Group HR Director
Gulftainer
Total years of experience :28 years, 9 Months
Drive the people strategy, partnering with executive and senior leadership to develop and execute a long-term vision for a high-performing, motivated and engaged workforce. Serve as key thought partner in advising and supporting the Group leadership team.
• Direct the organizational development agenda focusing on workforce planning, global mobility, talent attraction, engagement, retention and development, compensation, health and welfare benefits, training & development, safety & health & succession planning. Motivate and develop the HR team to become business partners and functional experts.
• Captured US$ 5.4M+ in annual savings via an organization-wide redesign and compensation and benefit restructuring.
• Achieved gross annual savings of US$ 18.5M and zero litigation during economic downturn through best-in-class lay-off strategies. Developed a manpower reduction plan, implemented in 8 phases over 4 years, resulting in 1, 500 redundancies.
• Directed all HR M&A efforts relative to the 50-year Concession Agreement with the State of Delaware, which established the privatization of the Port of Wilmington.
• For the US operations, transformed pay bands and competitive structures to a more competitive driven compensation platform from the quasi-state legacy structure. Also developed and negotiated the medical and retirement 401K plans for the Wilmington, Delaware and Port Canaveral, Florida sites.
• Developed comprehensive, region-specific HR and code of conduct policies for the UAE, USA, Saudi Arabia, and Iraq, which supported corporate governance, workforce strategies and data compliance.
• Created successful initiatives - 360 Feedback, GT Learning Academy, CSR and Diversity and Inclusion which enhanced Group culture, increased human capital, accelerated professional development, ensured continuity of the management culture, retained key talent and increased shareholder value.
• Designed a lean but equipped organization structure informed by a HAY (Korn Ferry) Methodology evaluation of job roles and responsibilities.
• Spearheaded Positive Pulse, a new corporate wellbeing program that earned 2 regional awards -2017 MEED Daman Corporate Health Award and 2018 Logistics Middle East Award. Program increased YOY employee wellness engagement by 15% and positively affected employees’ health, productivity, and workplace culture. Personally, earned recognition as thought leader and invited to speak at forums and featured in publications.
• Increased employee satisfaction, loyalty and retention through industry best compensation and benefit schemes. Continuously updated schemes to provide motivation, incentives and rewards and improve employee relations.
• Played pivotal role in CSR strategy formulation and execution since its inception, embedding its values throughout the people organization.
A leading giant in Civil Construction, Power, Petrochemicals, Oil & Gas, Environment, Shipping, Infrastructure, Automotive Dealership, and Telecommunication sectors across Kuwait, UAE as well as internationally.
A hands-on operations and strategic role. My main focus for the group is to provide leadership direction to streamline the HR processes and help build best in class business operations and people strategy to support the overall business goals. Lead and develop the HR team and create HR business partners within the business. Partner with business leaders to provide guidance through organization effectiveness and development to ensure success within the international business groups. Policy and procedure development, human resource planning, analysis and improvement of HR metrics/KPIs.
As a leader in the international HR team, I help design and develop international people strategies which can be implemented in multiple markets with a particular emphasis on learning and leadership development.
Rapidly expanding media conglomerate that owns & operates several satellite television channels, FM radio stations, media production companies, media buying houses and information technology businesses in Middle East and emerging markets of South Asia.
Working closely with the group leadership team and managers, my role focuses on organizational planning; performance management, systems improvement; organizational design and development; employment and compliance to regulatory concerns; employee orientation, development, and training; recruiting and staffing; policy development and documentation; employee relations; compensation and benefits administration; employee safety, welfare, wellness and health; and employee services and counselling.
• Ensuring that the Corporate HR strategies and plans are developed, and implemented in alignment with Company’s long-term goals and strategy, while integrating the interest of all stakeholders.
• Facilitating the development of an organizational structure for the Company, in consultation with the senior management team, so that resources are optimally utilized and facilitate internal communication.
• Acting as a coach and advisor to the Group Leadership team and senior managers in defining and successfully communicating its Vision and objectives and monitoring implementation of its corporate strategy.
• Development and implementation of corporate HR policies, procedures and controls across the Company ensuring alignment to the HR governance framework, to facilitate effective delivery of the business and achievement of the corporate HR strategy.
• Played a pivotal role in the transformation of the existing organisation structure into a ‘Profit-Centre Based Structure’ with careful designed model for ‘transfer pricing’ & regular performance appraisal of all business units.
• Developing and originating the strategies and lead the Human Resources practices and objectives that provided an employee-oriented, high performance culture that emphasizes empowerment, quality, productivity standards, goal attainment, recruitment and on-going development of a superior workforce.
• Management of the company-wide survey process and designed the 360 feedback process
• Directed the development and implementation of an integrated HR Information system (HRIS - ERP) and ensured the effective management of same to facilitate centralized availability of consolidated HR information.
• Management and development of the strategic and tactical direction of the Group by providing leadership and guidance to all subordinates to achieve business goals and objectives.
