Siddiq Shaik

 Advisor to the C-Suite (AP MCs), departmental heads, BU/Geo CEOs/Leaders, technical assurance teams and business functions to Identify the development needs of functions & employees.
 Assay the business and HR strategy to prioritize the key projects, design leadership development and capability building programs at all levels and lead transformation programs.
 Provide solutions on the organogram, governance, operating models and systems & revisit for quality check, use project and change management for effective implementation of HR projects.
 Lead and develop the learning team to create Internal trainings thereby capitalize the existing skills, minimize external support and reduce financial expenses.
 Develop the L&D strategy for ACWA Power spread in the 14 countries for 4000+ employees
 Manage budget of SAR.36 Million annually for trainings & leadership development programs
Talent and Succession Planning
 Collaborate, coach & interview all the global MC (9 C-suite), 25 (SVP, EVP) for the future talent identification and development of leaders/successors/HiPos across the functions globally.
 Determine the success profiles of the C level and below leaders. Conduct the assessment centers based on the competency framework and develop PDP/IDPs
Leadership Development
 Lead 5 different global leadership development programs. (Global CXO till young trainees)
 Design & deliver programs to develop leadership/business competencies for mid till senior leadership level employees. Create relevant tools, resources and assignments
Performance Management
 Designed and created the new PM system which captures the OKRs, employee 360* feedback along with technical & behavioral competencies across levels.
 Manage the annual PM process globally by project managing and executing through HRBPs.
Nationalization & Diversity
 Drive the nationalization projects (Saudization, Emiratization and etc)
 Planning, schedule, develop material/design of the concepts, present and rollout the projects with the MC members and their leaders in collaboration with Business HR heads.
HR Strategy
 Designing the global annual talent and learning strategies since 2018
 Publish the talent results and strategy ppts to the MC, Board, quarterly.
Employee Engagement
 Driving the employee engagements surveys (OHI and pulse surveys) with McKinsey, got 71% employee satisfaction percentile.
 Executed various employee engagements projects post survey plan.
HR Systems
 Implementation of PM/SABA LMS/Oracle/Workday modules for all the 14 country employees.
 Effectively using Change management for the talent projects to achieve the purpose of change.
Workforce Planning
 Collaborate with recruitment, HR Ops, talent team for the workforce project planning, schedule, material, presentations monthly updates, thereby create reports, action against strategy.
Talent Acquisition
 Managed up to N-2 level hiring. Used competency-based interviews for mid and junior roles.
 Created Employee Value Proposition by working with various HR teams and communication channels to elevate the brand of ACWA Power to attract talent

✓ Advisor to the C-Suite (AP MCs), departmental heads, BU/Geo CEOs/Leaders, technical assurance
teams and business functions across the 14 countries. Identify the development needs of
functions & employees to provide comprehensive learning solutions to achieve their goals.
✓ Assay the business and HR strategy to prioritize the key projects, design leadership development
and capability building programs at all levels and lead transformation programs.
✓ Provide solutions on the organogram, governance, operating models and systems & revisit for
quality check, use PM and change management for effective implementation of HR projects.
✓ Lead and develop the learning team to create Internal trainings thereby capitalize the existing
skills, minimize external support and reduce financial expenses.
✓ Manage the external HR Partners, consulting firms, government agencies, training vendors,
across the 14 countries where ACWA power is operating. Negotiate for better business solutions.
✓ Coach and mentor the learning managers on the design and deliver of high value projects.
✓ Review the learning models, communication to suggest optimal utilization of P&C resources and
HR tools for effective implementation.
✓ Develop the L&D strategy for ACWA Power spread in the 14 countries for 4000+ employees
✓ Manage budget of USD.36 Million annually for trainings & leadership development programs

Talent and Succession Planning
✓ Collaborate, coach & interview all the global MC (9 C-suite), 25 (SVP, EVP) for the future talent
identification and development of leaders/successors/HiPos across the functions globally.
✓ Launch and execute the talent and succession program for managers and above talent pool.
✓ Determine the success profiles of the C level and below leaders. Collaborate with HRBP/P&C
team to conduct the assessment centers based on the competency framework and develop
PDP/IDPs for Hi-Potentials and successors for the critical & pivotal roles
Leadership Development
✓ Lead 5 different global leadership development programs. (Global CXO till young trainees)
✓ Design & deliver programs to develop leadership/business competencies for mid till senior
leadership level employees. Create relevant tools, resources and assignments
Performance Management
✓ Designed and created the new PM system which captures the OKRs, employee 360* feedback
along with technical & behavioral competencies across levels.
✓ Manage the annual PM process globally by project managing and executing through HRBPs.
Nationalization & Diversity
✓ Drive the nationalization projects (Saudization, Emiratization and etc) by analyzing manpower
details as per the strategy.
✓ Planning, schedule, develop material/design of the concepts, present and rollout the projects
with the MC members and their leaders in collaboration with Business HR heads.
Learning and Development
✓ Manage the annual corp. L&D LNA, trainings, budget of USD.6 mill for 600 worldwide employee
from HQ.

