Most Visionary HR Leaders in Middle East Creating Global Impact, 2024

A Visionary Leader in HR and Organizational Development in the Middle East

Editorial Note

The Role of Visionary HR Leaders in the Middle East

The ever-changing landscape

of HR stands out as a region of diversity, innovation, and growth. Today, this editorial does exactly that it sheds light on the HR leaders those who are making significant contributions to the companies, shaping the future of work in the Middle East.

HR leaders in the Middle East are playing a key role in driving organizational success by implying forward-thinking strategies, fostering a culture of innovation and nurturing talent to thrive in an increasingly competitive business environment.

Right from implementing cuttingedge technologies to revamp talent retention strategies, these leaders are at the forefront of driving positive change within organizations. Moreover, this editorial also seeks to highlight the

issues and opportunities to drive meaningful change, shaping the future of work in the Middle East.

Additionally the achievements of these visionary HR leaders, aims to provide insights and inspiration for HR professionals across the region. Thus by sharing best practices, lessons learned, and success stories, this editorial seeks to bring a positive change within organizations.

Overall, this editorial serves as a celebration of the remarkable achievements and contributions of HR leaders in the Middle East. By shining a spotlight on their innovative approaches, strategic thinking, and commitment to fostering a culture of growth and development, this editorial aims to inspire and empower HR professionals to lead with vision and purpose in the dynamic and rapidly evolving world of work.

Moreover, the demographic landscape of the Middle East presents unique challenges for HR leaders. With a young and diverse population, HR departments must develop strategies to attract, retain, and develop talent from various backgrounds and cultural contexts. This includes addressing issues such as gender diversity, generational differences, and cultural sensitivities in the workplace.

At the same time, HR leaders in the Middle East have a unique opportunity to drive positive change and innovation within their organizations. By leveraging technology, data analytics, and strategic workforce planning, HR leaders can unlock the full potential of their workforce and drive sustainable growth and competitiveness. Additionally, HR leaders play a critical role in shaping organizational culture and values. By fostering a culture of trust, transparency, and inclusivity, HR leaders can create an environment where employees feel empowered to contribute their best work and thrive professionally and personally.

In light of these challenges and opportunities, visionary HR leaders in the Middle East must embrace a forward-thinking approach to HR management. This includes staying abreast of emerging trends and best practices, developing innovative strategies to address evolving workforce dynamics, and championing diversity, equity, and inclusion as core organizational values.

The role of HR leaders in the Middle East is more important than ever in driving organizational success and fostering a culture of excellence and innovation. By embracing digital transformation, addressing demographic challenges, and championing diversity and inclusion, HR leaders can position their organizations for long-term success in the dynamic and competitive business landscape of the Middle East.

Thus we have brought you Most Visionary HR Leaders in Middle East creating Global Impact 2024. Through this edition we are reshaping the way organizations operate and the expectations placed on HR departments.

The Impermanent Leader 22 COVER STORY CXO

The Power of Data: Harnessing Insights for Informed Decision-Making 26

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Unlocking Potential: Employee Learning and Development in the Digital Era

Paul Michael

Haitham Alelaywi

A Visionary Leader in HR and Organizational Development in the Middle East

Wewouldratherbeanywhereaslongas wearesomewhereandwewouldbe anyoneaslongaswearesomeone. ForHaithamAlelaywiitwasallabout prioritizinginclusivity,talentdevelopment,and integratingHRpracticeswithdigitalinitiatives fortalentacquisitionandstaffplanning. Haitham'svisionofAl-Ayuniistoleadthe constructionindustryacrosstheMENAregion whilebuildingandsustainingreputationoflongtermtrustedrelationships,innovatingsolutions, andexceedingclientexpectations.

CurrentlyservingastheDirectorof OrganizationDevelopmentatAl-Ayuni Investment&ContractingCompany,oneof SaudiArabia'sleadingconstructionfirms, Haithamplaysapivotalroleindrivingthe company'smissiontoconstructinnovative developmentsthatbringprosperitytoclients, vendors,andthecommunity.Heenvisionsa futureforHRintheMiddleEastwhere entrepreneursprioritizetheseelements,integrate HRpracticeswithdigitalinitiatives,andactively contributetoshapinginclusiveworkplaces. Forsomeonetoreachsomewhere,let'sunfold Haitham'sstory:

NavigatingtheDynamicsofHRand OrganizationalDevelopment

InthenarrativeofHaitham'semployment journey,itunfoldsfromhisdaysasacollege studentgrapplingwithuncertaintiessurrounding suitablesubjectsandtherequisiteactionsto prepareforthejobmarket.Thisperiod,before 2007,posedchallengesforindividualsseeking knowledgesourcestoenhancetheirawarenessof theskillscrucialforsecuringpromising employment,particularlyinthenascentstageof theinternet.

