Kuwait · GCC · Selective Remote
Omar El Kot
HR Operations Lead · Workforce Strategy & HR Systems
People · Process · Technology
Structured for scale, efficiency, and workforce impact.
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HR Operations Lead · Workforce Strategy & HR Systems
People · Process · Technology
Structured for scale, efficiency, and workforce impact.
Most of my work starts with understanding how things actually run, not how they're supposed to.
I look for patterns in where processes break, where data doesn't align, and where teams rely on workarounds. From there, I focus on getting to the root cause and putting practical fixes in place across systems, workflows, and structure.
This typically involves HR systems, process design, workforce planning, and aligning payroll, data, and reporting across multi-entity environments, drawing on nine years across recruitment, onboarding, employee lifecycle, HR systems, and workforce governance.
I tend to take ownership of problems and move them forward, rather than wait for them to be assigned.
I also bring nine years of experience working in fully remote environments, leading large-scale localisation and multi-language operations across teams in different countries and time zones, along with client-facing delivery.
That experience shaped a practical approach to async work, a high level of autonomy, and strong project ownership, which I now apply in running HR projects, coordinating stakeholders, and working across functions.
Outcomes look structured.
Reality sits between planning, constraints, resistance, and constant adjustment.
Selected projects with clear challenges, actions, outcomes, and evidence.
Fixed fragmented organisational structures and reporting lines to restore clarity, accountability, and cost control.
Defined a 2-year HR digital roadmap, structuring core HR processes, ESS/MSS, and payroll into a phased system rollout.
Led payroll module deployment within HRMS, executing historical data migration, reconciling records, and aligning data with the redesigned organisational structure.
Rebuilt offboarding processes to close compliance gaps and enforce controlled, auditable employee exits.
Structured workforce deployment and hiring to match manpower plans with project demand, timelines, and cost constraints.
Defined a structured decision framework to manage 73 stranded employees during Kuwait airspace closure, covering pay, leave, and return accountability.
Eliminated payroll-finance misalignment by redefining GL mapping across 40+ payroll elements for accurate posting and audit traceability.
Established controls to address sick leave misuse by enforcing validation, monitoring patterns, and shifting behavior from automatic approval to accountable usage.
Led global remote operations across multi-language delivery, managing distributed teams and complex client execution.
Country-aware EOR workflow prototype for employee exits, SOPs, EOS/final settlement, controls, and operational risk visibility.
It was built to demonstrate how complex country-specific HR requirements can be translated into structured intake, reviewer routing, payroll handoffs, immigration dependencies, audit controls, and measurable workflow health.
A work-in-progress HR tech prototype built from a daily recruitment problem: strong candidates can be missed when screening relies too heavily on rigid keywords, poor parsing, or surface-level matching.
The goal is to support recruitment teams with clearer CV comparison, capability-based insights, strengths and gaps, interview probes, and practical final hiring recommendations.
Available for HR Operations Lead, People Operations Manager, and Onboarding Operations roles. Open to remote.