Tom Segers

Stars Overland is an automotive fabrication specialist focused on the overlanding and 4x4 market. We provide complete design and engineering capabilities for all overlanding needs, and are dealers for top brands including iKamper, EZAwn, National Luna fridges, Rhino Rack, to name a few.

Combining my passion for HR and Off Road driving, I started my own business providing automotive & HR
consulting to various companies on various projects. This included the following activities for the below
mentioned projects:
• Business Development / sales calls to corporates to understand their needs and offer tailored solutions
for team building, driving instruction, corporate experiences, event support, logistics support on
automotive events, etc.
• XQuarry Off Road Park - contracted to lead HR, Training and Automotive divisions of the business,
including building 4x4 obstacles, design off-road courses, organize corporate events, develop and
conclude corporate partnership deals wroth over AED 1 Million.
• Support media events as a precision driver / instructor for automotive manufacturers, such as INEOS
Grenadier, Jaguar Land Rover, Chevrolet, etc.
• Heat testing for civilian and military automotive manufacturers, and rally support for various teams.
• Develop, manufacture, and sell a Kinetic Energy Recovery Rope (https://theoffroadrope.com)

ALEC is a tier 1 main contractor with many notable, large scale projects in it’s Middle East portfolio, including One Zabeel, Dubai Hills Mall, Dubai Airport, etc. My role as a Talent Acquisition Manager included the following responsibilities:
• Lead a highly effective team of 6 individuals through an unprecedented growth curve, with over 100 new staff joining every month.
• Develop strategies and processes for effective and efficient acquisition and mobilisation of talent covering Emiratization, new talent markets, recruitment marketing, managed services, talent mapping and pipelining, PSL Management.
• Developed and implemented real time PowerBI dashboard recruitment reporting for the business based off MS Excel.
• Part of the HR Management team to evaluate and select a new HRMS provider (CoreHR, ATS, L&D, C&B, etc).

PTS is a niche recruitment firm specialising in the US Government Programs Overseas, specifically within the life support services. My responsibilities include:
• Driving the global recruitment strategy for trainers / mentors for the Global Peace Operations Initiative Program across Africa, as well as other functions for LOGCAP Ops in Iraq & Afghanistan.
• Identify and sign on reliable and ethical (CTiPs compliant) recruitment partners across Africa, India and the Balkans.
• Streamline our technology platform (includes 1 way video interviews and psychometric analysis) to ensure ease of use by candidates and clients alike, as well as Business Development & Account Management for new and existing clients.

Ecolog International is a 12, 000 employee privately owned firm providing life service solutions to government, NGO and private enterprise to remote (and often conflict) locations around the world. The service solutions include Design & Construction, Supply Chain, F&M, etc. As the Talent Acquisition Lead, my key responsibilities and achievements include:
• Involved Talent Acquisition early in the bid process resulting in more competitive bids and a higher success rate in resource delivery on contract award through effective talent pipelining and manpower planning.
• Led a team of 13 to a common goal by providing support, training, task assignment, employee engagement, all through extensive travel, effective reporting, and leading by example.
• Mapped and streamlined recruitment and mobilization processes (both blue and white collar); introduced meaningful reporting metrics and feedback initiatives to allow data driven decisions to improve the recruitment service.
• Supported Talent Management to design overall competency matrix for the entire organization.
• Key projects worked on included provision of food to British Armed Forces across the world and various UN contracts in Africa, as well as State Department contracts in the Middle East for logistics.

Al Futtaim Carillion is a JV between Al Futtaim Group and Carillion PLC, a UK based multi-national construction and Facilities Management company with over 40, 000 employees worldwide. As the Resource Manager, my key responsibilities and achievements are as follows:
• Led Recruitment Shared Service (team of 9) covering the MENA region that was responsible for blue and white collar recruitment, and internal movement of staff and labour in both construction and facilities management areas.
• Key projects supported were: Expo 2020 (4, 000 staff), La Mer, Beeah, W Hotel The Palm.
• Increased effectiveness of in-house recruitment team through manpower planning, training, competency based pre-screening, psychometric & aptitude assessments, and KPI measurements.
• Reduced cost to fill by 40% through implementation of fixed fee PSL and 90 % reduction in agency use.
• Reduced Time to Fill by 1 month with improved sourcing techniques, talent pipelining, and candidate engagement.
• Implemented an Applicant Tracking System (PeopleFluent) across MENA connecting resource approvals, candidate sourcing, candidate management, offer management, and mobilisation into one system.
• Member of the HR Management team overseeing L&D, C&B, Employee Relations, service automations, etc.

Jagal Group is a family owned, Nigerian based, multi billion dollar conglomerate with a focus on the Oil & Gas industry. Acetech Services provides the Jagal Group with all Supply Chain, Procurement, and Recruitment Support. My Recruitment Manager responsibilities include:
• Lead a team to deliver recruitment and mobilisation services across the group, the majority at an engineering / PM level for Snake Island, a remote manufacturing facility for top sides and jackets for the Oil & Gas industry.
• Ensure all recruitment policies and procedures are streamlined and harmonized across the Group’s various industries to include pharmaceutical, construction, Oil & Gas, FMCG, IT Cloud Services, etc.
• Manage a budget of approx. US$ 750K (salaries, tools, training), and implementation of HRSMart (ATS)
• Designed key reporting metrics to improve recruitment service based on data driven decisions.

East. I joined to lead the Middle East recruitment function where my main responsibilities were:
•Develop and implement a recruitment strategy to support large infrastructure projects involving frequent travel.
•Provide extensive project support in implementing recruitment policies, providing project lifecycle recruitment, and reporting metrics to key stakeholders, including group presidents.
•Created an internal KBR function to hire project staf from cost efective economies and mobilize them to (mostly) Oil & Gas projects around the world. This required creating and leading a team, setting up of policies, SOPs, workflows, budget management, talent pipelining, work closely with bid teams to provide salary market data and resource forecasting. This focused on bulk recruitment (mechanical, civil, jr. engineering level, etc.).
•Key projects I supported were Doha Expressway (US$ 35Billion), Abu Dhabi Airport Expansion, ARAMCO, Ichthys, ANADARKO.

CH2M HILL was the Program Manager for the US$ 100 Billion Jumeirah Gardens project and I was hired to head up recruitment. After this project, I was tasked with heading up the Talent Acquisition function for the Middle East. My duties were as follows:
• Devised a recruitment strategy to acquire 400 engineering professionals from around the world within a 4 month time frame, and build a small recruitment team to achieve this (initially 1 Recruiter and 1 Recruitment Administrator).
• Provide complete project lifecycle recruitment to the MENA region for both civil construction and Oil & Gas support (VECO Engineering). This involved frequent travel, managing a PSL, etc.
• Provide regional project HR support including C&B to manage billing rates, staffing and deployment schedules, creating induction programs, terminations, UAE National ID cards, WPS compliance, manage payroll, etc.

Ericsson AB is the largest telecommunications vendor in the world with a 40% global market share. My responsibilities included:
• Design and implement a region wide recruitment strategy covering both permanent and contract staff.
• Growing responsibility to project manage large scale, complete lifecycle recruitment on specific projects around the Middle East, contractual and regional operational responsibility of 650 contract staff (SLA management).
• I was responsible for sourcing and assessing talent for senior management positions.
• In March 2007, I was asked to lead the Saudi HR department for 3 months. During this time, I completed an organizational mapping of over 500 staff, uncovering inefficiencies and identifying risks.