HR Strategy
✓ Designing the global annual talent and learning strategies since 2018
✓ Publish the talent results and strategy ppts to the MC, Board, quarterly.
✓ Leading on talent projects to enable smooth change and implement desired outcomes for
diversity and inclusion, job evaluations, competencies, policies, restructuring & etc.
Employee Engagement
✓ Driving the employee engagements surveys (OHI and pulse surveys) with McKinsey, got 71%
employee satisfaction percentile.
✓ Executed various employee engagements projects post survey plan.
HR Systems
✓ Implementation of PM/SABA LMS/Oracle/Workday modules for all the 14 country employees.
✓ Effectively using Change management for the talent projects to achieve the purpose of change.
Workforce Planning
✓ Drive the workforce project planning, schedule, material, presentations to share the manpower
planning details with the business.
✓ Collaborate with recruitment, HR Ops, talent team for monthly updates on attrition, new
positions forecasting, thereby create reports, action against strategy, share the same with HRBPs
for priority hiring, internal talent grooming, D&I and etc
Cultural Transformation
✓ Plan, design and execute the CQ (cultural intelligence) and cultural values sessions.
✓ Develop policies and procedures for talent, L&D, PMS and other strategic areas

✓ Managed up to N-2 level hiring. Used competency-based interviews for mid and junior roles.
✓ Created Employee Value Proposition by working with various HR teams and communication
channels to elevate the brand of ACWA Power to attract talent

 Customised Performance Management Systems according to the category of workers, technicians, supervisors and management staff. (This encompassing measurement of Appraisal on scale, defining KRA & KPIs, Annual Performance Surveys, 360 Degree Appraisals)
 Designed the reward vehicle for all the levels linked with performance and productivity aiming to improve retention
 Rolled out a robust plan to implement Localisation and build national capability

✓ Customized performance management process according to the employee levels.
✓ Rolled out a robust plan to implement Localization and build Saudi/Emirati nationals capability.

 Connecting with the departmental heads and finance team for Manpower requisitions, budgeting the positions.
 Managed the HR budget of US $ 2.13 million for the entire BU HR team and prepare the Annual HR Budget.
 Work closely with HR BPs for Quality hires, based on performance of recent hires employees.
 Research and recommend new sources for active and passive candidate recruiting them per the business model by using social and professional networking sites to identify and source candidates
 Develop and network a pool of qualified candidates in advance of need, Headhunting the candidates according to the business needs.
 Managing the pool of vendors, invoices, budgeting, providing accruals final figures and approvals
 Minimise the cost per hire (CPH) and enhance customer satisfaction by suggesting changes in Talent Acquisition strategies and implementing them effectively.
 Review the content to post on Public and internal domains. Improve the company website recruiting page to assist in recruiting.
 Project lead for ATS (Applicant Tracking System), Diversity Inclusion, Market Talent Mapping, Talent Intelligence of the competitors and EVP (Employee Value proposition)
 Salary negotiating from consultant till sr. manager positions.

- Strategic Recruitment
✓ Work closely with HRBPs for Quality hires, based on performance of recent hires employees.
✓ Minimize the cost per hire (CPH) and enhance customer satisfaction by suggesting changes.
✓ Managed the HR budget of US $ 2.13 million for the entire BU HR team. Managing the pool of
vendors, invoices, budgeting, providing accruals, forecast and approvals.
✓ Project lead for ATS (Applicant Tracking System software), Diversity Inclusion, Market Talent
Mapping, Talent Intelligence of the competitors and EVP (Employee Value proposition).

 To manage Performance Management, Employee Grievances, Induction, Engagement activities, Policy Compliances, Career Management for Middle management employees, Employee Communication
 Identifying Hi Pots, top performers and groom them for career development, engaging them on their professional development path to enhance retention
 To develop, establish and oversee the HR process including suggestions in policy making, arranging the dashboards of HC and performance management
 Developed innovative methods to increase employee retention and increase the E Sat levels across levels, by using cost effective methods, ensure the processes are humanized, improved
 Running Employee Relation activities that resulted in branding of the Company and increasing overall Employee satisfaction
 Arranging the road shows as HR policies, R&R activities, Impact day etc..

- HR Business Partner & Resource Manager of US India firms
✓ Manage Performance Management, Employee Grievances, Induction, Engagement activities,
Policy Compliances, Career Management for Mid management employees, HR communication.
✓ Arranging the road shows as HR policies, R&R activities, Impact day etc..
Significant

 Setting up the HR dept. for 1500+ manpower across 6 locations in India.
 Assisting in policy making and implementation of all HR policies in the company.
 Have had processed the Payrolls of the head office and at project sites (1300+, traditional and nontraditional employees) synchronized with statutory requirements like PF, ESI, PT
 Responsible for the Manpower planning for the head office, project site and workforce mobility management
 Worked in the area of Compensation and Benefit for the executive staff and introduced salary grading, Mediclaim and GPA policy at Vasavi powers
 Formulated MIS reports as in providing the data of department wise cost, manpower updates, graphs and trends of previous year and current year for the leadership

✓ Setting up the HR dept. for 1500+ workforce across 6 locations in India with policies, PMS & etc.
✓ Implemented ERP HCM 5 modules and process payrolls for1300+ employees at HQ and projects.
✓ Responsible for the Manpower planning for the head office and project site and create MIS