Eduardo Rap

Leading the HR function across 7 GCC countries, managing a team of 6 HR professionals and supporting 280+
employees, partnering with CEOs and Directors on people strategy, performance management and workforce
planning.
Acting as strategic HR Business Partner to regional stakeholders, advising on organizational design,
performance, successionplanningandcross-cultural management.
Designing and executing a HR regional strategy supporting business growth, performance, training (+30%
employeestrained), talentacquisition (2digitsyearlyturn-over), well-being (+18%in2years).
Overseeingtheend-to-endemployeelifecycle, ensuringalignmentbetweentalentstrategy, businessobjectives
andemployeeexperienceacrossmultiplecountries.
Ensuringinternal policiesand processeswereupdated, sharedand respectedintheregion.
Leading annual salary review, bonus and career planning cycles, ensuring internal equity, market
competitivenessandalignmentwithgroupcompensationstrategy.
Being inchargeoftheEmiratisationprojectandthedefinitionofthestrategyand plan.
Ensuring full compliancewith corporate HR governanceand local labor regulations, acting asthe keyinterface
betweenHeadquartersandGCCsubsidiaries.
Leading change management and cultural initiatives to embed corporate values, diversity, equity and ESG
principlesacrosstheorganization.
LaunchingtheTalentmappingandCareerpathprojectintwosubsidiaries (around120employees).
Defining HRKPIsanddashboards, deliveringquarterlypeopleanalyticstoleadershipand managingtheregional
HRbudgettosupportstrategicpriorities:staffcost (multi-millionsAEDbudget) andtheHRbudget (hundredsof
thousandsofAEDbudget).

Leading the HR function across 7 GCC countries, managing a team of 6 HR professionals and supporting 280+
employees, partnering with CEOs and Directors on people strategy, performance management and workforce
planning.
Acting as strategic HR Business Partner to regional stakeholders, advising on organizational design,
performance, successionplanningandcross-cultural management.
Designing and executing a HR regional strategy supporting business growth, performance, training (+30%
employeestrained), talentacquisition (2digitsyearlyturn-over), well-being (+18%in2years).
Overseeingtheend-to-endemployeelifecycle, ensuringalignmentbetweentalentstrategy, businessobjectives
andemployeeexperienceacrossmultiplecountries.
Ensuringinternal policiesand processeswereupdated, sharedand respectedintheregion.
Leading annual salary review, bonus and career planning cycles, ensuring internal equity, market
competitivenessandalignmentwithgroupcompensationstrategy.
Being inchargeoftheEmiratisationprojectandthedefinitionofthestrategyand plan.
Ensuring full compliancewith corporate HR governanceand local labor regulations, acting asthe keyinterface
betweenHeadquartersandGCCsubsidiaries.
Leading change management and cultural initiatives to embed corporate values, diversity, equity and ESG
principlesacrosstheorganization.
LaunchingtheTalentmappingandCareerpathprojectintwosubsidiaries (around120employees).
Defining HRKPIsanddashboards, deliveringquarterlypeopleanalyticstoleadershipand managingtheregional
HRbudgettosupportstrategicpriorities:staffcost (multi-millionsAEDbudget) andtheHRbudget (hundredsof
thousandsofAEDbudget).

Strong expertise in international HR governance, expatriation, compensation & benefits and cross-border HR
policieswithinlargemultinationalenvironments.
Leading international mobility and expatriation programs, including profile definition, compensation
benchmarkingandcostoptimizationforglobalassignments.
Defining and managing international mobility budgets, ensuring cost control, compliance and alignmentwith
group compensationpolicies.
Contributing to the design and deployment of a global salary review platform for senior leaders, supporting
compensationgovernanceanddecision-makingatgrouplevel.
Implementingand monitoringa biannualglobalcorporatecompliancesurvey, analyzing resultsandsupporting
correctiveactionplansacrosssubsidiaries.
Overseeing the local deployment of global HR policies, ensuring consistency, compliance and positive change
managementinallthesubsidiaries.
Participationinthedevelopmentofthefirstinternaltraining platform.
ProvidingadviceandguidancetotheSubsidiariesregarding HRprojects, HRpoliciesand HRbestpractices.
Yearly ExpatriatesC&Breview, internationalinternshipandVolunteermissions.

Managing international mobility programs and global internships for clients.
Advising clients on international assignment budgeting, cost optimization and compliance considerations.
Leading process improvement initiatives to enhance service quality, operational efficiency and
stakeholder satisfaction across HR services.
Redesigning internal mobility and immigration processes, improving service delivery, governance and
employee experience.

Responsible of a global compensation benchmarking survey, analyzing local remuneration practices and
regulatory frameworks across multiple countries.
Updating and harmonizing short-term assignment and localization policies.
Launching and analyzing a global survey on expatriation benefits, supporting the optimization of
international mobility frameworks.
Participating in international audits of social security systems and employee benefits.
Preparing the annual interviews of expatriates.

Responsible of a global compensation benchmarking survey, analyzing local remuneration practices and
regulatory frameworks across multiple countries.
Updating and harmonizing short-term assignment and localization policies.
Launching and analyzing a global survey on expatriation benefits, supporting the optimization of
international mobility frameworks.
Participating in international audits of social security systems and employee benefits.
Preparing the annual interviews of expatriates.

Producing HR reporting and workforce analytics for a population of 700 employees, supporting
management decision-making.
Driving the yearly training plan, following the budget and preparing the yearly calculation of the variable
salary in alignment with HR and financial guidelines.
Managing recruitment activities across multiple employee populations, ensuring timely hiring aligned with
operational and budget constraints.
Supporting managers on talent development, recruitment and training decisions, acting as a first-level HR
business partner.