Qatar News

Qatar First Bank (QFB) plans to attract Qatari talents

Tue 13 Shaban 1438 9-5-2017
QGN Bureau Staff

QFB places three local talents in senior management posts. Qatar First Bank (QFB) has appointed three local talents in senior management as part of its strategy to promote and attract Qatari talents. The bank has appointed Sulaiman al-Salhi as chief business officer; Mohamed al-Sahli as head of corporate services and Sara Ali al-Adba as acting head of human resources.
QFB is “keen to create a sustainable work and business environment that is able to attract and develop local talents to play a bigger role in Qatar’s financial sector; therefore, these appointments come as the first step in our strategic direction towards enriching the QFB work environment by skilful Qatari employees,” QFB acting chief executive Khalid al-Khoori said. Sulaiman has 24 years of global financial services experience in both the conventional and Islamic sectors. Over the years, he has acquired considerable expertise in private banking, investment banking, corporate lending and Islamic finance.

From left: Al-Khoori, Suleiman al-Salhi and Mohamed al-Sahli: Attracting local talents
From left: Al-Khoori, Suleiman al-Salhi and Mohamed al-Sahli: Attracting local talents
Prior to joining QFB, he was managing director and senior executive officer at Bank Sarasin-Alpen (Qatar). In this role, he headed the private banking team and successfully led the organisation through its challenging start-up phase in Qatar. Mohammed al-Sahli joined QFB in 2011 as head of investor relations to establish and manage the investor relations department. In 2013, he brought corporate communications under his umbrella. In 2015, he was appointed director of private banking to bridge and synchronise private banking activities with QFB investor-client database.
Prior to joining QFB, he worked as corporate communication and investor relation manager in Barwa Real Estate.
Al-Adba joined QFB after working as compensation manager at Ooredoo Qatar. Sara has performed well in evaluating effective compensation programmes, analysing competitive compensation practices, recommending appropriate course corrections to senior management, and proposing development and training programmes. She also participated in developing compensation strategy.