Senior Human Capital Business Partner
Cleveland Clinic Abu Dhabi
Total years of experience :25 years, 7 Months
• Tasked with ensuring alignment between the business operations and the HR practices and objectives
• Provide consulting and coaching to departmental leaders and managers to support the business’s vision, mission, and overall objectives
• Responsible for delivering a comprehensive and consumer-driven people service, aligning both people management and commercial strategies
• Consult with the business’s leadership and management to foster and promote the engagement of the business’s core values at all levels
• Assist management and leadership in resolving employee relation issues, conducting effective investigations, and recommending action for sensitive and complex situations
• Coach the business’s departmental heads and management on performance management processes, compensation and remuneration programs, recruitment practices, and management decision making
• Assist leadership and management on progressive discipline of employees as well as employment decisions
• Play a major role in the management of varied projects throughout the business, actively participating in project teams, and implementing initiatives while simultaneously ensuring proper communication and collaboration within business departments and with business partners
• Play a strategic role in the direction of the people management function in the business through the undertaking of appropriate diagnostic measures
• Facilitate effective implementation of new people management initiatives in different departments and levels of the business as appropriate
• Ensure that there is alignment between people management strategies and the existing business’s policies and procedures, updating each as required
• Work closely with management in developing and applying changes to people management strategies, implementing a people cycle, and establishing recruitment and training programs
• Play a role in designing, developing, and executing full cycle recruitment plans and talent sourcing strategies that guarantee the attraction, selection, and successful recruitment of potential talents that will further drive the achievement of staffing goals as well as the business’s overall objectives
• Collaborate with the business’s departmental heads and management in developing recruitment plans, identifying training needs, and advocating for continuous learning for employees where necessary, providing coaching and mentoring support where required.
• Conduct research, and consistently develop and enforce HR procedures and policies.
• Report on all people metrics as necessary and budgetary compliance, reporting monthly on the metrics and recommending necessary adjustments to senior management with a view of enhancing departmental performance.
• Review gaps in leadership capability across departments within the business and develop action plans accordingly.
• Provide HR Consultancy Services targeting the HR Department functional effectiveness
• Provide competency based assessment and personality profiling solutions for recruitment, career development and self-awareness needs
• Provide personalized competency based training and coaching solutions aimed at individual and group functional and behavioral development.
• Provide recruitment, headhunting and emiratization search and placement services to various market sectors.
• Provide public speaking services focused on motivational speaking, leadership/personal development, business, customer service, large group communication and mass communication topics.
• Provide community counselling and awareness development programs through youth development services that are aimed at high school and university students alike
Managed 17 staff in three different sections in the Human Capital department.
• Develop Human Capital departmental strategy in line with GCAA’s long term business objectives, mission and vision to ensure full alignment.
• Design, conduct awareness workshop and implement a new performance management system for the staff at GCAA in line with the new federal policy guidelines.
• Define new leadership competencies in line with corporate competencies of the GCAA and design a program targeting leadership development via several coaching modules aimed at management level.
• Build a new organizational structure for the Human Capital Department and conduct job evaluations and one on one training to elevate performance level of staff and enhance service delivery via transfer of knowledge.
• Prepare annual GCAA Manpower Planning budget, Human Capital department budget and Payroll budget for approval by the Board.
• Initiate a new Job Descriptions and Organization Structure revision project aimed at ensuring the complete alignment of the information on accountabilities, grades, titles and qualifications as per actual practiced scenario in alignment with GCAA’s direction to enhance the selection and retention criteria.
• Create new merit, increment, promotion and bonus schemes and policies, systems, processes and procedures for implementation upon approval by the board and alignment with budgetary plans.
• Re-engineer the recruitment, talent acquisition and emiratization process in alignment with best practices and ensure business partnership with all business and support sectors to increase level of understanding of business that can result in more successful attraction and retention of talent.
• Review and approve all training plans, calendar and budget of the GCAA population in alignment with performance management individual developmental plans
• Review and approve all compensation, benefits and payroll activities in alignment with policy and approved criteria.
• Develop a new reward and recognition scheme and policy with approved budget for rewarding innovation, employee of the month, quarter and year, etc… as a mechanism to enhance engagement and satisfaction of staff.
