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Ahmed Assalih is an Executive HR Transformation & AI Strategist with 25 years of experience across MEA and Europe. An engineer by training, he leads HR Transformation for Sopra HR Software in the MEA region, where he launched and developed the HR Transformation Business Unit. He is a guest professor on HR Master's programmes, a conference speaker, and the author of The Death of Skills (2026).

Ahmed Assalih is an Executive HR Transformation & AI Strategist who works at the intersection of business leadership, human resources and technology. He has 25 years of professional experience across MEA and Europe, beginning in 2001.

An engineering graduate of ENSEEIHT in Toulouse, he started his career at Royal Air Maroc, where he led the deployment of HR Access for the group and around ten subsidiaries, managing a mixed team of developers and HR experts. He then moved into Talent and Recruiting leadership before becoming Head of the HR Department of the group, with responsibility for an organisation of more than 6,000 employees.

In 2013 he founded Créative RH Consulting, and from 2015 to 2017 was Partner and General Manager for Morocco at Advyteam Group, where he built the consulting activity and founded Advyteam Academy. Since 2017 he has led HR Transformation for Sopra HR Software in the MEA region, launching and developing the HR Transformation Business Unit across business development, advisory and delivery, with business and P&L leadership, C-level relationships and regional transformation programmes, including a unified Talent Management transformation spanning more than 50 entities in 22 countries.

He holds a post-graduate degree (DESS) in Airline Management from Aix-Marseille, was twice selected to represent Morocco at the International Mathematical Olympiads, and represented Morocco and Africa at the World Sudoku Championship in 2009.

He is a guest professor on several HR Master's programmes, a conference speaker and a mentor. His 2026 book, The Death of Skills, argues that AI exposes the limits of skills-based talent models and requires organisations to rethink potential, adaptability, learning velocity and talent trajectories.