Embarkingonhisinitialjob,Haithamdiscovered valuesthatfueledhispersonalprogression.His

inclinationtowardassistingothersinpreparing fortheircareerjourneysandfacilitatingthe discoveryoftheircapabilitiesbecameevident. Recognizingtheessenceofworkasamutual professionalrelationshipbetweenemployeesand organizations,hedelvedintotherealmofHuman ResourcesManagement.

Inhissecondjobopportunity,Haithamstepped intothedomainofHRasanHRAdministrator, findingtheexperiencebothexcitingandfulfilling, aligningseamlesslywithhispassion.His professionaltrajectorynavigatedthroughdiverse organizationsandsectors,encompassing OperationandMaintenance,RealEstate,FMCG, Healthcare,Government,andConsulting.Within thisjourney,heassumedvariedrolesspanning talentacquisition,payroll,employeerelations, workforceplanning,organizationdesign,and talentmanagement.

Motivatedbyarelentlesscuriositytoexplorenew areasandcomprehendthedistinctneedsof diversefunctions,Haithamunderwenta transformativephaseacoupleofyearsago.He immersedhimselfinthestudyofcoachingand emotionalintelligence,continuouslyhoninghis skillsinthesedomains.Additionally,heventured intodeliveringtrainingcoursesinHR, ManagementSkills,andSoftSkills,leveraging thesecompetenciestoshapetheorganizational cultureofbothpreviousandcurrentemployers. Haitham'snarrativestandsasatestamenttohis dynamicandevolvingjourneythroughtherealms ofHRandorganizationaldevelopment.

AJourneyofDiscoveryandDevelopmentwith HaithamAlelaywi

InhiscapacityastheOrganizationDevelopment DirectoratAl-AyuniInvestment&Contracting Company,HaithamAlelaywispearheadsthe strategicinitiativesofoneofSaudiArabia's premierconstructionfirms.Witharichhistoryof

beinga"FirstClass"contractorsince2006,AlAyuni,underHaitham'sguidance,operatesacross diversesectors,embodyingacommitmentto quality,trust,andinnovativesolutions.

Al-Ayuni'smission,drivenbyHaitham's leadership,istocollaborativelyconstruct innovativedevelopmentsthatbringprosperityto clients,vendors,andthecommunity.Positioned asaleaderintheMENAregion,thecompany, guidedbyhisvision,iscommittedtosustained excellence,buildinglastingrelationships,and exceedingclientexpectationsinthedynamic landscapeoftheconstructionindustry.

NavigatingtheTransformativeLandscapeof HRTrends

IndissectingtheevolvinglandscapeofHRtrends andchallenges,Haithamemphasizesthe profoundimpactoftechnologicaladvancements, notablythetransformativeforceofAI,onthe globalbusinessarena.EnvisagingashiftinHR dynamics,heforeseestheconsolidationand potentialdisappearanceofcertaintasks, particularlyinadministrativeroles,alongsidethe emergenceofnovelpositionssuchasthe "EmployeeExperienceDesigner."Headvocates forstrategicinvestmentsinHRtechnologyto harnesstheopportunitiesarisingfromthese changes.

Furthermore,hedelvesintothecontemporary discoursesurroundingCorporateSocial Responsibility(CSR),highlightingitssubstantial influenceonemployeeengagement,job satisfaction,andoverallwell-being.Haitham underscoresthecriticalroleofHRinmeasuring theimpactofCSRinitiatives,promoting transparencyandaccountability.Heenvisions CSRnotonlyasameanstofortifyworkplace culture,attractandretaintalent,andenhance brandimagebutalsoasavehicletoaddress globalandlocalissues,aligningorganizational

goalswithbroadersocietalobjectivesand communityneeds.

VisionforEntrepreneurshipinHRand ShapingtheMiddleEast

InenvisioningthefuturelandscapeofHRinthe MiddleEast,Haithamseesafertilegroundfor entrepreneurialinvestmentwithintheindustry HiscounseltoaspiringHRentrepreneurscenters ontheparamountimportanceofacomprehensive understandingofindustrytrends,the identificationofaspecificniche,andthe cultivationofextensiveknowledgeandadherence tocomplianceandethicalpractices.

Heemphasizestheneedtostayabreastof evolvingHRpractices,employmentlaws,and workforcedynamicswhileacquiringspecialized knowledgeindistinctareasandremaining informedabouttheuniqueHRrequirementsof diversesectors.Haithamcontendsthatthis multifacetedapproachpositionsentrepreneursfor successinthecompetitiveHRsector.

