Mehwish Rafiq

Management Reporting: Prepared executive management and Board-level HC reporting, delivering key insights on strategic HC matters, including
organizational restructuring, talent management, total rewards and expansion & growth planning.
• People Enablement Project: Played a key role in the People Enablement Project, which is progress for implementation, eventually will impact ADNOC’s
all group companies. Focused on creating flexible organizational structures to support dynamic business growth, managing a high-performing global
talent, and promoting DEI initiatives along with a forward-thinking organizational culture.
• Audit/ESG/Business Continuity: Managing HC government audits, ESG reporting, and strategic HR management reporting for executive management
and the Board of Directors.
• HR Strategy and Business Plan Alignment: As part of HC strategy and support team manage the agenda of 14, 000+ employees across ADNOC Group,
ensuring alignment with the company’s 10-year growth and expansion plans supported workforce readiness with a fit-for-purpose organizational
model.
• HR Shared Services: Actively contributed to designing the group company design and implementation of HC Shared Services project, driving
organizational restructuring, smooth employee transitions, and cost efficiencies while ensuring future workforce stability at group company level.
• Joint Ventures & Global Expansion: Established HC frameworks for new joint ventures, overseeing all aspects of workforce management, benefits, HC
policies, and ensuring alignment with ADNOC’s culture and business strategy.
• International HR Expansion: Supported international growth projects in Egypt, KSA and Africa ensuring the seamless execution of the employee life
cycle, compliance, and HC best practices.
• Emiratization, Talent Mobility & Succession Planning: Work closely with the talent development team to design and implement a robust Talent Mobility
initiative, resulting in increase in cross-functional moves and ensuring Emiratization targets were exceeded while maintaining DEI across 77 Nationalities.
Developed and executed succession planning frameworks, increasing internal leadership roles filled from within.
• Operating Model Health Check: Played a critical role in organizational change management projects, ensuring seamless transitions during
organization health check and restructuring matters to support the growth, expansion, efficiencies and business diversification, locally and
internationally.
• Total Rewards, Job Evaluation & Retention: Work with the total reward team to revamp the Total Rewards program including Job evaluation refresh,
improving internal and external equity and driving improvement in employee retention through competitive compensation, benefits, and
performance-linked incentives.
• Performance Management: working on initiative with performance management team to enhance performance management program and
fostering a high-performance culture Cultural Transformation: Extended firsthand support to EE team to drive cultural transformation initiatives,
embedding core values of collaboration and accountability. Led the development and execution of an Energy for Wellbeing Engagement strategy
2024 and set the foundation for following years, help in creating a culture that promotes work-life balance, flexible working hours, and inclusive women
leadership.
• Engagement & Employee Well-being: Analyzed employee engagement survey results, came up with the strong action plan including launching the
People Connect program and EE/Sports/Gender Balance/Youth committees resulted exceed expectation in 2024. Introduced employee recognition
programs and well-being initiatives to further improve morale and engagement.

HR Operations & Organizational Development: Led HR operations for a portfolio of diverse businesses, while optimizing HR structures to support growth
and operational efficiency.
• Performance Management: Introduced performance management systems across multiple subsidiaries, standardizing processes, improving
transparency, and fostering a high-performance culture.
• Succession Planning & Talent Development: Developed and executed succession planning frameworks to ensure talent retention and leadership
continuity across the organization. Collaborated with senior leadership to address skill gaps and promote internal mobility.
• Employee Well-being & Engagement: Launched wellness programs to support employees' physical and mental well-being, resulting in improved
productivity and employee morale.
• Policy Development & Compliance: Led the development and implementation of HR policies, ensuring full compliance with UAE labor regulations and
industry best practices.
• Talent Acquisition: Improved recruitment strategies, reducing turnover rates and improving hiring efficiency across various business units.
• Training & Development: Introduced customized training programs to reduce skill gaps and enhance the overall employee skill set, contributing to
reduced hiring costs and improved operational efficiency.
• Management Reporting: Provided management with weekly and monthly reporting, highlighting key people matters.