• Act as a key driver in change management initiatives aimed at making the role of the human capital department more of a business partner to the organization and management; elevating it from its initial role which was more administrative.
• Initiate a new suggestion scheme for voicing and reviewing innovative and constructive ideas for the enhancement of the GCAA working culture.
• Migrate the employee services section into the next level as an employee relations section and enhance the role and accountability of the relevant staff accordingly.
• Review and approve all monthly and weekly tracking reports related to the functionality of the Human Capital Department.
• Manage and approve all other HC functional activities daily with direct staff.
• Introduce and implement an assessment center to support the talent attraction and staff development initiatives.
Managed 9 staff in three sections in the HR department function
• Actively participated as a key member in all the top management meetings as well as presented to the Board regularly on all new HR initiatives and schemes to be rolled out at the Chamber.
• Developed the relevant budget for all new and existing initiates as part of the department’s approved strategy.
• Managed closely all Employee Relations and Business Partnership activities and committees; especially those related to grievances, disciplinary, promotions and demotion requests.
• Conducted multiple best practice sharing sessions with multiple governmental entities who sought to apply our award winning initiatives in their HR department.
• Developed in collaboration with the Excellence department a new suggestion and complaints system that is automated and monitored closely by the Executive Office of H.H Sheikh Mohammed.
• Managed the development and implementation of the new self-service initiative for all HR related transactional services.
• Initiated a new quarterly forum event organized by the HR department aimed at enhancing the motivation, engagement and awareness levels of the staff and advertising the achievements of various departments through encouraging exchange of learning.
• Managed the leadership development program for hi-potentials via collaboration with INSEAD.
• Enhanced the recruitment attraction process via introducing Targeted Selection mechanism into the interviewing activity.
• Revised the selection criteria and policy related to the selection of service providers chosen for the training and development programs of the staff and monitored the budget spending to ensure full alignment with approved budget for the year.
Manage all the HR Operation departments consisting of 13 team members:
• Led the integration process between Musanada and the Municipality staff, which resulted in many redundancies and deployments.
• Coached and trained all the HR Business Partnership staff on how to conduct exit procedures for redundancies resulting from the integration.
• Represented MUSANADA on all disputes and managed the legal related conflicts via amicable discussions and agreements.
• Enhanced the emiratization ratio of placements via targeted activities and collaborations aimed at attracting newly fresh graduates from Zayed University into internship programs that led to full time placements.
• Managed and led all grievances and disciplinary cases and conducted recommendations to management for review and approval prior to implementation.
• Supervised the team on all business partnership related activities as well as supervised the HRMS implementation project of the self-service for the staff.
• Trained all the Musanada staff on the performance management process and ensure complete implementation of the program and delivery by targeted dates.
• Implemented multiple team building activities in the department to enhance morale and motivation that resulted from continuous involvement in redundancies caused by the integration of the two companies.
• Initiated and implemented an informal recognition program supported by the CEO and management that targeted staff who were going beyond the mile of duty.
• Specialized in providing Human Capital Consultancy Services in areas such as:
o Human Capital Strategy and Culture Alignment
o Program Design and Implementation
o HR Department Effectiveness
o Training and Leadership Development
o Business Partnership and Employee Relations
o Compensation and Benefits
o Recruitment and Talent Management
o All other tailor made HCC requests
• Provided consultation and support to companies on how to align their human capital strategy with their business strategy
• Acted as a trusted advisor to management on how to attract, develop, engage and reward employees to attain operating success, utilizing diverse and board-level corporate experience to achieve big-picture impact through cultural change and organizational development.
• Analyzed business strategy, issues and organizational dynamics and implemented hands-on, practical, and results-oriented human capital strategies that drove business success.
• Also, provided vocational and career development consultations to individuals seeking greater satisfaction and growth in their careers and life.
1. Employment and Talent Management
2. Training and Development
3. Development of the Human Resources Department
4. Organization Development
5. Employee Relations
6. Compensation and Benefits and HR Management Systems
•Rolled out various training programs within the MEA region
•Managed the recruitment process requirements for the MEA region
•Advocated diversity through active participation in programs aimed at increasing the gender ratio in the management level and creating opportunities for Emiratisation
•Continued to enhance university relations through Career Fairs, University Program Evaluation Forums, and regular site visits.
