H i r e Train

Editors Note

Exploring the Remarkable Attributes

he field of Human Resources (HR) has evolved significantly T over the years, and with that evolution, the role of HR leaders has become increasingly critical to organizational success. Influential HR leaders are strategic thinkers who can align HR initiatives with the overall business strategy. They understand the big picture and can identify ways to leverage HR to drive business outcomes.

Effective communication is a critical skill for HR leaders. They must be able to communicate with all levels of the organization, including senior leaders, managers, and employees. The most influential HR leaders are adaptable and can quickly respond to changes in the business environment. They are flexible in their approach and are willing to adjust their strategies as needed. Data is becoming increasingly important in HR, and influential HR leaders understand the value of data-driven decision-making.

They use data to inform their strategies and initiatives and can effectively communicate the insights derived from data to stakeholders. HR leaders must be collaborative and able to work across different departments and teams. They must be able to build relationships and partnerships to drive HR initiatives. Influential HR leaders are innovative and continuously seek out new ways to improve HR processes and practices. They are not afraid to take risks and experiment with new ideas.

Finally, the most influential HR leaders are empathetic and can connect with employees on a personal level. They understand the importance of employee well-being and are committed to creating a positive workplace culture.

Moreover, the most influential HR leaders possess a unique combination of strategic thinking, strong communication skills, adaptability, data-driven decision-making, collaboration, innovation, and empathy. These qualities enable them to be effective in their roles and drive business outcomes.

Mapping the journey of such exemplary leaders in the HR niche of the dynamic business arena, CIOLook spotlights "The 10 Most Influential Women Leaders in HR, 2023."

Flip through the pages and indulge in the novelties that these adept leaders are empowering in the dynamic business arena.

Pooja M Bansal Editor-in-Chief

CONTENT

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April, 2023

Featured Person

Brief Company Name

David Meltzar Enterprises dmeltzar.com

KIMS Healthcare Management Ltd. kimshealth.org Union Trading Company utc.com.kw

Dania is a strategic HR professional with solid business acumen and experience managing a broad spectrum of people practices.

Hasna brings success, prosperity and durability around common values with shared goals and company objectives.

Jana is an accomplished HR Director with 19 years of diversified experience across all HR functions and within various industries and environments.

Colliers colliers.com

Lydia is a self driven senior HR professional with strength in both strategic and operational HR and a passion for maximising the potential and performance of any organisation's most valuable asset - its people.

Preethy is a seasoned HR leader with over 20 years of international experience impacting positive organizational outcomes. Volaris Group volarisgroup.com

René Markgraaff Human Resource Manager

OKE South Africa Pvt Ltd oke-group.com

René is an expert in providing leadership and management to the OKE Management Team.

RB College of the United Kingdom rb-college.co.uk

Sahar is an HR professional with over 10 years' experience mostly working in HR and training.

Sherine

ABB global.abb

Macro Group Pharmaceuticals macro-egy.com

The Timken Company timken.com

Sheena leads globally a highly-talented team of experienced professionals who partner with leaders to achieve greater people development engagement and retention resulting in high impact business results.

Sherine is an experienced training instructor with a demonstrated history of working in the hospitality industry.

Tanya is self-motivated, professional and hands-on HR Manager with management experience in all aspects of personnel work in the manufacturing industry for Africa and Middle East for a Global company.

LLarge Multinational Business organisations are powered by the important elements of People, Technology, Strategies, Quality, Service and Infrastructure. The workforce contributes to the dayto-day functioning of various departments, identifies opportunities, safeguards from threats, and contributes to growth. Leaders who identified and understood the importance of the people in the business have adopted unique strategies and people-centric policies, which has led to the acceleration in the productivity and optimisation of the resources.

Equipped with amazing people-management skills with an understanding of the concerns, Sheena Minhas, Global VP of HR and Talent Management in ABB , has been an inspiring change maker for people and culture. She has been a role model, a vibrant professional in guiding and motivating the employees with the purpose and vision of the organisation. Sheena has aµmcquired the rare skills of emotional intelligence, agility, adaptability, communicating effectively and impactful leadership style inspiring teams in delivering their best.

Sheena Minhas is a military-trained Air force officer turned HR professional. She has 2 decades of progressive expertise in different fields, passionate about influencing and impacting business and leaders, driving professional excellence of experience in diverse sectors and geographies. A strategic thinker with a successful track record of taking on some of the most challenging assignments and removing the barriers to execution.

In an engaging rendezvous with the CioLook, Sheena unfolded her professional journey, her early inspirations, how she developed her career in the human resource domain, and the challenges faced and countered. She elaborated further on the technological impact on today’s business, her advice to young professionals, and her vision for the future.

Below are the excerpts of the same.

Sheena, please tell us about the saga of your reputed business since its inception.

