Joanna Al-Najjar

2025 Latest Project Highlight (Jan.-Jun.):

Advisor/Project Manager, in Collaboration with McKinsey (Department of Government Enablement, Abu Dhabi)

Selected by McKinsey as an Advisor/Project Manager for high-profile assignment leading the activation of a Center of Excellence across three major departments: Organizational Design, Compensation & Benefits, and Executive Management.
 Oversaw the end-to-end launch, ensuring streamlined activation processes, seamless cross-departmental collaboration, and strict adherence to project milestones.
 Developed and authored a comprehensive rollout playbook, providing standardized frameworks and best practice guidelines for Center of Excellence implementation—enabling consistent execution and future scalability.
 Facilitated executive workshops and capability-building sessions that enabled departmental leaders to sustain improvements and drive organizational excellence post-activation.


1. HR Advisory
• Provide strategic HR guidance to support organizational goals and employee development initiatives.
• Support organizations identify and develop future leaders to ensure organizational continuity.
• Advise on HR aspects of mergers and acquisition with a focus on integrating and developing top talent.
2. Tailored HR Solutions, Project, and Change Management:
• Develop and implement programs that enhance employee engagement and foster a positive work environment and retain talent.
• Design and deliver customized HR solutions and policies for various entities in the UAE and GCC, enhancing performance quality and effectiveness.
• Identify future workforce needs and implement development programs to build necessary skills and leadership capabilities.
• Manage HR Projects and change initiatives with a focus on enhancing employee skills and leadership potential.
• Create competitive compensation benefits packages that attract and retain talent, supporting career growth and retention.
• Revise organizational structures to support career progression and leadership opportunities.
3. Personalized Talent Acquisition and Development Solutions:
• Create personalized career path and succession planning solutions aligning with clients needs and goals.
• Deliver individual and group leadership and competency-based training and coaching solutions, fostering personal and professional growth.
• Conduct competency-based assessments and personality profiling for recruitment, career development, talent management, wellbeing, and self-awareness needs.
• Successfully recruit and headhunt junior to senior-level talents across various market sectors for top VVIP clients.
4. Automated Performance Management Systems Implementation:
• Design and implemented automated performance management systems, processes, and policies tailored to clients unique needs, tracking their success.
• Leverage technology to streamline HR processes, enabling more time for strategic employee development activities.
5. Corporate Wellbeing Programs:
• Introduce and roll out Corporate Wellbeing events, and Mindfulness programs and workshops, transforming company culture and environment, enhancing engagement, satisfaction, and individual as well as company performance.

1. Strategic Alignment and Leadership Engagement:
• Ensured alignment between business operations and HR practices, fostering engagement with the business core values at all levels.
• Provided strategic consulting and coaching to departmental leaders and managers to support the business vision, mission, and overall objectives.

2. People Service Excellence:
• Delivered a comprehensive and consumer-driven people service strategy that aligns people management and commercial strategies together.
• Successfully assisted in resolving all employee relations issues, conducting effective investigations, and recommending corrective actions for sensitive and complex cases in collaboration with the legal team.


3. Performance Management and HR Processes:
• Coached departmental heads and management teams on performance management processes, compensation, and remuneration programs.
• Played an active role in designing, developing, and executing full-cycle recruitment plans and talent sourcing strategies.

4. Policy Development and Compliance:
• Developed and enforced HR procedures and policies, ensuring alignment with business strategies, and updated them as required.
• Reported on people metrics and budgetary compliance, providing monthly recommendations to senior management to enhance departmental performance.

5. Project Management and Continuous Improvement:
• Managed varied HR projects throughout the business, actively participating in project teams and ensuring proper communication and collaboration among all parties.
• Collaborated with departmental heads and management in developing recruitment plans, identifying training needs, and advocating for continuous learning for employees.

• 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

1. Strategic Alignment and Visionary Leadership:
• Aligned Human Capital departmental strategy with GCAAs long-term business objectives, mission, and vision. 2. Performance Management and Competency Development:
• Implemented and facilitated a customized performance management system in line with new federal and internal policy guidelines.
• Developed a new competency framework, encompassing leadership, behavioral, technical, and corporate competencies for GCAA. 3. Talent Development and Organizational Restructuring:
• Established a leadership talent development program, introducing one-on-one executive coaching for top management.
• Constructed a new organizational structure for the Human Capital Department, providing job evaluations and one-on-one training to enhance staff performance and promote knowledge transfer. 4. Budget Planning and Reward System Innovation:
• Prepared annual GCAA Manpower Planning, Human Capital department, and Payroll budgets for management and Board approval.
• Formulated new merit, increment, promotion, and bonus schemes, policies, systems, processes, and procedures in accordance with GCAA budget requirements. 5. Strategic Initiatives and Change Management:
• Acted as a key driver in change management initiatives, serving as a business partner to the organization and management team.
• Launched a new staff suggestion scheme to voice and review innovative ideas for enhancing the GCAA working culture.