ForthoseaspiringtoshapethefutureofHRin theMiddleEast,Haithamadvocatesastrategic focusondigitaltransformation,cultural intelligence,inclusivity,andtalentdevelopment.

ProposingtheintegrationofHRpracticeswith digitalinitiatives,includingtheimplementation ofAI-drivenmethodsfortalentacquisitionand staffplanning,heunderscorestheimperativeto prioritizediversity,activelyconfrontbiases,and establishinclusiveworkplaces.

Haithamrecommendsthecreationand implementationoftalentdevelopmentmethods suchastrainingprograms,mentorshipinitiatives, andongoinglearningopportunities,providing effectivetoolstoequipstaffforthechallenges thatlieahead.

PaulMichael Gledhill

A Trailblazer in HR Innovation and Entrepreneurship

IntroducingPaul,adynamicentrepreneurwitharich backgroundintechnologyandtraining.Hisjourney beganwhenhisbusinesspartnerapproachedhimwith theideaofstartinganeLearningcompany,aventurethat alignedperfectlywithhisexpertiseandpassion.Together, theyco-foundedXpertLearningin2003,pioneering eLearningsolutionsinamarketwhereLMSwasstilla novelconcept.

Overtheyears,PaulhassteeredXpertLearningtobecomea leadingconsultancy,specializinginlearning,talent,and performancesolutionsforcorporate,academic,and governmentsectors.Withavisiontoprovidetop-notch digitallearningsolutionsandexceptionalservice,Paulhas ledXpertLearningtogreatsuccess,earningareputationfor innovationandexcellenceintheindustry.Hisleadership styleemphasizesopencommunication,fosteringa motivatedandeffectiveteamthatdrivesthecompany forward.

Here'sadetailedinterviewheldbetweenPauland CIOWorld

Briefouraudienceaboutyourjourneyasabusiness leaderuntilyourcurrentpositionatXpertLearning. Whatchallengeshaveyouhadtoovercometoreach whereyouaretoday?

MybackgroundwasinTechandalsoTraining,sowhenmy businesspartnercametomeandsaidshewaslookingto startaneLearningcompany,itseemedliketheperfectfit forme,andwehadcomplimentaryskillsetsthatwouldset usontherightpath.

Whenco-foundingthecompanyin2003,itwasallabout educatingthemarket.E-learningwasnewandLMSwas unheardofinourregion,slowlyintroducingtrialsand demos,andshowingROI,wewereabletoconvinceafew earlyadoptersandtheybecameourreferencesitesand influencersbeforeInfluencerswereevenathing!

TellussomethingmoreaboutXpertLearningandits missionandvision.

WefoundedXpertLearningin2003tobeaconsultancy focusedonprovidinglearning,talent,andperformance

solutionstothecorporate,academic,andgovernment sectors.

Itwasalwaysourvisiontoprovidethebestofdigital learning,talent,andperformancesolutionsfromglobal providerstoorganizationsintheregiontohelpthemwith theirdigitaltransformationstrategiesandorganizational performance,allwhileensuringexcellentqualityofservice, support,andthoughtleadership.

It'sclearwithouramazingcustomerbasewehaveachieved this,andwilllooktofuturetechandinnovationtoensure wearealwaysattheforefronttocontinuetohelpour customers.

Howdoyoubuildandmanageamotivatedandeffective team?

Wehavebeenfortunatetohavesomanyofourteamstay withusformanyyears.Ioftenjokewiththem,“Whatare youstilldoinghere?”,sowemustbedoingsomething right.Tobehonest,Ithinkitboilsdowntoconstantand opencommunication.Everyoneknowswhereweareinour businessregardlessofwhetheritisahighoralowperiod. Ahealthybalanceofhierarchyisestablishedsothatit'snot tooflatbutnottootriangulareither.It'sclichétosaywe haveanopen-doorpolicybutourcultureispracticallyanodoorpolicy,soeveryonefeelscomfortabletoapproachus whentheyneed.Obviously,aswehavegrown,it'snotas easy,however,ifthecultureandDNAfeeddowntoour managersandleaders,thenthetrendcontinues.

Wheredoyouenvisionyourselftobeinthelongrun, andwhatareyourfuturegoalsforXpertLearning?

Ibelievethereisarighttimeforfoundersandentrepreneurs toexit,andamyriadofvariablesinformthosedecisions. Formany,thisistraditionallyatthepointwheregrowth

throughexpansionneedstoacceleratebeyondthecurrent capabilities,Iwouldliketheretobealegacyforour continuedbrandrecognitionintheregionasaleader,and forthat,oneneedstochoosetherightstrategyforfuture sustainability

WhatchangewouldyouliketobringtotheHRindustry ifgivenachance?

