MAHDI Abdulla

• Developed and executed end-to-end Emiratization strategy (policies, recruitment,
onboarding, retention)
• Achieved 100% targets (290 Emiratis hired/retrained in 2023), saving AED 24M
• Partnered with executives to align initiatives with business goals
• Implemented training programs for Emirati career growth
• Organized open days with MOHRE, NAFIS, and MAWAHIB to directly engage and recruit top Emirati talent
• Boosted retention through engagement strategies and recognition programs
• Fostered inclusive workplace via well-being initiatives
• Built government/university partnerships to strengthen talent pipelines
• Enhanced employer branding through events and social media campaigns
• Oversaw internal communications connecting Emirati staff with leadership
• Supervised Omanization & Bahrainization, holding monthly reviews with HR to track progress, resolve challenges (e.g., retention, skills gaps), and align GCC best practices.
• Analyzed Oman/Bahrain localization data (hires, attrition) to optimize strategies and ensure quota compliance.

Sourcing and recruiting UAE nationals
Establishing networks and resourcing strategies to attract Emirati talents
Developing strategies to place, retain and develop the UAE Nationals
Helping make the organization an employer of choice for Emiratis
Enhancing cultural awareness within the company, helping the expat coworkers understand the UAE work culture, and help the Nationals integrate better in the work culture
Managing relationships with external stakeholders and organizations related to Emiratization
Work in partnership with the management to develop applicable Emiratization policies and procedures.
Serving as an advisor on reviews of HR programs, like rewards and recruitment programs
Setting Emiratization targets and identify positions to be filled with UAE Nationals.
Advising on UAE National employee relations issues

Developed cost effective strategy for Recruitment and Hiring.  Collaborated with department managers to assess the needs.  Played an active role in the assessment of SKEA which led to win the award in 2016.  Designated member of Quality Awards program overseeing people management criteria which successfully contributed in winning the DQAA in April 2016.  Directed job fairs to bring in local talent for long term and seasonal positions.  Emphasized on the exit interviews to better understand the reasons why employees were separating from the company  Conducted Employee Engagement Surveys and worked on development planning to increase the Engagement level  Implemented training programs for new and existing employees, improved the induction program.  Developed an incentive program for the hiring of and the retaining of employees such as long service award.  Developed succession plans for key staff.  Maintained company compliance with all local and federal laws.  Ensured immediate updates to the entire employee pool when policies/procedures were changed or altered.  Created and implemented initiatives to improve employee engagement.  Worked with web developers to develop an in-house online career platform to announce job openings for internal and external clients.  Supported the organization in HR strategic planning & budgeting HR activities.  Leading the project of Idea management system to engage the employees.  Solved staff and work-related problems and avoided the company from necessary legal costs.  Successfully led and implemented the HRMS project.  Supported in establishing a new business unit with Etisalat (Channel Partner) and recruited around 100 employees for that unit using the efforts of internal staff which saved high cost of recruitment.

Took the lead on solving employee & labor relations issues and provided coaching to department managers on related HR and labor matters.  Liaised with "Tanmia" in recruiting 20 national employees for government call center. (Ministry of Education)  Played significant role in the DQA assessment, that resulted in winning the award for the Electronics Business Division  Restructured the HR department, consolidating decentralized departments into one department that saving AED 1.1 million Succeeded in upgrading the company's category to level "A" that reduced high cost of recruitment by recruiting national's workforce.  Solved several employee disputes and saved money, time and efforts.  Implemented an Oracle HRMS project  Implemented WPS (Wage Protection System) with Accounts and Finance departments  Initiated and directed to develop an internal recruitment platform  Developed new process for employee evaluation which resulted in marked performance improvements

Regularly meeting and discussing HR and people challenges with stakeholders
 Provide guidance on HR policies and practices, helping in restructuring and succession planning
 Building relationship with people in Business and drive employee engagement
 Help the line managers and employees in goals settings and performance management
 Evaluating compensation and performance and creating recommendations to drive higher productivity
 Encouraging team building activities
 Provide HR advices to senior managers and staff members

Succeeded in upgrading the company's category to level "A" that reduced high cost
of recruitment by recruiting national's workforce.
* Solved several employee disputes and saved money, time and efforts.
* Implemented an Oracle HRMS project
* Implemented WPS (Wage Protection System) with Accounts and Finance
departments
* Initiated and directed to develop an internal recruitment platform
* Developed new process for employee evaluation which resulted in marked
performance improvements