Diviyakumar Ganapathy

1) Led Group-wide Organizational Development initiatives including restructuring, job architecture, competency frameworks, and governance alignment across subsidiaries.
2) Designed and implemented a robust Total Rewards strategy, including salary benchmarking, job evaluation, and establishment of a linear grading system to ensure market competitiveness and internal equity.
3) Built structured Succession Planning frameworks for critical (N & N-1) roles, strengthening leadership pipeline and business continuity.
4) Spearheaded HR Transformation & Digitalization, automating core HR processes and enabling data-driven decision-making through dashboards and HRIS enhancements.
5) Re-engineered Performance Management systems aligning KPIs with corporate scorecards to drive accountability and high-performance culture.
6) Acted as a strategic partner to the Board & NRC, managing executive compensation, governance matters, and HR policy approvals.
7) Enhanced Employee Experience, Wellness & Engagement through structured programs, recognition strategies, and lifecycle improvements.
8) Developed and standardized HR Policies & Procedures aligned with UAE labor law and corporate governance best practices.

1) Work directly with Group Managing Director and Group HR Director on establishing a strategic tools for the organization’s growth, productivity, and ability to attract and retain valuable employees.
2) Develop, execute, and evaluate internal communication plan to ensure the vision, values, initiatives, and organizational information are communicated regularly and effectively.
3) Lead a team in identifying high-potential employees, implementing leadership development initiatives resulting in a 30% rise in internal promotions.
4) Collaborate with senior leadership to align talent strategies with organizational goals, fostering a culture of continuous improvement.
5) Develop and implement the company’s Diversity, Equity and Inclusion (DEI) initiatives and strategies to attract, hire, and maintain a diverse workplace. Assist Group HR Director with a comprehensive onboarding program including communication, processes, job tools, and training.
6) Monitor the on-boarding experience for new hires, ensuring a best-in-class experience for each new team member.
7) Monitor and facilitate the employee exit experience thru on-time exit interview and off boarding process.
8) Manage and engage employees in the programs like Aspire, Khamyaab, Taleem - track courses and support people team in identifying opportunity for employees to grow inside of the organization
9) Lead the development and execution of employee engagement strategies, programs and foster the company’s culture ensuring all initiatives/activities are promoted and delivered.
10) Developed and managed employer branding initiatives, elevating company visibility and attracting top talent.

1) Designed and implemented organizational development strategies to foster cultural transformation and elevate employee engagement.
2) Developed and managed comprehensive total rewards programs, encompassing compensation, benefits, and recognition initiatives. Successfully administered Short-Term Incentive Plans (STIPs), Long-Term Incentive Plans (LTIPs), management bonus schemes, executive compensation, and Non-Executive Directors' remuneration frameworks.
3) Conducted organizational assessments to identify developmental needs and implemented targeted, impactful interventions.
4) Partnered with senior leadership to align HR strategies with overarching business objectives.
5) Led performance management processes to ensure alignment with organizational goals and drive high-performance outcomes.
6) Implemented leadership development programs to build a robust pipeline of future leaders, fostering sustainable growth.
7) Leveraged HR analytics to measure the effectiveness and impact of key programs and initiatives.
8) Successfully applied leading methodologies, including Korn Ferry, Mercer, and Hays, to establish and optimize a strategic Total Rewards framework.
9) Managed and coached a team of HR professionals, cultivating a high-performing and growth-oriented culture.

1) Partnered with the Group Managing Director and Group HR Director to establish strategic tools that drove organizational growth, enhanced productivity, and improved talent attraction and retention.
2) Designed and executed an internal communication plan to ensure the consistent dissemination of the organization's vision, values, and key initiatives.
3) Led efforts to identify high-potential employees, implementing leadership development initiatives that resulted in a 30% increase in internal promotions.
4) Collaborated with senior leadership to align talent strategies with organizational goals, fostering a culture of continuous improvement.
5) Spearheaded the development and execution of Diversity, Equity, and Inclusion (DEI) strategies, contributing to a more diverse and inclusive workplace. Supported the Group HR Director in delivering a robust onboarding program encompassing communication, processes, job tools, and training.
6) Ensured a seamless onboarding experience for new hires, delivering a best-in-class introduction to the organization.
7) Streamlined and monitored the employee offboarding process, ensuring timely exit interviews and a smooth transition for departing team members.
8) Managed and engaged employees in developmental programs such as Aspire, Khamyaab, and Taleem, tracking progress and identifying growth opportunities for staff within the organization.
9) Developed and implemented employee engagement strategies and programs that reinforced company culture and enhanced organizational alignment.
10) Elevated employer branding through targeted initiatives, increasing visibility and attracting top-tier talent.
11) Utilized HR analytics to identify trends, drive decision-making, and implement improvements in HR practices, leading to a 15% boost in employee satisfaction.