IwouldlovetoseetheHRcommunityrelaxandembrace newtechnologies.AIisthecurrentdisrupterandis spreadingfearamongmany.I'dliketohelpinembracing thesechangesandadaptingtohowwecanaddvaluetoour organizationsinmoreemotional,empathetic,andcreative wayswhichwillenableourcommunityinHRtowork alongsidethefuture.Don'tforgetartificialintelligenceat themomentisstillartificial,solet'sdoourbitfromour humanintelligenceperspective

HowhaveyoumadeanimpactintheHR?

Wehavecontinuallybroughtglobalbest-of-breeddigital HRandLearningtechnologiestoourlocalmarketsand helpedthedigitaltransformationalexperiencetobeas seamlessaspossible.Thishas,indeed,helpedtheHR communitytofeelmorecomfortableknowingtheyarein goodhandsandembracingthebestoffuturetrends.

Whatwouldbeyouradvicetobuddingentrepreneurs whoaspiretoventureintotheHRsector?

HRhasmassivedepthandbreadthtooffer.Everythingfrom hiretoretireispartoftheremitanditseemstogetbigger andbigger,requiringnewskillsandflexibility.

Entrepreneursmustlooktosolveproblemsandinnovate withsimplesolutions.It'sonethingtobuildandbringa producttomarketbutsomethingelsetosell,support,and constantlyevolveandimproveit.Attheendoftheday servicesupportand,aboveall,relationshipsarestillatthe coreofbusinesssuccess,soalthoughI'manavidand staunchsupporterofallnewtechnologies,thehumantouch isstillirreplaceable.

ThePowerof Harnessing Insights for Informed Decision-Making

Intoday'sdata-drivenworld,organizations acrossindustriesareincreasinglyrecognizing thevalueofharnessingdatatodriveinformed decision-making.Fromcustomerpreferencesto markettrends,dataprovidesvaluableinsightsthat enableorganizationstomakestrategicdecisions withconfidence.Here'showorganizationscan effectivelyharnessdatatoinformtheirdecisionmakingprocesses:

1.DataCollectionandAggregation:Thefirststep inharnessingdataiscollectingandaggregating relevantinformationfromvarioussources, includinginternaldatabases,externalsources,and third-partydataproviders.Byconsolidatingdata fromdisparatesourcesintoacentralizedrepository, organizationscangainacomprehensiveviewof theiroperations,customers,andmarketlandscape.

2.DataQualityandGovernance:Ensuringdata qualityandgovernanceisessentialforgenerating reliableinsights.Organizationsmustestablish robustdatagovernancepoliciesandproceduresto maintaindataaccuracy,consistency,andintegrity Byimplementingdataqualitycontrolsand validationprocesses,organizationscanminimize errorsanddiscrepanciesthatmaycompromise decision-making.

3.DataAnalysisandVisualization:Oncedatais collectedandvalidated,organizationscanleverage advancedanalyticstoolsandtechniquestoanalyze andvisualizethedata.Fromdescriptiveanalyticsto predictivemodelingandmachinelearning algorithms,organizationscanuncoverpatterns, trends,andcorrelationsinthedatathatinform decision-making.Datavisualizationtools,suchas dashboardsandinteractivereports,help stakeholdersunderstandcomplexdatainsights intuitivelyandmakedata-drivendecisions effectively.

4.IdentifyingKeyMetricsandKPIs: Organizationsshouldidentifykeyperformance indicators(KPIs)andmetricsthatalignwiththeir

strategicobjectivesandbusinessgoals.Bytracking andmonitoringthesemetricsregularly, organizationscanmeasureprogress,identifyareas forimprovement,andmakedata-drivenadjustments totheirstrategiesandoperations.

5.PredictiveAnalyticsandForecasting: Predictiveanalyticstechniquesenableorganizations toanticipatefuturetrendsandoutcomesbasedon historicaldataandstatisticalmodels.Byleveraging predictiveanalyticsandforecasting,organizations cananticipatemarketdemand,optimizeresource allocation,andmitigaterisksproactively.

6.Data-DrivenCultureandDecision-Making: Fosteringadata-drivencultureisessentialfor promotinginformeddecision-makingacrossthe organization.Organizationsshouldencouragedata literacyandempoweremployeesatalllevelsto accessandanalyzedataeffectively.Byintegrating data-drivendecision-makingintoorganizational processesandworkflows,organizationscandrivea cultureofaccountability,transparency,and continuousimprovement.

