Qudrah O

Senior Human Resources leader with 14+ years of progressive experience advising executives and business leaders on people strategies that drive organizational performance, workforce effectiveness, and sustainable business growth. Expertise spans the full Human Resources portfolio, including organizational design, workforce planning, talent management, employee relations, total rewards, leadership development, performance management, HR governance, and organizational transformation. Recognized as a trusted advisor to executive leaders across the energy, retail, and higher education sectors on organizational design, workforce transformation, compensation strategy, and leadership effectiveness who builds strong relationships, simplifies complex people challenges, and delivers practical, business-focused solutions that strengthen leadership capability, enhance employee experience, and achieve measurable organizational outcomes.

• Change Management
• ChatGPT
• Claude
• Jira
• Project management

1. Total Rewards Specialist

   FEDERATED CO-OPERATIVES LIMITED (FCL)

   Jan 2025 to Present

   Partner with senior leaders and stakeholders across the Co-operative Retailing System (CRS) to develop and implement enterprise Total Rewards strategies that support organizational effectiveness, workforce planning, employee experience, and business objectives. Lead strategic initiatives, provide trusted advisory services on complex people matters, and translate business needs into practical HR solutions across a network of more than 150 local Co-operative. • Led the enterprise go-to-market strategy for the redesign and rollout of Employee and Family Assistance Program (EFAP) services, partnering with leaders across more than 150 Local Co-operatives to strengthen employee well-being, leadership capability, and organizational support. • Provides strategic Advisory to leaders, HR partners, and employees on compensation, benefits, job evaluation, and Total Rewards programs, enabling informed decision-making on organizational design, workforce planning, career progression, role changes, and reward outcomes. • Designs and enhances enterprise Total Rewards frameworks, policies, governance, processes, and communication strategies that improve program consistency, align with organizational objectives, and increased employee understanding of CRS benefit plans by 25%. • Partners with cross-functional stakeholders to navigate complex organizational and people-related matters, balancing business priorities, employee experience, and policy considerations while building trusted relationships and organizational credibility. • Develops executive communications, learning resources, and decision-support materials that simplify complex Total Rewards concepts, strengthen leadership capability, and improve confidence in compensation and workforce decision-making. • Leverages workforce insights, stakeholder feedback, and emerging trends to recommend continuous improvements that enhance employee experience, strengthen HR programs, and improve organizational effectiveness.

2. Compensation & Total Rewards Advisor

   SOUTHERN ALBERTA INSTITUTE OF TECHNOLOGY (SAIT)

   Jun 2023 to Jan 2025

   Led enterprise-wide compensation, job architecture, and organizational design initiatives that strengthened workforce planning, role clarity, and leadership decision-making across the institution. Partnered with senior leaders and cross-functional stakeholders to deliver strategic HR solutions, guide organizational change, and improve employee understanding of career progression, compensation, and organizational structures. • Led the institution-wide Job Architecture and Compensation Review initiative, overseeing the evaluation and market alignment of more than 900 unique positions, enabling consistent job classification, equitable compensation, and informed workforce planning decisions. • Partnered with senior leaders, HR Business Partners, and business units to provide strategic advice on organizational design, job evaluation, role clarity, organizational restructuring, and workforce planning, ensuring alignment between institutional priorities and business needs. • Influenced and guided the leaders through complex organizational change by supporting role redesign, position evaluations, stakeholder engagement, and employee communications, helping maintain trust, engagement, and successful adoption throughout the transformation. • Developed governance frameworks, tools, communication resources, and data-driven recommendations that strengthened consistency in job evaluation, compensation decision-making, leadership understanding of career architecture, and long-term organizational effectiveness. • Facilitated consultation sessions, Leader and employee engagement sessions, and drop-in sessions while developing clear career resources that clarified job expectations, transferable capabilities, and career pathways, increasing employee and leader understanding of the new Job Architecture framework to approximately 78% following implementation. • Collaborated with cross-functional stakeholders to resolve complex classification and compensation matters by balancing operational requirements, organizational objectives, market competitiveness, employee experience, and workforce insights to support informed leadership decision-making.

3. General Manager, Human Resources Leadership - (Strategic Advisory)

   ARDOVA PLC.