•Administered Annual Leadership Talent Assessments for senior grades, in the MEA region, for yearly Succession Plan discussions, with the Operating Committee..
•Maintained and updated Regional Organizational Charts and job profiles for MEA
•Conducted ongoing coaching sessions with talents on 360 feedback.
•Monitored and supported training spend & needs for MEA, within budget.
•Ensured quality execution & implementation of Innovation and Best Practices initiatives.
Facilitated MEA Gallup Impact Plans and ensured employee engagement.
• Coordinated all the Quarterly Business Forum Events and activities for the whole team.
• Deployed company Best Practices to manage teams and support Operating Committee during Organizational Change.
• Handled all employee related concerns and ensured effective resolution.
• Engaged in managing the quality execution of the Appraisal Process within the region.
d, managed, edited and compiled all MEA article contributions for the AMEE Perspective newsletter, on a quarterly basis.
• Enhanced and promoted use of Applause Program within MEA, for the recognition of employee contributions.
• Reviewed and updated HR policies in alignment with market Labor Laws.
• Supervised and supported compensation and benefit analyst in: offer letters, relocation, change of status, headcount, grading, allowances, legalities, etc.
• Engaged as a Business Unit Partner in other functional projects such as: I-Share, Product Launches, Sales Reporting, DMEs, Vendor Evaluation, and Organizational Restructuring Projects.
• Maintained and updated Organization Charts and Role Accountability Measures.
• Collected and organized HR data to support organization design & development efforts
• Assisted in the implementation of PCI regional development initiatives such as (360 Feedback, Career Coaching Workshops, On-Boarding, Leadership Development Programs & Functional Skills).
• Monitored and supported training spend and needs.
• Conducted new hire orientation workshop of MyDevelopNet software program.
• Ensured quality execution and implementation of capability development initiatives.
• Administered, interpreted and communicated the Organizational Health Survey results
• Coordinated local OH change initiatives & follow up activities (Work Life Balance, etc.)
• Deployed company BPTs to manage & advocate the need for change.
• Provided logistical support for implementation of the HR agenda.
• Handled employee issues, resolutions and raised when needed to appropriate levels.
• Supervised the execution of the Performance Management Process within the region.
• Tracked and analyzed staffing, training & development data then provided input to Business Unit HR/People plans (Annual Operating Plans).
• Provided input to all employees’ individual Personal Development Plan and ensured execution of approved plans.
• Helped identify and removed barriers (capability related) to the implementation & sustainment of operating initiatives.
• Coached others to execute the implementation and sustainment of new HR tools.
• Designed and managed the content of three websites Manager Quality, Job & Career, and Work Environment, on the PCI Intranet.
• Developed regional formal and informal recognition programs for Middle East and Africa
• Supported the roll out and pilot of the On-Boarding Program for new hired employees.
• Led the Work Life Balance Program initiative for the MEA region population.
Post Merger:
•Managed over sixty brands with varying budgets, within medium term perspective.
•Supervised media planning and analysis, while ensuring operational efficiency of all the brands’ Above the Line and Below the Line communication.
•Developed regular marketing communication strategies to existing and potential new clients through on-going pitch activities
Pre-Merger:
•Managed over thirty high-profile client accounts and programs that included: Feasibility Research Studies, Visual Identity and Marketing Strategy Development, Public Relation Planning and Advertising.
•Initiated new alliances with vendors such as: TRACCS (PR), IPSOS (Research), Dubai Quality Group (Quality Award and Educating Program), Multi-Line Décor (Interior Design House) and Magna Media a (Multi-Media Production firm).
•Administered contact reports, creative briefs, questionnaires, job requisitions, design proposals, invoices, and financial reports regularly.
• Delivered PowerPoint presentations at on-going educational exhibitions.
• Coordinated various promotional telemarketing and event activities
• Conducted training sessions on registration, purchasing & supply software programs.
• Developed new filing systems and translated official
• Monitored and assisted in statistical reports aimed at reviewing the factors critical to success, and the role of the organization in promoting and driving initiatives to deliver results.
• Conducted and provided training sessions to supervisors and co-workers on leadership, teamwork, reward and recognition, empowerment, how to handle difficult customers, performance measurements and implementation of a quality culture
• Developed, reviewed and achieved individual career plans for all employees.
Worked while studying