7.IterativeDecision-MakingProcess:Decisionmakingshouldbeaniterativeprocessinformedby ongoingdataanalysisandfeedback.Organizations shouldcontinuouslymonitorperformancemetrics, evaluateoutcomes,andrefinetheirstrategiesbased onnewinsightsandchangingmarketdynamics.By embracingagilityandadaptability,organizations canstayaheadofthecurveandmakeinformed decisionsthatdrivesustainablegrowthandsuccess.

Inconclusion,harnessingdataforinformed decision-makingisacriticalcompetencyfor organizationslookingtothriveintoday's competitivelandscape.Byadoptingastrategic approachtodatacollection,analysis,and visualization,organizationscanunlockvaluable insightsthatinformstrategicplanning,drive operationalefficiency,anddeliversuperior outcomesfortheirstakeholders.

The Impermanent Leader

Whydoweworktowardspermanentgoalsand achievements,whentheonlypermanentthingischange?

Nothinginourlivesispermanent.

Asleaders,weoftenstriveforstability,sustainability,and perpetualgrowthaskeyorganizationalgoals.Butwhatif thesegoalsareultimatelyfleetingandunattainable? This conceptofimpermanenceisatoughonetointegrate, especiallyinaworldwherewelooktowardsthefutureand usethepasttoguideus.

Thechangingnatureofbusinessisreflectedinpastand currenttheoriesofleadership.Historically,aleader'srole wastomaintainthestatusquo.Stabilitywasconsidereda costsavingandenergy-efficientwayofdoingbusiness,and changewasperceivedtodisruptoperationsandexhaust resources.Thenewfocusoforganizationsischange. Accommodatingchangerequiresmorethanflexibilityor adaptability.Today'sleaderisa“visionary”or“change agent”,whoalwaysseeksnewandbetterwaysofattaining goalsbychallengingcurrentparadigms.Aleadermustbe abletocopewithadynamicenvironment,butmore importantlymustbeabletochangethemselvesfrequently inordertoremainaheadofthegame.

Today'sleadermustembodyadeepawarenessthatthe consciousworldisalwayschanging.Themindmoves throughsomanymentalstatesinaday,inanhour, sometimeseveninafewminutesorseconds,andcanmove fromthedistantpasttothefutureinaninstant.Itis ungovernableandunreliable,andyetwetrytocontrolit

andmakesenseofit.Wecannomorecontrolitthanwecan controlweatherpatterns.

Weresistchangeandtrytocontrolbecauseweseek permanence,butthetruthis,everythingchanges. Resistancetochangecomesfromafixedmindset;itisour resistancetothisimpermanenceanduneasinessintheface ofitthat,inmyopinion,isfuelingalotofourcurrentwoes. Controlisnottheanswer.Surrenderingresistanceis. Expectingtemporarycircumstancestoremainpermanent onlyservestointensifychallengesandhighlightsourlack ofcontrol.

Wedon'tmournabeautifulflowerwhenitdropsitspetals. Weacceptthatithasbloomed,willreset,andbloomagain. Yetwhenwehaveabadday,messupaproposal,don'thit revenuenumbers,weforgetaboutourbeautifulpetalsand insteadfocusontheloss.

Comingfromabackgroundinsales,Ifeltthiskeenlyyou'reonlyasgoodasyourlastsale.BasketballCoachPhil Jacksonsaiditbest:“You'reonlyasuccessinthemoment ofthesuccessfulact,thenyouhavetodoitagain”,after winningtwoconsecutiveNBAchampionshipsinthemid1990swiththeChicagoBullsandthengoingforathird ringin1998.

Whatwoulditlooklikeifweapproachedtheworkplace withaconsciousunderstandingthateveryone,topto bottom,insidetooutside,partnerorcompetitor,isatsome levelsufferingfromthesamesenseoflossrelatedtothis temporaryeffervescenceoflife?

WeneedtounderstandthateveryonewalkstheHero's Journey.Thepeopleyouencountereverydayareeach livingaHero'sJourney-theyarestrivingtofind meaningwhilefacingunexpectedtwistsandturnsof fate.Obstaclestesttheircharacter,strength,skill,and resolve.Eachpersoncameintolifewithoutanameand willleavetheirnameandbodybehind,yetweseethe peoplearoundusasunchanging;wenamethemas friendsorfoe,asobstaclesorhelpers.

OneofmostpowerfultechniquesIworkonwithmy clientsistoassistthemtostoptorturingthemselves abouttheirpastfailuresbyunderstandingthatisnot whotheyaretoday.Lettinggoofattachmenttothepast isessentialtoacceptingimpermanence.

