Tamer Elogueil

• Navigating HR strategy and spearheading 27 HR professionals in a matrix operation for leading healthcare tech (SaaS) private equity firm with +2300 FTEs and offices across NAM, UK, EMEA, and APAC.
• Provide strategic HR direction to ELT, advising on complex employee relations, development, grievance and disciplinary issues.
• Drive talent development initiatives and performance management, ensuring a robust succession pipeline and updated skills.
• Co-chair the Diversity, Equality & Inclusion council, successfully implementing initiatives agenda that enhanced workplace culture.
• Spearhead HR Business Partners, Shared Services delivery, overlook payroll and recruitment road map.
Key Contributions:
• Increased in employees’ satisfaction by 42% by enhancing onboarding, reward, and recognition initiatives, processes and systems.
• Enhanced engagement and retention by leveraging talent management maturity from level 1 to level 3, leading to earning RLDatix certification as “Top 100 Best Workplace”.
• Transformed internal processes and compliance by development and integration of corporate policies, systems and procedures.
• Accomplished 6 acquisition/ TUPE transfers with a structured change management plan including a $1.3 Billion Allocate Software deal.
• Drove 3 years rapid 4X people growth from 560 to 2300 employee by implementing Ulrich model, systems and processes enhancement.
• Reduced hiring time by 23% and achieved annual cost savings of +400K.

Spearhead talent and HR initiatives and OD projects across 38 ministry and federal authorities. Managed federal HR KPIs and metrics in adherence with EFQM/ISO 9001 standards for 106K FTE.
Key Achievements:
• Advanced talent management maturity achieving 87% critical positions succession planning rate:
1. Restructure and development of Federal Competencies Framework (Behavioural, Technical and leadership)
2. Design, automation and rollout of the Electronic Performance Management System (EPMS), process and evaluations tools.
3. Spearhead the talent development. Developed and lead facilitate the leadership development program including coaching for mid and senior level managers.
4. Setup the Succession Framework and process. Rollout the Strategic Workforce Planning System and process achieving 87% critical positions succession pipeline.
5. Rollout 9 Grid across federal umbrella and the PDP program for HiPos and readiness matrix.
• Enhanced HR efficiency by 37% by leveraging ERP, HRIS, and processes automation to utilise employee self-service:
1. Designed and rollout the HR Business Partnering concept and Shared Services across federal umbrella.
2. Sourcing and implementation of ERP systems including; HRIS, ATS, EPMS and LMS.
• Completed Organisational restructure for the ministries of “Health & Prevention”, “Education”, “Securities & Commodities”.
• Cost cut AED 1.3B over 5 years though a Private Public Partnership (PPP) Workforce Mobility and redeployment plan.

Spearhead a team of 32 HR professionals, managing employee relations, recruitment, and talent development for over 2600 FTE. Managed $4.8m training budget. Some of my key contributions:
• Budling and implemented the 3 years RTA's HR Strategy.
• Automated performance management through implementing SAP SuccessFactors LMS and online SKillSoft Percipio. Increased average training hours from 16 to 48 hours per employee.
• Developed new behavioural, technical and leadership competencies frameworks and architect design for the automation with SAP SuccessFactors.
• Lowered induction hours by 65% by revamping learning interventions and e-induction program.
• Reduced 30% of training budget through restructuring learning interventions and vendors relations.
• Reduced recruitment costs by 68% through Developing RTA’s assessment/recruitment centre in association with SHL and Extended DisC for hiring and promotional selection.
• Conducted 500+ hours of coaching to med-level, senior leadership and potential successors.
• Revamped and architect HRIS processes using Microsoft Business Process Management (BPM) System.
• Management of training and talent development programs internally and with 3rd party including senior and executive leadership programs with AUD and Ashridge UK.
• Designing job families, career paths and critical heat maps.

• Oversaw employee relations, managed performance, talent development and succession for the Service & Hospitality Division.
• Managed a team of 12 direct reports, handling complex employee issues related to rostering, performance, development plans, grievance and disciplinary.
• Spearhead 6 dotted report L&D team in leadership development unit at Emirates Training College, developing the corporate-level +43, 000 employees across 18 companies.
• Drive training development team to design and deliver leadership interventions & programs.
• Managed performance management process, development plans, and Identified skills gap.
• Designed & developed learning interventions. Managed development plans execution, and assessments.
• Conducted performance reviews, coached mid-level and senior leadership to develop leadership performance.

- Conducting employee’s recruitment assessments and Interim Performance Reviews for internal vacancies and promotions.
- Coaching (+2200 hrs.) and providing performance feedback, Conducting bi-regular performance reviews for the management promotions during the probation period.
- Conduct Training needs analysis and liaises with business areas to review and meet the learner needs, corporate objectives as well as identifying short and long-term plans.
- Managing a team of Learning & Development officers responsible for the instructional design and implementation of learning. Curriculum development for training programs and workshops to ensure corporate objectives and strategic plan met.
- Deliver, as the lead trainer a range of training courses and workshops curriculum relevant to the area of trainees’ competencies to a multicultural audience ensuring alignment with corporate objectives.
- Identify delivery platform options & learning interventions to maximize a learner-centered approach.
- Design & develop digital learning solutions for leveraging human capital performance.

Key Achievements:
 Revamped the assessment center process and assessment interventions for promotion.
 Designed the Emirates “Business Event” for leaders. Najm Merit Award from Emirates Aviation College, 2011: for “Designing and launching of the Business Event”
 Design and curriculum development for the new leader’s development Program learning interventions.
 Design & development of the IDP and performance management e-learning courses.