I have worked with US Multinational Company Honeywell and for last 10 plus years associated with ABB Ltd as the Global VP of HR and Talent Management. ABB is a Swedish multinational organisation offering advanced solutions in several streams of electrification, process automation, motion, robotics, and Discrete automation. A global technology leader, ABB has a modern business environment of more than 130 years of engineering excellence, with its 105,000 employees committed to driving innovations that accelerate industrial transformation. I have been entrusted with the role of developing human resource strategies and improving the culture and enhancing employee relations.

I am currently transitioning into ST Microelectronics as Head of Global Talent COE and Group HR, HRS. ST Microelectronics is a global semiconductor company headquartered in Geneva, with French-Italian origin. STM build products,solutions and ecosystems that enable smarter mobility, more efficient power and energy management and wide scale deployment of Internet of Things and connectivity technologies

What was your inspiration behind venturing into the business arena?

From begining, I always wanted to get involved in areas which create a huge impact, be it joining the Air defence as Fighter Controller , later moving into corporate roles which have large impact in people, processes and transforming businesses and culture of the organization. I was influenced by the strong principles and ideologies of the defence forces which focuses on a Mission (Purpose) and takes People along to make the impact while being Agile, Adaptive and Leading in ambiguous situations. With these principles in mind, I entered the industry for making the required difference from the people’s perspective. I believe that nothing is more important than leading by serving mindset, when people are emotionally invested they contribute the maximum and can do wonders for the organization and society as well. This was my primary inspiration for entering the countrydomain of human resources.

What initial challenges did you have to surmount to ensure your business’s success rate reached greater heights?

With Airforce background coming to corporate itself was a huge shift, where I faced the initial challenges of driving any change, be it related to technology, process or policy.However eagerness to embrace the counterintuitive has been a key differentiator to make a positive impact in every endeavour. A solid learning from controlling Fighter Planes in Airforce, I could lead and manage complex crisis situations with calmness and decisiveness. I could see the benefit in making the alignment with the long-term strategy and making progressive steps leveraging all communication channels and engaging people to lead change driving transformations across the organisation.

The second aspect was in bringing about an impactful leadership with a collaborative approach in getting things done. I strongly believe that people want to part of high performing organisation and want to make a difference, same time also be rewarded appropriately. I have worked along in creating engagement strategies and executed them to build accountability and same time differentiate based on performance. Communication of organisation purpose and alignment is very crucial , We continuously strive to break barriers and build trust to enhance the growth of the organisation and its people. Creating ownership and accountability for people processes has helped build that culture of Inclusion

What professional values and qualities do you think your clients value most in you ?

Well, that’s a tricky question. (Sheena smiled) I have lived life in the Air force with the qualities deeply imbibed in my character. I am calm, structured and decisive under pressure. My approach is of being curious and committed to the principles of the organisation. People trust me because of I bring to the table an ability to prioritise, making complex topics simple and having credibility of delivering what is committed on time.

Over last few years I have worked on myself on being more resilient and authentic, strongly believe that personal transformation is inter-related to organisational transformation

What are the USPs that highlight your brand/company’s uniqueness in the industry you are catering to?

Global footprints in more than 100 countries, Customer centricity ,Skilled workforce, best in class technology & products. The company’s philosophy highlights the best service that enables organisations in excellent performance and productivity. As a Human Resource function leader I prefer to walk the talk and share the vision and values of the organisation. to all our employees, associations, customers, and all of the industry at large.

As an experienced professional, what would you like to advise the budding aspirants willing to enter the business world?

The HR career can be a fulfilling and exciting experience; advice is to strongly align & exhibit these traits of

Emotional Intelligence – The role demands to be a conduit between the expectations of the employer and the employee experience. Having ‘HR’ in your job title does not mean that it is an inherent strength to have emotional intelligence and compassion; this needs powerful listening skills; hearing what is really being said and ensuring that employees feel heard and valued should not be underestimated.

Self-discipline – As a functional expert demonstrate ownership, tenacity, and accountability with a high ‘Say-Do’ Ratio

Courage to call out the courage to stand up and say what others are not willing to and the same time challenge the old hierarchical ways to bring more Agility in the people processes.

I am passionate about people and culture topics and lead transformation across large global organizations. Currently transitioning from ABB to ST ST Microelectronics as Head of Global Talent COE and Group HR, HRS. I am always keen to be in roles with high impact and challenge, believe that “Impactful leaders are those who make others better in their presence so that their impact lasts longer even in their absence.”

How do you envision your company’s operations with the emerging technologies and automated tools that are revolutionizing the business world by enabling innovations?

Emerging technologies are used extensively to improve resiliency,scale on demand and implement solutions rapidly.What makes us different is to have this in Alignment with business objectives with Stakeholders inputs and out side in perspective always. To enable a culture where Innovation flourishes its important to reward courage and curiosity ,hense Failing fast but failing cheap is an important aspect. I believe to advance further we need to focus more on personalized experience with culture of accountablity and empowerment.