Ashumansweoftenuseblameandshamewhenthe situationdoesnotturnoutlikewehope.Byholdingon tohope,weactuallyinvitesuffering.Accepting impermanenceremindsusthatnothinglastsforever.It embraceschangeasaconstant.Weoftenmistakenly investinmultipleaspectsoflifeasiftheyarefixedand certainsuchasourrelationships,jobs,income,and housing.Butacceptingthatallcircumstancesare subjecttochange,bothfrombadtobetterandfrom goodtoworse,helpsusmanagelife'supsanddowns.

Impermanentleadershipallowsfortheimpermanence ofallthings.Impermanentleaderstrustthatthe organizationwillsurviveandthriveaslongasitcanbe ofserviceintheworld.Theyarewillingtoletgowhen theworkoftheorganizationisfinished.Theyare willingtosurrendertheirownagendaswhendoors close.Theylistenforthenewwhentheirplansfizzle. Theyreceivewhatisgivenwithhumilityandgratitude. Impermanence,andfullyembracingit,helpsleadersto realizethatleadershipisfullofsurprise,humility, humor,awe,andsurrender Toembraceimpermanence istostartajourneytowardpositivetransformation.

MelissaGriffiths Ascension,Inc. www.active-ascension.com

MelissaGriffithsfocusesonbottomlineimpact.By workingdirectlywiththeleadersandteamsofgrowing companies,Melissacombinesalmost30yearsofsales experiencewiththelatestresearchinself-development andcreativeintuitiontobringaboutpositiveand measurablechange.MelissafoundedAscensionto educatethenextgenerationofleadersonhowa

balancedandcoherentmind,heart,andemotionscanpositively impactthegrowthofabusiness.Shehasworkedwithsomeof theworld'slargestcompaniestobringaboutlastingchangeand shiftmindsets.MelissaiscertifiedinHeartMath®,Emotional Resolution®,BodyTalk™andPSYCH-K®andbringsthese scientificallyfocusedmodalitiestohercoaching.

Prasanth Edassari

Navigating

HR Leadership

in

the Shipping & Logistics Industry

Whateveryou'regoodat,shareitwithothers.To conveythismessage,PrasanthEdassariuse thephrase“Profitsthroughpeoplepower,”this emphasizesthefundamentalimportanceofeffectivepeople management.PrasanthistheGlobalChiefHuman ResourcesOfficeratHouseofShippingcommunicatesthe valueofinvestinginhumancapitaltoachievesustainable growth.

Tooverlookthiscriticalaspectofbusinessstrategy,weat CIOBusinessWorldconductedaninterviewwithPrasanth toknowmoreabouthischallengesandachievementsover theyears.

Belowarethehighlightsoftheinterview:

Brieflydescribeyourprofessionaljourneyupuntilnow.

AsanMBAgraduateinHRfromOxfordBrookes UniversityintheUK,IbeganmycareerintheUnitedArab Emirates(UAE)withintheInsuranceandMarineoilfield sector,whereIworkedinadministrationandcustomer serviceforapproximatelyfiveyears.Whileworkingin theseroles,Idevelopedastronginterestinpeople managementanditsimpactonorganizationalsuccess.To pursuemypassionforHR,Imadethedecisiontoresign frommypositionandrelocatetotheUKtopursuemyHR qualification.

FollowingthecompletionofmyHRdegree,Iworkedfor severalUK-basedcompanies,includingEHS,E&Y,and Adecco.In2003,IreturnedtotheUAE,whereIbeganmy careerinHRandprogressedthroughtheranksinvarious industries,includingHVAC,manufacturing,electronics, andconsultancy.Currently,IserveastheGlobalChief HumanResourcesOfficeratHouseofShipping,abusiness consultancyandadvisoryservicescompanythatcatersto organizationsintheshippingandlogisticsindustry,whereI helpmanageastaffofover2,000shippingandlogistics professionalsfrom50differentnationalities,with operationsspanning20countriesandofficesonevery continent.

Whatchallengesdidyoufacealongtheway?

AsaseniorHRleader,Ihaveencounterednumerous challengesovertheyears,includingtheeconomic fluctuationsthatarebeyondourcontrol,aswellasthe unprecedentedimpactoftheCovid-19pandemic.However, myprimarychallengehasbeentopersuadeother stakeholdersofthecrucialrolethatpeopleplayindriving businesssuccess.Toconveythismessage,Ioftenusethe phrase"PROFITSTHROUGHPEOPLEPOWER,"which emphasizesthefundamentalimportanceofeffectivepeople management.

Despiteholdinghigh-levelpositions,somesenior stakeholdersmayoverlookthiscriticalaspectofbusiness strategy Assuch,itisessentialtocontinuallyeducateand communicatethevalueofinvestinginhumancapitalto achievesustainablegrowthandlong-termsuccess.

