Aliya AlAbbar

Promoted to Acting Director following demonstrated impact in transforming HR from the ground up. Lead
the full HR portfolio for a merged government authority, supporting multiple CEOs and senior leadership
teams.
• Led end-to-end HR Transformation, establishing HR as a strategic partner to leadership.
• Designed and implemented the organizations first Talent Management Strategy, covering
succession planning, HiPos, and leadership pipelines.
• Identified 100% of critical roles and successors using a structured succession framework.
• Conducted the authoritys first Learning Needs Analysis (LNA) and introduced individual
learning plans (IDPs) for all employees.
• Launched flagship development programs:
◦ Fresh Graduates (future skills, behavioral competencies, and mentoring)
◦ Directors Leadership Program (Digital leadership, coaching).
◦ Managers Development Program (Leadership pipeline & future readiness)
◦ Future Skills initiatives (AI, Big Data, and Digital Transformation)
◦ Internship Program for early career exposure and readiness
• Designed and rolled out behavioral and technical competencies across the authority.
• Overhauled Performance Management, embedding AI enabled tools for efficiency and insights.
• Executed a marketing strategy for L&D to increase training attendance and engagement.
• Built a Talent Identification Framework for recognizing and nurturing high-potential employees.
• Developed the organizations first Annual Training Plan, aligning learning budgets with strategic
priorities and measurable outcomes.
• Linked learning initiatives to global themes (Coaching Week, Wellbeing Week, Innovation Week).
Recruitment and Emiratization
• Designed and executed a strategic recruitment plan aligned with Emiratization targets which
increased the hiring of Emiratis from 57% to 61%
• Introduced AI-powered Smart Interviews and psychometric assessments across all levels (graduates
to directors).
• Established recruitment KPIs to improve quality of hire and cycle efficiency.
Policies, Planning and Governance
• Finalized and implemented core HR policies (attendance, promotions, overtime, grievances,
performance, talent succession, rewards)
• Led the Job Description standardization project, ensuring alignment with Dubai Government and
international HR standards.
• Built and executed a long-term Emiratization Strategy.
• Automated Rewards and recognition through the Smart Employee platform
• Launched DDA Radar quarterly recognition initiative highlighting employee contributions.
• Designed and implemented the HR executive Dashboard for leadership decision making.
HR Operations and Payroll
• Introduced and embedded the HR Business Partner (HRBP) model.
• Automated key HR processes (education allowance, resignations, attendance reporting)
• Implemented employee engagement automations (milestones, anniversaries, newborns,
confirmation) boosting employee engagement and happiness.
• Enhanced payroll cycle efficiency and governance, ensuring accuracy, compliance, and timeliness.
• Planned and managed the HR budget (Chapter 1& 2), aligned with organizational
priorities.

• Led strategic talent and leadership initiatives to enhance organizational effectiveness.
• Designed talent identification processes to strengthen leadership pipelines.
• Developed and delivered leadership and capability building programs with measurable
engagement and performance outcomes.
• Created and implemented succession planning frameworks for critical and non-critical roles.
• Managed senior stakeholder engagement and partnerships to support talent initiatives.
Key projects
• Functioned as main spokesperson and partner with Nokia for leadership and talent programs.
• Designed and launched leaders as Coaches program for VPs and SVPs.
• Led partnership agreement with SHL to enhance recruitment and talent assessments.
• Introduced VR onboarding to modernize employee induction.
• Developed HIPOs through various learning initiatives, in collaboration with Hult Ashridge
• Led large scale career fairs and organizational talent initiatives.
• Trained 100+ employees on Harvard Personal Development Program
• Utilized MBTI and psychometrics for leadership and team development.

• Designed and delivered internal training programs for frontline and graduate populations.
• Enhanced and digitalized the Graduate Trainee program process.
• Introduced gamified learning to embed organizational values, mission, and vision.
• Conducted gap analysis using psychometric tools to support career development.
• Delivered training on Millennials at work and MBTI.