Amani Khalil is a Business Psychologist who started her career as an OD Analyst with Bupa Arabia in 2010, leading their internal Global Employee Satisfaction Program “Surveying Our People, SOP”. Her project management skills resulted in an increased response rate for the 2011 cycle with consideration to a 20% increase in the overall workforce. The success of SOP lead her to manage the external “Best Saudi Company” Project with TeamOne. Before moving on to Johnson Controls as an HRBP, Amani was able to implement the SHL, Psychometric Assessment Policy for Talent Acquisition and Talent Management Divisions. Within Johnson Controls, Amani had an opportunity to expand her knowledge in the field of general HR and Saudi Labor Law. She launched an innovation campaign dubbed “Ideation” in 2013 that achieved a Global Merit award as well as handling the “Best Saudi Company” project with TeamOne. She was promoted to a Team Leader overseeing sensitive investigations and employee grievances as well as assigned to the recruitment of senior positions.

 In 2015 Amani became the Cluster HR Manager for Maersk Line, covering Saudi Arabia, Bahrain and Yemen. She was assigned with the rejuvenation of the HR Department locally which was the foundation that lead to the HR Transformation project. In 2016 Amani was promoted to Head of HR with Jordan, Kuwait and Iraq added to her scope. The HR Transformation project was successfully completed alongside IBM; it included simplification & standardization of HR Policies & Governance as well as processes within Recruitment, Payroll and cleanup of Employee Data. Amani was also responsible for leading Legal action to the betterment of the working environment.

Currently, Amani is leading the Cultural Transformation Journey of Nahdi Medical Company as Head of Corporate Communication. She manages Nahdi’s Branding Equity through internal communications and corporate events including the organization’s Newsletter, quarterly CEO Message, Annual Road Show and Health Days. Her focus on cultural transformation requires her to translate Great Place to Work Quantitative data into an Engagement Journey for Nahdi Employees, leveraging critical feedback dialogue through both leadership and the general work force in order to create an action plan to sustain engaging activities and reduce perceived gaps in areas of development.