An HR professional with technical background, 21 years experience in the Oil & Gas, Telecom and Mining industry. In the last 12 years I have been working in Human Resources field with extensive experience in developing people, career and succession planning, established structured development systems with external accreditation, developed policies and various procedures and guidelines, experienced in Sourcing Talent locally and internationally including Major recruitment campaigns, knowledge in promotion processes and developing performance management system. Expert at delivering seminars and workshops to Universities and Colleges

He graduated from UK in 1989, then joined Petroleum Development Oman, early in his career worked in various engineering jobs, and later diversified in to delivering HR related projects, his last post was Head of Staff Planning and Development, later moved to Daleel Petroleum as HR and Administration Manager, then left the Oil and Gas industry to join the Omani Qatari Telecommunication company (Nawras), in a capacity of HR Director, and Later as Human Resources Strategic Manager for Vale.

	Former Board member of the Oman Society of Engineers, focusing on promoting & injecting professionalism within the engineering community and the promotion of professional Engineers at a National & International level.
	Former member of Oman Society for Petroleum Services (OPAL) HR Implementation committee.
	Extensive experience in interviews as a member in the Assessment Centre responsible for interviewing and recruiting new recruits.
	Former Secretary of the Staff Committee in Petroleum Development Oman, focusing on staff affairs & company interests.

Expertise
Has extensive experience in the Human Resources field especially in developing people, succession planning & establishing structured development systems with external accreditation. Developed Policies and various procedures and guidelines, experienced in the interviewing and recruitment process, knowledgeable in promotion processes, performance appraisal systems and in developing recognition and motivation structures, and Managing Major recruitment campaigns including localisation.

Results Achieved
An oil and gas organization had a strong need for strong young and matured engineers to support their growing business. Given the importance of this role, Masoud Enhanced and managed a comprehensive Professional Development Scheme to become amongst the first to be accredited outside United Kingdom from 6 major UK Engineering Institutions. This has resulted in developing a first class quality engineers.
Engineers received immediate feedback from the quarterly review process, and spent time with their “coach” and “Mentors” discussing key skills and opportunities and what was most relevant to their present and future challenges. Accountability was strengthened by having a personal development plans with regular meetings with their line managers to discuss opportunities and projects, followed by quarterly reviews and reports, including performance indicators. As a result, most engineers were able to make some changes that had an impact on their team and organization.

Developed competence development procedures, and promotion procedures to ensure a transparent and effective process takes place. Developed a comprehensive succession plan to manage over 450 employees from university intake up to director’s level.

A newly start up Oil and Gas and Telecom organizations had a strong need to develop structures, and enhance team building activities. I have developed Comprehensive HR Policies and various procedures to support it, for example, staff appraisal, recruitment, promotion, motivation and recognition, Including organizing a major team building activity delivered by a reputed international firm, which resulted in enhancing the teams and a follow up activities action plan to bridge the business and employees gaps in various areas.

A Global Company (Vale), commenced investment in Oman and Masoud Developed HR Policies and supported the Administration in developing procedures (HR and Admin), including the employee handbook, Worked with external parties and the Corporate office in Rio Déjà Nero , in developing Compensation and Benefits and salary scales for the Oman operations.
Managed the largest recruitment Campaign in the Country in recruiting and training fresh technical graduates from Colleges and Universities across Oman. Interviewed 1041 candidates to recruit 117 best technical graduates in Oman.
Achieved the highest Omanisation rates 82% (Feb 2010), with a workforce of 189 (almost 1 year prior the start-up)