1) Responsible for improving the Employee Engagement Index across Leadership team and business by
conceptualizing and implementing various employee development and engagement initiatives
2) Initiate and implement innovative Team building and collaborative initiatives that helped improve the Organizational Development Index.
3) Ensure effective, consistent coordination and implementation of HR business processes, functions and procedures and monitors HR projects and workflow.
4) Developed and implemented Succession Plan across 4 levels of management ( over 120 position) including critical position identification, High Potentials (HiPo) identification, gap analysis, assessment center ( include Subject matter expert evaluation) and MDPs/ LDPs.
5) Introduced Job rotation policy process automation to avoid employee burnouts.
6) Manage the Government Relations team to ensure that all Government related requirements related to the Employee base are managed effectively and within agreed SLA’s.
7) Continuously review systems, procedures and practices to identify shortcomings and recommend best practice solutions to increase efficiency and performance. This includes developing e-smart services and use of online portals to provide efficient and streamlined visa services.
8) Actively use data and analytics to enable stronger decision-making processes.

1) Spearheaded initiatives to enhance the Employee Engagement Index across leadership and business units by conceptualizing and executing impactful employee development and engagement programs.
2) Designed and implemented innovative team-building and collaboration initiatives, leading to significant improvements in the Organizational Development Index.
3) Ensured seamless coordination and implementation of HR processes, functions, and procedures, while effectively monitoring projects and workflows.
4) Developed and deployed a Succession Planning framework covering 4 management levels (over 120 roles), including critical position identification, HiPo talent assessment, gap analysis, SME evaluations, and robust MDP/LDP programs.
5) Automated the Job Rotation Policy, reducing burnout and enhancing employee development opportunities.
6) Managed Government Relations to ensure compliance and efficiency in meeting all regulatory requirements related to the employee base, within agreed SLAs.
7) Continuously enhanced systems and practices by adopting best practices and implementing e-smart services and online portals for streamlined visa and HR operations.
8) Leveraged data and analytics to drive informed and strategic decision-making processes across HR functions.

1) Designing all recruitment process and talent acquisition processes and providing support to performance and ensure effectiveness of all projects
2) Determined all recruitment strategies for all executive and senior positions.
3) Designing the manpower Plan for current year and streamlining it as per the quarters in accordance with the projects.
4) Restructuring the Organizational structure by centralizing the HR, Procurement, Finance and IT functions.
5) Developing and maintaining efficient relationships with all hiring managers within required timeframe and assist to obtain all necessary approvals for candidate recruitment.
6) Developed Assessment and Development centers and associated it with talent management portfolio

1) Designing all recruitment process and talent acquisition processes and providing support to performance and ensure effectiveness of all projects
2) Played a key role in restructuring the organization, leading to improved efficiency and a 10% reduction in operational costs.
3) Designing the manpower Plan for current year and streamlining it as per the quarters in accordance with the projects.
4) Successfully managed the HR aspect of a major organizational change initiative, including downsizing, restructuring, and integration processes, ensuring minimal disruption and maintaining morale.
5) Developing and maintaining efficient relationships with all hiring managers within required timeframe and assist to obtain all necessary approvals for candidate recruitment.
6) Developed Assessment and Development centers and associated it with talent management portfolio
7) Led a company-wide cultural transformation initiative, boosting employee engagement scores by 20% and reducing voluntary turnover by 12%.

1) Lead & facilitate end to end HR framework (Attract - Engage - Develop - Retain) for the division in oumolat.
2) Contributed to the business strategy by helping regional business leaders identify, prioritize, and build organizational plans (manpower) & capabilities (Talent Mgmt / Succession Planning), Culture, behaviors, structures, and processes.
3) Directing all compensation programs, including performance-based annual bonus, performance management process, salary reviews, salary surveys, job analysis and evaluation and reward & recognition.
4) Initiated Business budgeting & associated Manpower planning process thru sense of industry & market benchmarks.
5) Ensure Talent Acquisition needs of the organization are met in qualitative & sustainable manner
6) Contribute to the Talent Review, identify pivotal talent, and document a robust succession plan for talent strategy
7) Act as key contact / advisor for employees and managers (across multiple business units) regarding current and anticipated organizational needs, general HR questions, performance, employee relations / grievance issues etc.
8) Lead the entire “Employee Life Cycle” management towards alignment of Company’s 3- & 5-year strategic road map.