   Jan 2023 to Present

   Provide strategic leadership for the Human Resources function, partnering with the Executive Leadership Team to develop and execute people strategies that strengthen organizational capability, workforce performance, and business growth across a workforce of approximately 3,000 employees. Lead enterprise initiatives spanning organizational design, talent management, succession planning, employee relations, total rewards, leadership development, HR governance, and organizational transformation while serving as a trusted advisor on complex people and business decisions. • Serves as a trusted strategic advisor to the Executive Leadership Team, aligning people strategies with business priorities by providing counsel on organizational design, workforce planning, talent strategy, leadership effectiveness, employee relations, succession planning, and enterprise transformation. • Led the successful integration of the HR functions from three acquired organizations by directing organizational redesign, cultural integration, workforce transition, HR policy harmonization, executive stakeholder engagement, leadership coaching, and change management, contributing to workforce stability and reducing voluntary attrition to below 5% within six months of the merger. • Provides strategic leadership to the Human Resources function across People Operations, Talent Management, Total Rewards, Learning & Development, and Employee Relations, strengthening governance, service delivery, and operational effectiveness while leading the development and continuous improvement of HR policies, performance management frameworks, job architecture, promotion processes, compensation administration, and employee engagement strategies. • Facilitates executive decision-making through strategic HR advisory, stakeholder engagement workshop and informal sessions, governance frameworks, and evidence-based recommendations. • Partners with senior leaders to resolve complex workforce and organizational challenges by providing practical guidance on organizational restructuring, executive appointments, performance management, promotion decisions, succession planning, and sensitive employee relations matters while balancing business priorities with employee experience. • Champions enterprise leadership development by coaching executives and people leaders on change leadership, performance enablement, talent development, succession readiness, and organizational effectiveness, strengthening leadership capability across the organization.

4. HR Supervisor → HR Manager → Head, Human Resources

   PRUDENT ENERGY & SERVICES LIMITED

   May 2012 to Dec 2022

   Joined as the organization's first Human Resources professional and established the HR function from the ground up, progressing through increasingly senior leadership roles to Head of Human Resources. Partnered with executive leadership to build the organization's people strategy, HR governance framework, and leadership capability while supporting business expansion, organizational transformation, workforce growth, and operational excellence across the full employee lifecycle. • Established the Human Resources function from inception by designing the department's operating model, governance framework, HR policies, procedures, systems, service delivery model, job architecture, compensation programs, and operational processes that supported the organization's evolution into a diversified energy business while improving consistency, compliance, and organizational effectiveness. • Served as a trusted advisor to the Executive Leadership Team, providing strategic guidance on organizational design, workforce planning, succession planning, leadership development, employee relations, performance management, and complex people decisions while leading enterprise-wide organizational transformation initiatives that strengthened workforce capability, supported business growth, and guided employees through restructuring and change. • Secured executive buy-in for the successful design and implementation of integrated talent management, performance management, leadership development, succession planning, career progression, and learning frameworks that strengthened leadership capability, improved accountability, created sustainable internal talent pipelines, and achieved 100% completion of priority business-critical training programs. • Partnered with Deloitte, PwC, and McKinsey & Company during enterprise transformation initiatives, serving as the internal HR consultant responsible for translating strategic recommendations into practical people solutions, facilitating executive stakeholder engagement, and driving successful organizational adoption. • Built and led a high-performing HR team by mentoring and developing HR professionals, establishing consistent service standards, strengthening business partnership capabilities, and fostering a culture of continuous learning and accountability. • Collaborated with business leaders to identify workforce capability gaps and deliver strategic workforce solutions that aligned evolving organizational needs with long-term business objectives.

1. Rome Business School

   M.Sc., International Human Resource Management

   Italy

2. Chartered Institute of Personnel Management of Nigeria

   Bachelor of Arts, Human Resources Management

• Business Analytics, Data-driven Decision Making (Certificate)

  University of Toronto

• Emotional Intelligence Certified Specialist

  Emotions City

• Certified Career Development Practitioner (CCDP)

• Project Management Professional (PMP)

• Senior Professional in Human Resources international (SPHRi)