• Created, directed and administering the development and management of manpower & recruitment strategies in line with Company’s business strategy, and global best practices, to meet organizational requirement while promoting Company as an employer of choice in the industry.
• Created and directed the development & implementation of the Company Performance Management Strategy in line with global best practices, in order to support the establishment of a performance culture & facilitate organizational excellence across all roles in the Company.
• Working with managers to communicate and explain pay and reward philosophies and bonus distribution.
• Acted as a change agent and implemented a comprehensive change management system to support effective communication and the smooth adoption & acceptance of new processes across the organization.
• Evaluated training programs for staff & implemented new training solutions that meet the needs of the business & people. Follow-up research concluded improved budgets, increased profits and improved morale.
• Developed and delivered a leadership development program for hi-pots across the group, identifying gaps and designing core leadership modules - main focus was on leading people and managing change.
EC Harris is the leading international Built Asset Consultancy, helping clients make the most from their investment and expenditure in built assets across 40 different countries.
Functioned as Head of ‘The Change Program’, leading creation and deployment of regional people strategies to transform the organization and meet business goals. Effectively identified and shaped the people impacts arising from transformation activities across a complex, geographically dispersed and large-scale organization.
• Achieved significant savings in projected and actual costs through “Fast Track 2008”, an HR & Corporate Strategy for the UK and Middle East region co-developed with the CEO.
• Worked with the COO in formulating a 3-year regional HR strategy aligned to the Group vision. Gained multi-level buy-in and achieved targeted results through its clear communication throughout the region.
• Played key role in transitioning the company from an LLP to an LLC through set up of a competent corporate governance framework.
• Led regional business improvement team’s overachievement of Group HR KPIs and benchmarks through effective tools and techniques such as Balanced Scorecards.
• Rolled out Business Process Re-engineering (BPR) and QA/ISO reviews which continuously and proactively improved operations.
• Headed a US$ 3.4M, best in class HR ERP system implementation across the entire Group’s 40 offices across 26 countries.
• Designed and implemented a Group-wide appraisal and reward system with a linked personal development planning function for all the Group’s 2, 500 global employees.
• Boosted employee morale, transformed attitudes, fostered positivity and accelerated new practice adoption through strategic HR planning, performance management and QA disciplines.
• Developed impactful employee programs that motivated and empowered employees. Programs included bonus structures, team outings, coaching and counselling sessions, career development plans and leadership development workshops.
As the largest leisure industry contractor, DCLM develops a dynamic and responsive partnership with Council clients to optimize the performance of public leisure centres so that they can better serve their local community and achieve both economic and social objectives. With over 6, 500 employees on board, the Company manages diverse range of leisure amenities across 110 sites generating annual turnover exceeding £295m.
As a Senior HR Consultant my role was to develop and manage the centralized HR department for the entire operations. I was responsible for bringing consistency in the way all site offices in the country were managed from an HR perspective. Built and managed various HR tools and modules and coached managers to perform at optimum level. Just in few months of joining I was given the responsibility of leading the HR department.
• Recommended ideas to the management to maximise profit, increase customer satisfaction and gain competitive edge through various constructive HR & leadership strategies.
• Selected as an HR business consultant on behalf of the Group to work for Oldham City Council for 3 months bringing alignment in the way people were managed and rewarded.
• Formulated and promoted strategies, created frameworks to deliver technical, regulatory, professional, managerial and personal skills training.
• Created, initiated, 'sold' and implemented an effective HR forecasting and budgeting system.
• Played a pivotal role in helping the board of directors to successfully win a Management Buyout (MBO) and built the HR strategy for the firm going forward.
• Created and implemented a robust best in class recruitment and selection, induction and employee on-boarding process.
I was employed as an HR Consultant assigned on a Citibank Project for 10 months and then promoted to be the Senior HR Manager for the organisation.
• Conducted HR and Business Analysis to recommend improved ways of organisation design and development and management of the business, e.g. development of an effective employee induction process, starter & leaver processes.
• Designed the on-boarding process for the company.
• Consultancy/advisory activities to support senior leaders' learning and development strategies, needs and priorities.
• Formulated the salary structure for the organisation.
• Built and regulated the resource management system ensuring consultants are utilised to an optimum level.
• Management of individual career development/training plans for all consultants in the entire company (PDS/BCS), designing the selection process, and instigating HR business processes to improve efficiency and profitability
Developed a high standard of relationship with clients and familiarised them with the change within the company by providing them with appropriate advice and then training them on client specific HR, IT and ERP products (SAP). Key assignments included working with critical clients such as BBC and Philips.
Advised and recommended to corporate clients appropriate quality and cost-effective business training solutions based on analysis of their business objectives, priorities and deliverables. I successfully negotiated contracts and fees with various clients which contributed towards the overall profitability of the organisation. Lead trainer for Pitman delivering various business courses.
MBA - Human Resources Management & Change Management