A Saudi Company. Multinational Player. Changing the game! Eng. Omar Najjar, VP HR

The “Cristal” Journey 2

PIGMENTS Our Cristal Titanium Businesses - Worldwide 2 nd Largest Titanium Dioxide (TiO 2 ) producer used to make Paint, Plastics and Paper MINING 5 th 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 Plants 1 Titanium Metal Plant 2 Global R&D Centers 11 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?

6 Operational Excellence Financial Sustainability Disciplined Growth 1) Positioning Talent as Key to Business Success

7 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

8 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

9 4) Build an effective HR operational model Family Members HR Services HR Business Partners Individual, Team and Organization Capability Policy interpretation Policy improvement Service Level and Cost Solution development and deployment HR Expertise Team General support and transactional enquires

10 5) Establish an attractive Employer Value Proposition (EVP) Performance-driven Warmth of a family Benefits Pioneering Spirit Genuine Impact Strength of a multinational Genuine impact in a company with a pioneering spirit, the warmth of family, and the strength of a multinational and the strength of a multinational Signature Caring Collaborative Passionate Professional CRISTAL Values

11 In Summary : Positioning Talent HR Strategy linked to business Clarify roles to all stakeholders Build an effective HR model Attractive EVP

THANK YOU