How HR Leaders are Enabling Advancements in the Organizations? Enabling Advancements in the Organizations? How HR Leaders are

Human Resources (HR) leaders play a critical role in organizations, not only in managing personnel but also in driving advancements and fostering a culture of growth and innovation. In today's dynamic business landscape, HR leaders are taking on strategic responsibilities and actively enabling advancements within their organizations. This article explores the ways in which HR leaders contribute to organizational advancements and highlights their role in shaping the future of work.

Strategic Workforce Planning:

HR leaders are at the forefront of strategic workforce planning, ensuring that organizations have the right talent in place to drive advancements. By analyzing business goals, identifying skills gaps, and forecasting future needs, HR leaders can develop comprehensive workforce strategies. They work closely with business leaders to align talent acquisition, development, and retention strategies with organizational objectives. Strategic workforce planning enables organizations to stay agile, adapt to market changes, and effectively leverage talent for growth and innovation.

Cultivating a Learning Culture:

HR leaders foster a learning culture within organizations by emphasizing continuous development and providing learning opportunities for employees. They design and implement training programs, mentorship initiatives, and knowledge-sharing platforms to enhance employees' skills and capabilities. By encouraging a growth mindset and promoting a culture of continuous learning, HR leaders enable employees to acquire new skills, adapt to emerging technologies, and drive advancements within their respective roles.

Talent Acquisition and Retention:

HR leaders play a crucial role in attracting and retaining top talent, which is essential for organizational advancements. They develop comprehensive recruitment strategies, leveraging various channels to attract diverse and qualified candidates. HR leaders also focus on employer branding, ensuring that the organization's values and culture resonate with potential candidates. Moreover, they implement employee engagement initiatives, career development programs, and performance management systems to enhance retention rates and create an environment conducive to innovation and growth.

Change Management and Organizational Agility:

HR leaders are instrumental in managing organizational change and fostering agility. In the face of technological advancements and evolving business landscapes, HR leaders help organizations adapt by implementing change management strategies. They communicate effectively with employees, address concerns, and facilitate smooth transitions during periods of change. HR leaders also focus on developing an agile workforce that can quickly respond to market disruptions and embrace new opportunities.

Employee Well-being and Work-Life Balance:

HR leaders recognize the importance of employee wellbeing and work-life balance in driving organizational advancements. They implement initiatives to support employees' physical, mental, and emotional well-being. This includes offering flexible work arrangements, promoting work-life balance, and providing resources for stress management and mental health support. By prioritizing employee well-being, HR leaders create a positive and productive work environment, leading to higher engagement and better performance.

Diversity, Equity, and Inclusion (DEI):

HR leaders champion diversity, equity, and inclusion within organizations, recognizing that diverse perspectives drive innovation and advancements. They implement strategies to foster an inclusive culture, ensuring that employees from all backgrounds feel valued and respected. HR leaders actively promote diversity in hiring practices, create opportunities for underrepresented groups, and implement training programs to raise awareness and address unconscious biases. By embracing DEI, organizations can tap into a broader talent pool and benefit from diverse perspectives that drive advancements and fuel innovation.

Performance Management and Goal Alignment:

HR leaders play a vital role in implementing effective performance management systems and aligning individual goals with organizational objectives. They establish performance metrics, provide regular feedback, and facilitate goal-setting processes that drive employee engagement and productivity. By ensuring that employees' efforts are directed towards strategic priorities, HR leaders contribute to advancements by maximizing individual and team performance.

Leadership Development and Succession Planning:

HR leaders focus on developing leadership capabilities and implementing succession planning initiatives. They identify high-potential employees, provide leadership development opportunities, and cultivate a pipeline of future leaders within the organization. By nurturing a strong leadership bench, HR leaders enable smooth transitions during periods of change and ensure a sustainable talent pool for continued advancements.

Technology Adoption and Digital Transformation:

HR leaders embrace technology and drive digital transformation within the HR function and across the organization. They leverage HR technology platforms, such as human capital management systems and analytics tools, to streamline processes, improve datadriven decision-making, and enhance employee experiences. By embracing digital advancements, HR leaders enable greater efficiency, data-driven insights, and the automation of routine tasks, allowing employees to focus on strategic initiatives and driving advancements.

HR leaders are instrumental in enabling advancements within organizations by driving strategic workforce planning, cultivating a learning culture, attracting and retaining top talent, managing change, prioritizing employee well-being, promoting diversity and inclusion, and leveraging technology.

Through their efforts, HR leaders create an environment that empowers employees, fosters collaboration, and embraces continuous improvement. By recognizing the critical role of HR leaders and investing in their development, organizations can unlock the full potential of their workforce and achieve sustainable advancements in today's rapidly evolving business landscape.