I can support and deliver complete employee life cycle processes including HR Strategy and HR Department Set-up; Organization Design to support long term strategy and growth; Establishing a High Performance Culture; Design and implementation of Compensation & Benefits and Reward/Recognition processes that drive organizational results; Design and implementation of Performance Management processes; Establishing HR Policies and Procedures; Career & Succession Planning processes; Talent Acquisition and Management; L&D strategy; Competency Frameworks; Human Capital Planning; Employee Engagement & Retention; Coaching & Mentoring of the HR team;About DaksadaAt Daksada, we are a team of business consulting specialists with rich domain experience across industries and segments both in the Middle East and the rest of the world. The frameworks we offer are designed based on extensive research and experience in the industry that we have gathered over the last two decades. Our vision is to be the leader in Business Transformation for Small and Medium Enterprises globally. To ensure sustainable growth and profits, our Business Transformation Framework (BTF) blends a collaborative consulting approach with state-of-the-art technology. We recognize that people engagement is the key to organizational transformation, therefore, our solutions focus on a comprehensive and integrated approach, combining wellness with best-in-class people practices.Daksada is a business enterprise focussed on enabling organizations take the next big leap and provide a business transformation framework that ensures organizational alignment on desired outcomes and the integration of short and long-term strategy development.

I headed the Human Resources function for Phoenix and was responsible for all aspects of HR for this dynamic and rapidly expanding business.

HR Generalist support for the business spread across the Middle East, Caspian and Africa region. Responsibilities include HR Strategy; mentoring the HR Team; HR Policies, Systems, Processes and Procedures; Organisational Structure; Organisation Culture; Talent Management; Compensation & Benefits; Performance Management; Business Process Improvement; HR Reporting; Succession Planning; Employee Engagement; Ethics and ComplianceOverhaul of international mobilization & induction process to make significant improvements in terms of costs, speed, efficiency and employee satisfaction, and reverse significant losses on projectsImplementation of Human Resources System for the Region transforming processes from manual to systemCulture transformation through roll out of Weir Values and Group Diversity Initiative in the regionDesign and implementation of a grade structure for Dubai, and rolled out across the region to improve internal and market alignment, improve retention and diversity, bring transparency and align benefitsEmployee Engagement Survey across the region, analysis of feedback and lead on changes and improvements to HR processes to deliver savings, improved efficiency and employee satisfactionDeveloped HR Policies, Procedures & Documentation to replace outdated ones and where none existedSignificant improvements in HR operational results and HR business impact by mentoring and coaching the country HR leads while working closely with the Country General ManagersPerformance Management Process improvement to increase completion rates, deliver TNA, support performance related pay decisions and reward decisions, and support competency framework HR inputs to the design and fit out of a larger purpose-built facility in JAFZA South to accommodate the growing needs of the business

Overhaul of Sourcing & Selection Process including internal recruitment reducing lead time while improving the quality of selection by using an assessment centre approach and reducing turnover and costsRestructure of the HR team to allow more focus on value adding activities instead of administrationCompensation & Benefits improvement to improve internal and external alignmentRestructure of the Client Services Function improving the ability to manage customer supportSimplification and control of payroll processing improving efficiency and accuracy while reducing costsPerformance Management & Discipline processes improvementsHR lead on various Business Process Improvement projects within the business including operations and customer service functions that delivered improved business results, cost savings, improved efficiencies and customer satisfaction

Developed the HR Function for the Company including building up the team;Realigned the Compensation & Benefits structure for the Company to improve internal and market alignment and improve transparency - reduced turnover while improving employee satisfaction;Developed HR Policies, Procedures and Documentation;Organisation restructures in Dubai and India operations including significant rightsizing of teams;Established a competency framework to underpin the Performance Management system;Achieved significant savings in overheads and administration costsSet up new offices in JLT

Lead, direct & manage HR & effective development & implementation of HR strategies, policies, processes & procedures for attracting, motivating & retaining of high caliber employees & provision of quality services & support to achieve Group’s objectives. Support Management Team in developing employee value proposition, defining culture. Responsibilities included HR Strategy; Lead the HR Team; Policies, Systems, Processes & Procedures; Organisational Structure & Design; Organisation Culture; Manpower Planning & Talent Management; Compensation Strategy; Performance Management; Change Management; Training & Development; Employee Relations; Acquisitions; Ethics & ComplianceLed the restructure & rebranding of Group to deliver significant internal synergy & lay the platform for significant growth & market recognitionHR lead on Corporate Team that worked towards IPO (London Listing)Established & grew the HR function. Head count grew from 850 in 2003 to 6,000 at peak manning levelsHR lead for acquisitions & new business stream set ups. Group expand from UAE based to have significant presence in MENA region & Caspian Sea regions. Integrated acquired businesses in Qatar, Kazakhstan, Azerbaijan from an HR perspectiveIntroduced internal sourcing & assessment centre approach to selection to optimize recruitment costs, improve sourcing efficiencies, & reduce turnover. Managed talent acquisition for executive level positionsDeveloped the L&D team for both technical & soft skills training. Resulted in significant increase in training, while optimizing costsIntroduced the Company Code of Business Conduct. Appointed to the Company Risk & Compliance Committee. Supported a number of internal investigations and increased focus on ethicsPerformance Turnaround: Recruited key members of a new management team to turn around 2 non-performing businesses. Aligned workforce to the turnaround strategy to achieve in excess of 40% compounded average growth rates per year from 2004 to 2010.

Headed the Human Resource Function of the Group. Responsible for all HRM functions including staffing, recruitment, compensation, performance management & appraisal, training, and employee relations. Revised C&B structure to bring about internal and market parity;Established Assessment Centers for all selection to improve recruitment results;Led business process improvement initiatives that resulted in significant employee participation in decision making;Significant training initiatives to address core competency gaps

Established the HR function for Qatar; Rolled out 360 degree appraisal, Performance Development Plans and Balanced Scorecard;Cascade of the “Change Process” (Inchcape Worldwide initiative);

Role and Responsibility included Recruitment & Selection, Personnel Administration, Training & Development and other HRM functions for:• Approximately 500 Engineers based in various parts of the country involved in the marketing of various engineering products• Approximately 150 engineers based in Powai (Packaging Factory) and in Nashik (Glass Container Factory) involved in the manufacture of bottle closures and glass bottles.HR Lead for green field set up of a Glass Bottle manufacturing plant in Nashik, India;Team member in roll out of organisation wide “Climate Survey” and addressing areas of concern;Training need identification and design and delivery of national programme to meet training needs;Underwent rotational training in various personnel departments in L&T to obtain an all round exposure to various aspects of HR functioning and to develop overall expertise in the field of HRM.