1) Lead & facilitate end to end HR framework (Attract - Engage - Develop - Retain) for the division in oumolat.
2) Contributed to the business strategy by helping regional business leaders identify, prioritize, and build organizational plans (manpower) & capabilities (Talent Mgmt / Succession Planning), Culture, behaviors, structures, and processes.
3) Directing all compensation programs, including performance-based annual bonus, performance management process, salary reviews, salary surveys, job analysis and evaluation and reward & recognition.
4) Initiated Business budgeting & associated Manpower planning process thru sense of industry & market benchmarks.
5) Ensure Talent Acquisition needs of the organization are met in qualitative & sustainable manner
6) Contribute to the Talent Review, identify pivotal talent, and document a robust succession plan for talent strategy
7) Act as key contact / advisor for employees and managers (across multiple business units) regarding current and anticipated organizational needs, general HR questions, performance, employee relations / grievance issues etc.
8) Lead the entire “Employee Life Cycle” management towards alignment of Company’s 3- & 5-year strategic road map.

1) Lead HR & Admin dept. for Trading and Real estate set up, having 350 + employees & reported to CEO.
2) Streamlined HR function & partnered with stakeholders to ensure overall & inclusive success for BU verticals.
3) Develop & achieve a cost-conscious budget and ensure ROI mindset in all actions and proposed spend.
4) Building Training & Development Framework to drive performance and creating a talent pipeline, creating succession planning process that identifies top performers and creating opportunities to strengthen their skills
5) Ensure effective deployment of the compensation and benefits framework ensuring relevance and competitiveness
6) Recruitment drive for non-management employees (Helpers & Technicians) from India, Philippines, Nepal, Sri Lanka
7) Initiated “Each One - Reach One” & “Every Interaction Counts” drive for all employees and took required actions

1) Lead HR & Admin dept. for Trading and Real estate set up, having 350 + employees & reported to CEO.
2) Streamlined HR function & partnered with stakeholders to ensure overall & inclusive success for BU verticals.
3) Develop & achieve a cost-conscious budget and ensure ROI mindset in all actions and proposed spend.
4) Building Training & Development Framework to drive performance and creating a talent pipeline, creating succession planning process that identifies top performers and creating opportunities to strengthen their skills
5) Ensure effective deployment of the compensation and benefits framework ensuring relevance and competitiveness
6) Recruitment drive for non-management employees (Helpers & Technicians) from India, Philippines, Nepal, Sri Lanka
7) Initiated “Each One - Reach One” & “Every Interaction Counts” drive for all employees and took required actions

1) Formulated entire HR department set up for Horizon Printing Industries company from scratch
2) Facilitating end-to-end recruitment life cycle right from sourcing the suitable candidates profile through web portals/ referrals/ consultancies/ collating CV from walk-in and shortlisting CVs for the relevant position based on JD.
3) Established & Managed facility expansion projects with an AED 18 million budget.
4) Restructured the Organization Model, saving 8 million from the Annual HR budget with increasing the annual turnover by 7 % for Horizon
5) Revamped 360-degree evaluation process by linking the questionnaire with competencies & Core Values across the JE bands
6) Created HR skills and competencies database for 600 + employees to improve development assignments and mobility among various locations.
7) Created robust strategic talent management systems resulting in less than 1% Voluntary attrition over 2 years and exceeded business goals by 10 %
8) Evaluated processes to improve processes and employee morale. Reduced absenteeism &
tardiness by 55%, increased productivity and service quality in a multicultural work environment.

1) Formulated entire HR department set up for Horizon Printing Industries company from scratch
2) Facilitating end-to-end recruitment life cycle right from sourcing the suitable candidate's profile through web portals/ referrals/ consultancies/ collating CV from walk-in and shortlisting CVs for the relevant position based on JD.
3) Established & Managed facility expansion projects with an AED 18 million budget.
4) Restructured the Organization Model, saving 8 million from the Annual HR budget with increasing the annual turnover by 7 % for Horizon
5) Revamped 360-degree evaluation process by linking the questionnaire with competencies & Core Values across the JE bands
6) Created HR skills and competencies database for 600 + employees to improve development assignments and mobility among various locations.
7) Created robust strategic talent management systems resulting in less than 1% Voluntary attrition over 2 years and exceeded business goals by 10 %
8) Evaluated processes to improve processes and employee morale. Reduced absenteeism &
tardiness by 55%, increased productivity and service quality in a multicultural work environment.

1) Worked closely with department manager to assess temporary (buffer) man-power needs and providing the management with the same.
2) Managed time & attendance records for payroll for 32 BP In stores in North London area.
3) Assisted Retail store manager with hiring procedures, screening of candidates, coordinating interviews
4) Coordinated Employee engagement activities, site training and induction programs.