Whatsignificantimpacthaveyoubroughttoyour industry?

Shipping&logisticsindustryhasalwaysbeenknowntobe a24/7industryaswhilewesleepthereareshipssailing acrossoceansandthechallengeisouremployeesalways needtobeoncallwhetherit'saweekendorapublic holidayandevenwhentheyareonholidays. AsanHR professionalwetrytobringinasmuchofafriendlyculture intheorganisationandmoreflexibilitywhenitcomesto work,includingworkfromhomeandhybridworking policies,extendedholidays,employeewellness initiatives/allowances,topclassmedicalinsuranceetc. We makesureweworkhardandplayhardtoo.

Tellusaboutyourcompanyanditsfoundationpillar.

HouseofShippingisaleadingproviderofbusiness

consultancyandadvisoryservicestoclientsintheshipping andlogisticsindustry.Ourconsultancyservicescovera widerangeofareas,includingLegalServices,Human Resources,FinanceandTax,IT,Strategy,andMarketing. Whetheraclientislookingtoestablishapresenceinthe shipping,maritime,andlogisticssectororlookingto expandtheirexistingoperations,ourteamofconsultantsis availabletoprovidecustomizedsolutionstailoredtomeet theirspecificneeds.

Inadditiontoourcoreconsultancyservices,wealsooffera rangeofvalue-addedservicesthataredesignedtohelpour clientsmaximizetheirsuccess.Fromongoingsupportand trainingtoinnovativetechnologiesandtools,weare committedtoprovidingourclientswitheverythingthey needtoachievetheirgoals.AlsoHouseofShippingGreat placetoworkin2023.

Howdoesyourcompanypromoteworkforceflexibility, andwhatisyourroleinit?

AsaseniorHRleader,werecognizedtheneedforour industrytoremainproductiveevenamidstthechallenges posedbytheCovid-19pandemic,whichincludedworking remotely-aparticularlydifficultfeatinourindustry.To addressthis,weimplementedpoliciessuchashybridand remoteworkingtoenableouremployeestoadapttothis newscenariowhilestillmaintainingtheirproductivity levels.

Weunderstandtheimportanceofprovidingouremployees withtheflexibilityandsupporttheyneedtonavigatethese unprecedentedtimes.Ourapproachhasbeentostrikea balancebetweenensuringbusinesscontinuityand safeguardingthehealthandwell-beingofouremployees. Webelievethatbyinvestinginouremployees'welfareand embracingnewwaysofworking,wecanemergestronger fromthiscrisis.

Whatisyourtakeontechnology'simportance,andhow areyouleveragingit?

AsaseniorHRleader,Ifirmlybelievethattechnology playsacriticalroleinmanagingpeopleeffectivelyacross allHRfunctions,fromrecruitmentandemployeerelations toperformancemanagementandtalentdevelopment.By leveragingtechnology,wegainvaluableanalyticalinsights thathelpusmakeinformeddecisionsanddrivepositive outcomesforouremployeesandtheorganizationasa whole.

TosupportourHRinitiatives,wehaveimplemented comprehensiveHRsoftwareasoneofmainplatforms, whichhasproventobeavaluabletoolinstreamliningour HRprocessesandimprovingefficiency Additionally,we haveadoptedUdemyasourlearningplatformtocultivatea cultureofcontinuouslearninganddevelopmentwithinour organization.

Toattracttoptalent,weutilizeLinkedInextensively, leveragingitsvastnetworktoconnectwithpotential candidatesandshowcaseourbrandasanemployerof choice.Furthermore,weinvesttimeinmarketingour employerbrandacrossvarioussocialmediaplatforms, recognizingtheimportanceofbuildingastrongonline presencetoattractandretaintalentintoday'sdigitalage.

Whatwillbethenextsignificantchangeinyour industry,andhowareyoupreparingforit?

AsaseniorHRleader,Ibelievethatourindustryispoised forsignificantchangeinthenearfuture,particularlyin areassuchasenvironmentalsustainabilityanddigitization. Fromashippingperspective,theadoptionof environmentallyfriendlyfuelsanddigitalfreight forwardingwilllikelybekeydriversofinnovationand growth.

Toprepareforthesechanges,wehavealreadybegun implementingtechnologyandlearningprogramstosupport ourHRinitiatives.Werecognizetheimportanceofbeing proactiveinaddressingtheseemergingtrendsandadapting tonewwaysofworking.Byembracingdigital

transformation,weaimtodriveefficienciesandimprove ourabilitytodelivervaluetoouremployeesandcustomers alike.

