Gabriela Friedman

 Devised teambuilding programs, which incorporate personality tests, decision-making, problem solving, and conflict management tools.
 Devised and executed seminars and workshops on stress and anxiety management.
 Executed one-on-one diagnostic and psycho-educational assessments for adults to identify learning difficulties and provided strategies to overcome difficulties.
 Conducted career counseling sessions for adults on potential career paths, degree selection and MBA routes.

 Developed practical ‘people’ strategies, which addressed immediate and long-term key business objectives, such as effective recruitment of over 100 medical staff (nurses), pay & benefit reviews, communication, UAE labour law, engagement, retention, performance management, and attendance.
 Implemented a full recruitment framework; including defined policies, job specification analysis, recruitment flow process and offer management. Set up a preferred supplier agreement (PSL).
 Responsible for the recruitment budget for the nursing division and delivered monthly reports into the COO and HR Director.
 Implemented a performance management system and ensured CRM such as Sap and Facts were updated.
 Executed a benchmark program outlining a new pay & benefit program to contribute to the attraction and retention policies of the hospital.

 Responsible for senior level decision-making, day-to-day management and strategic direction of the HR department across the Telecommunication business.
 Managed the overall direction of the HR team, supporting cross-functional demands on the team across all areas including transformation, policy & program development, employee relations, performance management, recruitment, regulatory compliance and labour law.
 Worked with the senior leadership team, which were across Southern Africa, to define and deliver effective HR solutions, which were aligned to the business strategy.
 Led and delivered organisational change activities, supported organisational design and delivery of all associated change management activities; which lead to cost savings and a higher productivity ratio.
 Designed and executed the implementation of various policies, practices and training including maternity, flexible working, mentoring, equal opportunities, headcount management, and dismissal.
 Oversaw the formal annual performance and development process, succession planning; trained managers and addressed performance issues.
 Collated workforce and functional insight and used the data proactively to identify issues and provide resolution to performance and highlighted training issues.
 Consulted and coached senior managers to ensure appropriate practices, cultures, inclusion and leadership standards were met.
 Ensured all policies and procedures were in compliance with labour law and applicable to the group as a whole.
 Used career assessments, to provide career development to staff. Provided counsel to employees on all work related concerns, such as job satisfaction, absenteeism, interpersonal conflict and poor on-the-job
performance.

 Supported the HR Manager on daily HR administrative and operational activities.
 Provided guidance to all employees in understanding main HR policies, processes and tools. Made sure all employees were able to access HR information and if necessary ensured training was in place to support them executing HR processes effectively.
 Project managed and delivered a pay review and alignment program that standardised pay for employees.
 Collaborated with the outsourced Payroll consultant on all payroll related matters.