1. Strategic Leadership and Board Engagement:
• Regularly presented new HR initiatives and schemes to the Board and actively participated in top management meetings.
• Developed departmental budgets for new and existing initiatives aligned with the approved strategy.

2. Employee Relations and Collaboration:
• Managed Employee Relations and Business Partnership activities, including grievances, disciplinary actions, promotions, and demotions.
• Shared best practices with multiple governmental entities to assist in applying award-winning initiatives in their HR departments.

3. Innovative HR Programs and Process Improvements:
• Collaborated with the Excellence department to develop an automated suggestion and complaints system closely monitored by the Executive Office of H.H Sheikh Mohammed.
• Managed the development and implementation of a self-service initiative for all HR-related transactions and improved the recruitment attraction process by introducing Targeted Selection mechanism to the interviewing activity.

4. Learning and Development Initiatives:
• Initiated a quarterly forum event to enhance motivation, engagement, and awareness levels of staff, advertising achievements of various departments through encouraging learning exchange.
• Managed a leadership development program for hi-potentials in collaboration with INSEAD.

1. Merger Leadership and Conflict Resolution:
• Successfully led the merger and integration process between Musanada and the Municipality staff, managing redundancies and redeployments.
• Represented MUSANADA in all employee disputes, achieving successful conflict resolution agreements.

2. Emiratization and Talent Attraction:
• Increased the emiratization ratio through targeted activities and collaborations, attracting fresh graduates from Zayed University into internship programs leading to full-time placements.

3. Grievance Handling and Performance Management:
• Handled all grievances and disciplinary cases, providing recommendations to management for review and approval before implementation.
• Conducted performance management process training for all Musanada staff, ensuring full program implementation by targeted dates.

4. Supervision and Employee Engagement:
• Supervised all business partnership activities and the HRMS implementation project for self-service.
• Implemented team-building activities in the department to boost morale and motivation despite redundancies caused by the merger. 5. Recognition Program Implementation:
• Established an informal recognition program supported by the CEO and management to acknowledge staff going above and beyond their duties.

• 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. Standardized Recruitment and Hiring Practices:
• Established and implemented standardized recruiting and hiring practices and procedures.
• Assisted in developing and monitoring the corporate recruitment budget.

2. Training and Development Leadership:
• Led the implementation of the performance management system, including performance development plans (PDPs) and employee development programs.
• Defined HR training programs, assigning authority and responsibility to HR and managers, and provided necessary education and materials to managers and employees.


3. Organizational Development and Communication Management:
• Designed and managed a company-wide process of organization development, addressing issues such as succession planning, key employee retention, and change management.
• Managed employee communication and feedback through various channels, such as company meetings, suggestion programs, employee satisfaction surveys, newsletters, and one-on-one meetings.

4. Compensation and Benefits Oversight:
• Established the company's wage and salary structure, pay policies, and oversaw variable pay systems, including bonuses and raises.
• Led competitive market research to establish pay practices and pay bands, recommending changes in benefits offered for employee satisfaction and retention.

5. Strategic HR Management and Policy Review:
• Managed the corporate HR budget, the work and development of reporting HR staff, and conducted investigations into employee complaints or concerns.
• Reviewed, guided, and approved management recommendations for employment disciplinary measures, terminations, and dismissals.

1. Training and Development Leadership:
• Implemented diverse training programs in the MEA markets, covering areas such as Innovation, leading during Organizational Change, Personal Development Plans, Career Development Plans, Teamwork & Collaboration, Taking Charge of Development, and Managing the Development of Others.
• Administered annual leadership talent assessments for senior grades in the MEA region, facilitating yearly Succession Plan discussions with the Operating Committee.

2. Recruitment and Diversity Advocacy:
• Managed recruitment processes and requirements for the MEA region.
• Advocated diversity by actively participating in programs aimed at increasing the gender ratio in management and creating opportunities for Emiratization.

3. Employee Engagement and Development:
• Conducted coaching sessions with talented employees based on 360 feedback reports and facilitated individual development plans.
• Facilitated MEA Gallup Impact Plans to ensure employee engagement and provided guidance to all employees on their Career Path.

4. Strategic Planning and Reporting:
• Tracked and analyzed Employee Retention, Talent Acquisition, and Training and Development Reports, submitting recommendations to the HR Director.
• Managed the quality execution of the Appraisal Process within the region and ensured the timely execution of approved Career Path plans for employees.

5. Recognition and Event Coordination:
• Enhanced and promoted the use of the Applause Program within MEA to recognize employee contributions.
• Coordinated all Quarterly Business Forum events and activities for the entire team, ensuring the quality execution and implementation of innovation and best practices initiatives.