Ranjan Matthew

A leading staffing solutions group I am part of the Executive Leadership Group reporting to the CEO and Founder. My role encompasses driving strategic change to the business across people and culture. I drive Performance Management, Talent Management, Talent Acquisition, Total Rewards Management Employee Engagement for 330 employees across 3 locations. Key responsibilities / achievements include:
•Aligning the HR mission and strategy with organization goals
•Managing the HR budget and leading the HR team across UAE, KSA, India
•Leading Talent Acquisition across locations through internal teams
•Conduct a periodic Talent Review to ensure we measure values, potential and performance regularly
•including Succession Planning for leadership roles
•Creating a Performance Management System to provide dynamic insights to internal teams for decision-making
•Driving an organization-wide OKR-based approach towards performance management
•Enhance the quarterly Employee NPS (Net Promoter Score) to promote an environment for employees to thrive
•Leveraging our Mission, Values to create a Purpose-led environment and culture
•Lead change efforts towards a new organizational structure to enhance sales
•Driving strategic L&D initiatives to drive productivity and ROI
•Work with external consultants and coaches to drive performance and leadership

A leading integrated marketing and communications group As part of the leadership team, my role as a business enabler and change agent involves attracting, developing and retaining top class talent. Responsible for HR strategy and service delivery. Key responsibilities include:
•Driving an HR Transformation Initiative
•Creating and driving a performance / business outcome-oriented culture
•Working with the leadership on organization structure and developing new businesses
•Working with leadership on HR agenda for possible M&As
•Driving Living Breathing Values (LBVs)and creating a value-centric organization
•Culture building and Employee Engagement
•Learning and Development with focus on Leadership Development
•Driving Talent Management and Recruitment
•Revisiting and improving HR policy and procedure to above par market standards
•Conceptualising a Quarterly Reward and Recognition Program
•Leading and managing the Administrative function
•Leading CSR initiatives across the organisation

A leading supply chain and freight-forwarding organization based in Oslo, Norway with locations in GCC, Europe, APAC, LATAM Responsible for HR strategy across MENA (UAE, Oman, Bahrain, Kuwait, Qatar, Djibouti, Kazakhstan, Uzbekistan). Key responsibilities include Performance Management, Talent Acquisition, Change Management, Employee Engagement, Compensation and Rewards Management, Learning and Development, Succession Planning, HR Legal and Compliance, HR Operations. This leadership role owns the HR budget and works closely with the entrepreneurial level of top management to closely align HR strategy with the company's goals across locations. Gained experience and devised best practices of managing HR for a large blue collar workforce. Performance Management
•Conceptualising and implementing a Performance Management System, working with the leadership team and other managers / employees on using the system; training key stakeholders on goal-setting, writing JDs, measurement of KPIs, conducting appraisals, bell-curve methodology to ensue alignment with an objective system of performance management which has improved employee productivity Talent Acquisition
•Working closely with leaders to forecast and plan talent acquisition. Growing the company by 100% in headcount across 12 months and setting up divisions across GCC, with specific focus on contract hiring; managing recruitment partners to ensure instantaneous turnaround time Deliver reports to leadership on various parameters of hiring progress in order that expectations are exceeded. Change Management
•Initiating a Transformation Program for HR to create and improve HR systems and processes, mapping EMS global practices with local regulations and policies
•Devising an HR SWOT analysis, and championing HR Compliance and Risk Management while ensuring that EMS remains an employer of choice within Industry
•Introduction of a 5 day work week, bringing about the biggest work-life balance change
•As part of the Transformation Program, launched a Total Rewards Program, including a Corporate Recognition Program, Employee Annual Day and special Employee Feedback mechanisms. HR Operations, Employee Development, Employee Engagement
•Setting up the HR function from scratch - drafting an HR policy and procedures manual
•Reviewing Compensation and Benefits on an annual basis across locations
•Conducting a quarterly Reward and Recognition Program
•Introducing a Grading System based on an internally developed grid
•Creating an On-boarding Tool Kit and implementing an Orientation Program for new employees, to ensure high engagement levels from joining date
•Initiating an organization-wide Training Needs Analysis towards structuring developmental programs across levels
•Creating a Knowledge Management System based on learning and sharing
•Initiating a Succession Planning Program
•Coaching first-time managers and introducing a Retention Tool-Kit
•Building and strengthening employee communication by organizing Town Hall meetings
•Additional responsibilities include driving the Employee Support Services group which looks after administrative affairs such as accommodation, catering, and administrative support.