking employee action plans to KPIs, role expectations, and business performance priorities.
• Partnered with managers to identify capability gaps, performance issues, talent risks, and people needs through feedback discussions, business input, and operational priorities.
• Supported employee development and performance planning by recommending targeted interventions, coaching actions, and follow-up mechanisms to improve individual and team performance.
• Helped embed structured people practices related to performance improvement, leadership readiness, succession planning, and internal capability building.
• Acted as a connector between senior leadership, HR, and operations to ensure alignment between people initiatives, business goals, and operational execution.

People Development Specialist - The Council Leadership Academy - Beirut, Lebanon

(2017-08 - 2019-05)

• Supported people development and capability-building initiatives focused on leadership behaviours, communication, emotional intelligence, teamwork, conflict management, and workplace effectiveness.
• Partnered with client organizations to strengthen employee capability, leadership behaviours, people management effectiveness, and workplace culture through structured development interventions.
• Worked with diverse employee groups to improve workplace communication, collaboration, confidence, professional presence, and readiness for broader responsibilities.
• Contributed to needs assessment, programme design, participant engagement, feedback analysis, and practical follow-up recommendations for employee development.

Master's Degree - Industrial and Organizational Psychology - Harvard University

Bachelor's Degree - Human Resources Management & Financial Engineering - Sagesse University