Zarema Holt

• Deliver executive coaching focused on leadership transitions, performance challenges, and
capability development.
• Conduct 360-degree assessments and provide structured feedback to support leadership growth
and succession readiness.
• Coach leaders navigating organizational change, role expansion, and strategic decision-making.

• Embedded regional talent and performance frameworks, ensuring consistent calibration,
governance, and decision discipline across five countries.
• Led succession planning and pipeline development for critical and senior roles, improving
leadership readiness and business continuity.
• Partnered with HRBPs and executives to identify capability gaps and convert insights into targeted
development, coaching, and mobility actions.
• Designed and delivered leadership development and executive coaching initiatives to strengthen
leadership capability and future-ready talent.
• Led organizational restructuring and workforce optimization using ADKAR methodology,
supported by readiness assessments and structured change plans.
• Developed and facilitated Managing Change Effectively and Psychological Safety & Gender
Bias programs to reinforce culture and leadership behaviors.
• Strengthened HR governance, policy alignment, and compliance across the region.

• Led Learning Needs Analysis and capability assessments aligned to business strategy, succession
priorities, and operational transformation.
• Designed and implemented a comprehensive development strategy using competency
frameworks, 360-degree assessments, and targeted development plans.
• Developed and governed the National Water Company Central Clusters competency framework,
ensuring consistent assessment, calibration, and leadership capability evaluation.
• Designed and delivered Four Essential Behaviors program to drive cultural and behavioral
transformation.
• Led performance management, talent review cycles, and leadership development programs,
ensuring differentiation and meaningful development conversations.
• Developed and executed a full Change Management Strategy supported by readiness
assessments, stakeholder engagement, and communication plans.
• Facilitated organizational structure and manpower optimization discussions between Veolia and a Saudi National Water Company (NWC).

• Partnered with senior leaders to design organizational structures for new entities, ensuring capability alignment and future workforce planning.
• Streamlined HR operations through policy development, governance, and compliance frameworks.
• Led recruitment for large scale projects, ensuring talent pipelines for technical and leadership roles.
• Oversaw performance management cycles, ensuring SMART goal setting, calibration quality, and consistent evaluation.
• Managed HR budget, compensation benchmarking, and benefits analysis.

• Accelerated leadership succession and readiness through integrated talent development strategies covering leadership, technical capability, and knowledge transfer.
• Designed and delivered mentorship, job shadowing, and leadership curriculum programs for high potential employees and PDPs.
• Led talent assessments using 360-degree tools, OPQ, and Korn Ferry assessment of Leadership Potential, facilitated Individual Development Plans.
• Strengthened performance management processes, reducing performance related grievances from 20% to 5%.
• Led employee engagement initiatives promoting critical behaviors, recognition, and organizational culture.
• Developed internal training guidelines to maximize utilization of internal learning resources.
• Led key HR processes, annual salary & bonus review, performance management, talent review, etc.

Full scope of HR operations and recruitment

Full scope of HR operations and recruitment

Full scope of HR operations and recruitment