It is a home-grown business of 6 unique lifestyle concept-based restaurants
Salt | Parkers | Somewhere | Public | Grind | Sugar
20 Outlets across UAE, KSA, Bahrain
HR Strategy & Transformation: Directed HR initiatives for a workforce of 2, 000+ employees across UAE, KSA, and Bahrain, contributing to organizational
restructuring and strategic repositioning resulting reduced inefficiencies.
• International HR Setup: Managed HR functions for remote teams in KSA, Bahrain, and Egypt, ensuring compliance and consistent HR practices.
• Talent Acquisition & Succession Planning: Designed and implemented targeted headhunting strategies for leadership and key roles, ensuring the right
talent was sourced for leadership and critical positions.
• Training & Development: Developed and introduced a comprehensive training program, optimizing cost through “train the trainer” models and
focusing on leadership and critical skills.
• Employee Engagement & Retention: Enhanced employee engagement through customized wellness initiatives, which resulted in improved retention
rates and employee satisfaction across the region.
• Diversity & Inclusion: Led initiatives to build a diverse workforce, managing teams of over 15 nationalities and ensuring inclusive practices across all HR
functions.
• Performance Management & Rewards: Established performance management and incentive plans aligned with organizational goals, ensuring a
industry best practices based fair and transparent rewards system.
• Job Evaluation HR Policy: Conducted job evaluations and revised HR policies to ensure competitiveness and consistency.

It is a comprehensive rigging facility and rope specialists based in the UAE.
It caters to the Oil Offshore | Marine | Ports | Ship Repair |Ship Chandelling |Construction | Piling | Foundation | Elevator | Crane | General Engineering Industries and applications.

HR Department Revamp & Leadership Development: Revamped the HR department across the full value chain, introducing comprehensive leadership
development programs, which led to a 60% increase in internal promotions.
• Operating Model Health Check: Led operating model health check practices on yearly basis reducing inefficiencies and support business growth plan
while minimizing disruptions and retaining key talent.
• Global Assignments & Recruitment: Managed international assignments for employees in KSA, Egypt, Africa, Korea, China, and India, providing crosscultural support and managing global talent.
• Performance Management & Incentives: Developed and executed performance management frameworks and incentive schemes that supported
business goals and enhanced employee motivation.
• Employee Engagement & Well-being: Spearheaded employee engagement and well-being programs, resulting in higher productivity and improved
employee satisfaction scores.
• Recruitment Strategy & Total Rewards: Developed sourcing strategies for leadership roles, managed end-to-end recruitment, and overhauled the total
rewards program to enhance employee satisfaction and reduce turnover.

It is a largest 3rd generation manufacturer of Confectionery (Chocolate, Jellies, Candy, Marshmallow, lollipop etc.)| Bisconni (Biscuits & Cookies) | Snacks | Packing Films.
workforce 6000+

HR Strategy & Organizational Development: Managed the HR strategy and operations for 3, 000+ employees in a manufacturing setup, including
creating an HR structural.
• framework for multiple group companies.
• Rightsizing: Conducting an operating model study to implement the fit for purpose operating model.
• Performance Evaluation & Alignment: Developed and implemented performance evaluation systems, ensuring alignment with organizational goals
and improving overall productivity.
• Talent Management & Succession Planning: Led talent management initiatives that reduced critical skill gaps and ensured strong leadership pipelines
through succession planning frameworks.
• HR Policy: Created and implemented HR policies, ensuring best practices and compliance with industry standards.
• Audit and Management Reporting: Oversaw HR government audits and strategic HR management reporting for executive management and the
Board of Directors.

It is a diversified business house representing various verticals FMCG | Pharmaceutical | Furniture | Technology | Agriculture.
Distribution of well-known Int. FMCG Brands such as P&G | Kellogg’s | Heinz | Red Bull |Johnson & Johnson | Mars, |Snicker | Bounty | Lindt | Pringles | Nestle | Craft etc.
Workforce 6000+

HR Operations: Supported HR operations for a large workforce of 6, 000+ across FMCG, retail, and agriculture verticals.
• Fit For Purpose Operating Model: Conducted regular health checks to evolve the operating model in alignment with business requirements.
• Revamp HR Strategy: supported in designing HR strategy and framework that aligns with business growth and international expansions.
• Recruitment & Onboarding: Design end to end recruitment and onboarding strategies to attract the right talent while maintaining the efficient timeline
with quality hires.
• HR Policy & Compliance: Developed and enforced HR policies and recruitment guidelines that ensured compliance with labor laws and company
standards.
• Employee Engagement: Rolled out employee recognition programs and improved engagement, resulting in higher productivity and morale.
• Total Rewards and Performance Management: Developed and executed performance management & total rewards frameworks that fosters smart
objective setting and high performing culture.
• HR Policy Manual: Established a comprehensive HR policy manual and kept it upto date as per the local law.

 Provide guide line to project manager.
 Work on effective implementation of project.
 Ensure error free work done by the team.
 Make strategies for attracting new projects.
 Work on time line and follow up of existing project.
 Draft reports multiple reports for the project.