فؤاد بطشون

Heading the OD, Compensation, Rewards, Performance, Talent & Emiratisation functions at Group Level, report to the Chief People & Communications & executive mgt on Operating Models, Restructuring & Change Initiatives, Culture, performance, talent & rewards.

Main responsibilities includea:

Strategic:
- Provided strategic direction for the group on HR/OD interventions based on strategic business direction;
- Led the strategic alignment between HQ & subsidiaries (Investments, Development, Education, Hotels, FM/PM/ Construction), around strategy, initiatives, employee journey, rewards, performance, Emiratization.. Etc;
- Subsidiary NRC chairman to ensure alignment of change management interventions;
- Developed SLA between group HR/OD and subsidiaries linked with a back charge model.

Operating Models and M&A:
- Custodian of the group transformational programs on Operating Models; Stress testing Aldar’s OM during M&A & spinoffs;
- Spearhead the development of the OM; creating 2 core arms, multiple subsidiaries to complement the value chain of Aldar;
- Managed complex M&A exercises: Sorouh, TDIC & Modon; achieved AED500Million+ of synergies.

Performance, Rewards and Culture:
- Custodian of the performance management at Aldar; monitor the implementation of continuous performance process, align staff with the departmental plans, cascade from BSC, link with annual STIs;
- Developed the long-term incentive plan for Executive MGT linked with Aldar share performance;
- Developed the cultural and people integration strategies; conduct cultural assessment, 360, link diversity metrics with OD/HR processes;
- Managing the Talent MGT function covering Succession planning, IDPs, TNAs, employee journey..etc.

Manpower and Budgets
- Spearhead the groupwide workforce planning & Emiratization exercises, review future projects as per the 5 years business plan, challenge requirements;
- Managed the allocation of manpower budgets - Corporate to Subsidiaries based on time and effort.

Act as a Strategic HR Business Partner - reporting directly to HR Divisional Manager and Support Services Executive Director. Provide consultative advice to top management on HR and Organizational Development initiatives, projects and programs.

Leading the Organizational Development function.

Main responsibilities include but not limited to:

- Lead the entity’s HR \ OD initiatives, programs, and budget, ensuring their alignment with the strategic plan;
- Build and maintain effective relations with internal and external stakeholders to ensure strategic synergy;
- Lead the restructuring exercise to enable the execution of strategy, to manage the newly designed processes effectively and establish role clarities;
- Responsible for the HR Division objectives and KPIs;
- HR SME and a key member of the BPR exercise; benchmark, develop and enhance the HR policies and processes, supporting a continuous improved environment for HR activities;
- Oversee the development of the human capital;
- Develop and conduct awareness sessions on performance management and objectives setting;
- Provide direct support to all HR sections; T&D, recruitment and HR strategic planning;
- Coordinate with sectors to arrive at the manpower requirement linked to the financial budget, develop the recruitment strategy;
- Develop and implement IDPs;
- Build up and execute the Succession Planning model; identify critical positions, successors, development needs through IDPs;
- Develop the Technical Skills Dictionary per function, linking it to TNAs and PMS;
- In charge of the development of rewards and benefits schemes;
- Maintain the integrity of the grading & compensation system; write / update the JDs, conduct job evaluations;
- Develop / write HR technical proposals;
- Assess and evaluate technical proposals;
- Assess employee engagement and identify organizational gaps and development areas;
- Supervising and monitoring 3rd party service provider’s performance;

Reporting directly to Change MGT Director, responsible for providing vital assistance in projects.

Lead & supervise change management, restructuring, & talent MGT. initiatives.

Porject Management: Economics, Costing & evaluation

Main projects:

A leading governmental agency - OD -

- Developing the Organization Structure - based on Strategy, processes & Global Best Practices;
- Leading the development of competency framework;
- Developing a competency based performance management framework;
- Leading TNAs;
- Conducting Manpower Analysis / FTEs;
- People positioning
- In charge of development of the Emiratisation Strategy
- Lead the development & Implementation of Succession Planning framework with its tools;
- Participated as an assessor in an assessment centre exercise.

A Leading Automobile Comp. - Compensation & Ben. / Job Evaluation -

- Leading the development of Compensation & Benefits system;
- Identifying Key Positions within the group;
- Conducting Job Evaluation exercise using PwC JES;
- Benchmarking the Key Positions with the market;
- Constructing 3 salary matrix options;
- Proposing different scenarios (catch-up cost) for the total salary bill;
- Benchmarking the benefits system with the market;

HAAD - Job Evaluation / Grading Structure -

- In charge of reviewing, evaluating /amending the grading structure of HAAD using PwC JE methodology.
- Leading a competency assessment exercise covering 80 employees, based on the competency framework of HAAD.

SOROUH - OD -

- In charge of reviewing current organisation structure, developing a new matrix structure to serve the strategy & business objectives of SOROUH.
- Developed the functional descriptions.

ADFH - OD-

Incharge of the development of transformation strategy for ADFH. Main activities include but not limited to:
- Develop the design principles, organisational structure and functional descriptions.

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Responsible for executing other projects

Provide HR strategic and operational support to the Top Management Reporting to the General Manager.
Main duties includes but not limited to:
• Assisted in the development of the Organization Structure of PIC.
• Updated the PA method to the new "Performance Development System" linking it with; training plan & budget, succession planning, career path and retention system.
• Responsible for Developing, updating & implementing Training Plan & budget, Training procedure with its forms; TNA, nominations, Training & behavioral Evaluation forms.. etc.
• Responsible for the Selection & recruitment process; Interviewing, Screening & Selection, Job Offer Letter, Probation Evaluation, Exit Interview, Discharge letter, Rejection Letter, Promotion Request and other forms to be used.
• Designed a “Career Planning & Development” program that suites Top & Middle management to ensure a continuous supply of professional, Technical & managerial talents.
• In charge of “Succession Planning Module” for key positions in PIC, in addition of creating a detailed replacement chart.
• In charge of the company's “Human Resource Planning”; Supply and demand, Recruitment and turnover analysis.
• Established a "Skill Inventory" Module and database for top & middle management to be linked with: Succession planning, selection & recruitment, training & Job rotation.
• Developed & updated more than 100 job descriptions based on job analysis method.
• Assisted in developing & implementing motivation plan (Reward Schemes; payment by result, commissions, suggestion plans..etc) for Plant department.
• In charge of HR monthly report; separation turnover, absenteeism rate, training Mandays, training cost to monthly salary & overtime cost to monthly salary.
• Responsible for the HR Department Business plan, HR Department KPIs for 2007.

Provided general HR support for staff.