Regional HR Director, Turkey-Middle East
Danone
Total years of experience :15 years, 9 Months
- Sit in Danone HRLT with 13 regional HRD’s as per Danone regional footprint
- Set/drive regional HR plans for all BU’s in Turkey, Middle East and Iran
- Drive all cross-business units HR plans in collaboration with HR directors
- Lead/monitor key HR cycles across businesses including strategic planning
- Act as regional SPOC to cascade/communicate global HR strategies/priorities
- A member of the global Reward Squad for Danone globally
- Reports to VP, Region and in dotted lines to senior VP, HR
- All HRD's within the region report to me functionally
- Lead integration of Danone’s baby nutrition/medical nutrition business in ME
- Orchestrate comms, change management and culture transformation plans
- Set/implement long-term HR strategy for Middle East clusters (GCC/Levant)
- Set/sustain strong compliance culture in the region with strong focus on HR core processes standardization and alignment
- Sit in the Executive Committee of Specialized Nutrition Middle
- Directly manage a team of 10 HR professionals in ME countries
- Support management team for their long terms development in terms of top-line capabilities, inclusive diversity, leadership and succession planning
- Led the long-term HR strategy for Egypt including fresh Dairy, Early Life Nutrition and Cheese business as well as HR Business Services (BS)
- Led a team of HR professionals in different disciplines including Reward, L&D, OD, Talent, SHE, as well as HRBP’s in different locations
- Sat in the executive committee of Danone Egypt and participate in long-term planning for business and people management
- Orchestrated change management and culture transformation plans for the One Danone orga following the acquisition of Halayeb cheese company and the integration of the Infant formula business in Egypt
- Acted as Business Unit Crisis Manager for Danone Egypt leading the team on all aspects related to business continuity and crisis management
- In charge for providing strategic guidance and direction in all areas of HR in MEA and later in Emerging markets including Russia with key focus on talent management, succession planning, manpower planning, Industrial relations, HR processes, C&B, and capability development.
- Reported to EMEA HRD in 2014-15 and to VP HR, International following the spin-off of Energizer’s personal care business (Edgewell)
- Developed and implemented an organization-wide HR strategy and initiatives that align with Energizer’s vision, mission, and long-term business objectives in EMEA Developing Hub that included Egypt, Middle East, Africa and Russia-CIS
- Participated in business planning and Human Capital management
- Conducted HR due-diligence associated with M&A’s in respective markets
- Recommended organization changes to improve efficiency and effectiveness
- Was a team member in global HR projects (PMP, global HRIS)
- Played HR leadership role for Egypt/GCC (Commercial and Manufacturing)
- Led strategy and comms for effective industrial relations in factory
- Identified retention risks and developed relevant retention strategies
- Oversaw all activities of reward management, PM, talent acquisition/retention
- Developed/led the annual HR action plans for (commercial and ops) in ME
- Coached and provided feedback to GM’s in Egypt and ME + Leadership teams
- Managed and developed the capabilities of HR colleagues in Egypt and GCC
- Led Business Continuity Plans (BCP’s) for both commercial and manufacturing
- Managed and developed the capabilities of HR colleagues in Egypt and GCC
- Contributed to NCH objectives via development/deployment of HR strategy
- Was the conscience of the OU to ensure fair/equal treatment and opportunities
- Developed and maintained workforce competencies, via identification of training needs and assist managers and employees in development and sourcing of appropriate learning solutions
- Drove C&B plans to attract, retain and reward talent in line with NCH practices
- Ensured optimization and alignment of organization structure to achieve the OU strategic plan
- Strategic business partner working closely with NA&NE leadership team
- Acted as compliance officer for NA&NE OU as well as comms liaison in ME
- Contributed to NCH objectives via development/deployment of HR strategy
- Was the conscience of the OU to ensure fair/equal treatment and opportunities
- Developed and maintained workforce competencies, via identification of training needs and assist managers and employees in development and sourcing of appropriate learning solutions
- Drove C&B plans to attract, retain and reward talent in line with NCH practices
- Ensured optimization and alignment of organization structure to achieve the OU strategic plan
- Strategic business partner working closely with NA&NE leadership team
- Acted as compliance officer for NA&NE OU as well as comms liaison in ME