Whatareyourgoalsintheupcomingfuture?

Myvisionistobeknownasthemostworkfriendly shipping&logisticsorganisationandourmostrecent employeeengagementsurveybyCultureAmpindicated thisapproachwithascoreof85%engagement,whichwas 5%higherthanthetop25globalshipping&logistics companiesandwewillstrivetobebetteronthisjourney

Whatadvicewouldyouliketogivethenextgeneration ofaspiringbusinessleaders?

AsaseniorHRleader,Icannotoveremphasizethe significanceofpeoplemanagement,empathy,and emotionalintelligenceindrivingbusinessgrowthand achievinglong-termsuccess.Istronglyadviseleadersto prioritizethesecriticalelements,evenastheystriveto increaserevenuesandprofits.

Leaderswhoprioritizetheiremployees'well-beingand professionaldevelopmentaremorelikelytocreatea workforcethatispassionate,engaged,andcommittedto deliveringexceptionalcustomerexperiences.Bytaking careofyourpeople,youcreateaculturethatfostersloyalty, collaboration,andinnovation,whichinturndrivesbusiness success.Inshort,investinginyouremployeesisinvesting inthefutureofyourorganization.

Unlocking Potential: Employee Learning and Development in the Digital

elopment Digital Era

Intoday'srapidlyevolvingdigitallandscape,the traditionalapproachtoemployeelearningand developmentisundergoingaprofoundtransformation. Withadvancementsintechnologyandshiftingworkplace dynamics,organizationsarerecognizingthecritical importanceofinvestingincontinuouslearningtostay competitiveandadapttochange.

Gonearethedaysofstatictrainingprogramsandone-sizefits-allapproaches.Inthedigitalera,learningand developmentinitiativesarebecomingmorepersonalized, flexible,andaccessiblethaneverbefore.Here'show organizationsareleveragingdigitaltoolsandstrategiesto fosteremployeegrowthanddevelopment:

1.On-DemandLearningPlatforms: Withtheriseof digitallearningplatformsandonlinecourses,employees havetheflexibilitytoaccesslearningresourcesanytime, anywhere.Whetherit'sthroughinteractivemodules,video tutorials,orvirtualclassrooms,employeescantailortheir learningexperiencetofittheirscheduleandlearningstyle.

2.Microlearning: Short,bite-sizedlearningmodulesare gainingpopularityastheyallowemployeestoconsume informationinsmallincrements,makingiteasiertodigest andretain.Microlearningcanbedeliveredthroughmobile

apps,podcasts,orevensocialmediaplatforms,enabling employeestolearnonthegoandintegratelearninginto theirdailyroutines.

3.PersonalizedLearningPaths: Leveragingdata analyticsandartificialintelligence,organizationscan analyzeemployeeperformance,skillsgaps,andlearning preferencestocreatepersonalizedlearningpaths.By recommendingrelevantcoursesandresourcestailoredto eachemployee'sneedsandcareeraspirations,organizations candriveengagementandmotivation.

4.VirtualReality(VR)andAugmentedReality(AR): ImmersivetechnologieslikeVRandARarerevolutionizing employeetrainingbyprovidingrealisticsimulationsand hands-onexperiences.Fromvirtualsimulationsofreal-life scenariostointeractivetrainingmodules,VRandARare enhancingemployeelearningoutcomesandimprovingskill acquisition.

5.CollaborativeLearningCommunities: Sociallearning platformsandonlineforumsenableemployeesto collaborate,shareknowledge,andlearnfromeachother.By fosteringacultureofcontinuouslearningandknowledge sharing,organizationscantapintothecollective intelligenceoftheirworkforceanddriveinnovation.

6.ContinuousFeedbackandAssessment: Real-time feedbackmechanismsandassessmentsallowemployeesto tracktheirprogress,identifyareasforimprovement,and receiveongoingsupportandguidance.Byprovidingtimely feedbackandrecognition,organizationscanreinforce learningoutcomesandmotivateemployeestoachievetheir goals.

7.LeadershipDevelopment: Inadditiontotechnical skillstraining,organizationsareinvestinginleadership developmentprogramstocultivatethenextgenerationof leaders.Throughmentorship,coaching,andexperiential learningopportunities,employeescandevelopessential leadershipcompetenciesanddriveorganizationalgrowth. Inconclusion,employeelearninganddevelopmentinthe digitaleraisnotjustanecessitybutastrategicimperative fororganizationslookingtothriveintoday'sfast-paced businessenvironment.Byembracingdigitaltoolsand innovativelearningstrategies,organizationscanempower theiremployeestounlocktheirfullpotential,drive performance,andfuelorganizationalsuccess.