A Saudi Company. Multinational Player. Changing the game!

Eng. Omar Najjar, VP HR

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The “Cristal” Journey

PIGMENTS

Our Cristal Titanium Businesses - Worldwide

• 2nd Largest Titanium Dioxide

(TiO2) producer used to make

Paint, Plastics and Paper

MINING

• 5th largest Titanium miner and the primary feedstock for Titanium Dioxide Production

METALS

• First Producer of CP (Commercially Pure) Titanium and Ti 6-4 Alloy (6% Aluminum/4% Vanadium) Powder for Titanium Metal Parts Production

Cristal Locations 5 Mines 8 TiO2 Plants1 Titanium Metal Plant 2 Global R&D Centers11 Operational Offices

1. Integration and Globalization

2. High Growth Targets and Multiple Expansions

3. Reliability and Operational Efficiency

4. Cost Efficiency

5. Skill Drain

The Business Challenges

How did HR Change the game?

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Operational Excellence

Financial Sustainability

Disciplined Growth

1) Positioning Talent as Key to Business Success

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2) Transparent and Closely Linked HR Strategy to the Business Challenges

Integration and Globalization

• Deliver a full Organization Design• Manage Change across CG• Maximize use of Technology • Introduce the Performance

Management System• Maximize the contribution of the Senior

Leaders• Talent Management and Succession

Planning

Disciplined Growth

• People Strategy for every SBU• Workforce plan for every expansion

project• Expatriation and re-location Program • Review Reward systems for ITP• Upgrade Recruitment Standards and

Efficiency• Review bonus program and link with

growth and performance targets • People Growth initiatives

Operational Excellence

• Establish Cristal Academy with focus Technical Training

• Learning and Coaching Culture• Skill Audit• Re-build HR organization and

resource it properly• Partner with Manufacturing to

manage the people agenda• Measure and improve Employee

Engagement

Financial Sustainability

• Design people-cost monitoring system with Finance

• Control headcount in Yanbu• Consolidate FTE, Contractors and

Overtime into one reporting mechanism (e.g. man-hour per site)

• maintain people cost to be XX%• Streamline HR processes and

improve overall efficiency.

Skill Drain

• Develop Competency/Skill Framework for every function

• Skill Audit• 5 year CRISTAL Skill Building Plan• Build a strong Talent Pipeline and

Recruitment Strategy (80/20)• CRISTAL Young Talent Program • Focus on Site Management teams

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3) Clarify the roles for all Stakeholders

Talent Management

People Management

HR Management

- Policies- Systems - Data- Values- Education- Services

HR Function

- Motivation- Engagement- Coaching- Development

Line Managers

COMMITMENT Executive Team

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4) Build an effective HR operational model

Family Members

HRServices

HRBusiness Partners

Individual, Team and Organization Capability

Policy interpretationPolicy improvement

Service Level and Cost

Solution development and deployment HR

Expertise Team

General support and transactional enquires

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5) Establish an attractive Employer Value Proposition (EVP)

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Genuine impactin a company with

a pioneering spirit, the warmth of family, and the strength of a multinationalSignature

Caring Collaborative Passionate Professional CRISTAL Values

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In Summary :

Positioning Talent

HR Strategy linked to business

Clarify roles to all

stakeholders

Build an effective

HR model

Attractive EVP

THANK YOU