Solena
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SolenaBanks BusinessDevelopment DirectorMiddleEast ADP
“The function of leadership is to produce more leaders, not more followers.”
Note Editor's
TheroleofHRtechnologyhasnever
beenmorecrucialthanitistoday, revolutionizingthewayorganizations attract,retain,anddeveloptalent.Atthe forefrontofthistransformationarevisionary womenleadersintheMiddleEast,leveraging technologytoredefinehumanresources,foster inclusiveworkplaces,anddrivebusiness success.
Aswestepinto2025,thesetrailblazingHR techleadersarenotjustkeepingpacewith digitaltransformation—theyareshapingits veryfoundation.FromAI-driventalent acquisitiontopredictiveanalyticsfor workforceplanning,theyareharnessing cutting-edgeinnovationstooptimizeHR strategies.Theirleadershipisnotonly enhancingoperationalefficiencybutalso creatingworkplacesthatprioritizeemployee well-being,diversity,andengagement.
Theseinfluentialwomenarebridgingthegap betweentechnologyandhumanpotential, provingthatHRisnolongerjustabout
The Digital Architects of HR Leading with Innova on -MichaelWayne
managingpeoplebutaboutenablingthemto thriveinarapidlyevolvingdigitalworld. Theirimpactextendsbeyondtheir organizations,astheysetnewbenchmarksfor leadership,mentorship,andtheadoptionof emergingtechnologiesinHR.
Throughthisedition,WomenWorld MagazinecelebratestheMiddleEast’sMost InfluentialWomenHRTechLeadersto Watchin2025—leaderswhoarereimagining theworkforceofthefuture.Theirdedication todrivingchange,embracingdigital transformation,andfosteringapeople-first culturemakesthemtruepioneersintheirfield.
Aswespotlighttheirjourneys,insights,and innovativecontributions,werecognizetheir roleinshapingthefutureofworkinthe MiddleEastandbeyond.Theirinfluenceisa testamenttothepoweroftechnology, leadership,andacommitmenttocreating meaningfulworkplaceexperiencesfor generationstocome.
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January, 2025
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Anna
With
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Solena
Banks
Blending Technology with Human Resources
Solena’s ability to adapt and excel, even after steering a complete career change from aviation to HR solutions, speaks to her perseverance and adaptability.
SolenaBanks
BusinessDevelopment
DirectorMiddleEast
ADP
Vision-Driven Leadership!
The human resources sector is growing through the adoption of digital transformation, reshaping how companies manage talent, payroll, and employee engagement. Cloud-based human capital management (HCM) solutions are streamlining traditional HR tasks, from recruitment to payroll processing, enabling more efficient workflows. This shift is also driving organizations to integrate analytics and automation in HR processes, creating a more strategic role for HR departments. The focus is no longer just on administrative tasks but on enhancing employee experiences and optimizing workforce management. As businesses across various industries embrace these technological advancements, they are redefining the future of HR practices.
Solena Banks, as the Business Development Director for the Middle East, stands out for her resilient leadership, forged through a diverse career journey Her ability to adapt and excel, even after steering a complete career change from aviation to HR solutions, speaks to her perseverance and adaptability. Known for her transparent communication and relationshipdriven approach. Her enthusiasm for every project she undertakes is evident in the passion she brings to her role, shaping the industry’s future through her forwardthinking mindset.
At ADP, a global leader in human capital management (HCM) solutions, Solena is responsible for the company’s expansion into the Gulf region. With over 75 years of experience, ADP is committed to driving innovation in human capital management. ADP is a comprehensive global provider of cloud-based human capital management (HCM) solutions that unite HR, payroll, talent, time, tax, and benefits administration. ADP is also a leader in business outsourcing services, analytics, and compliance expertise. As ADP expands its presence in the Middle East, it continues to lead the market in providing comprehensive solutions that meet the evolving needs of businesses in this spreading region. Through this expansion, ADP remains dedicated to improving employee experiences and operational efficiency for organizations globally
Let’s explore Solena’s journey from Aviation to HR solutions:
What inspired you to pursue a career in HR digital transformation and global payroll solutions?
First of all, I would like to say thank you for your interest in my profile. In fact, at first, I was thinking, why me? That was my initial reaction.
I’ll try to be as honest and transparent as I can, and I hope that my experience might inspire others.
So I actually come from a career background in the Aviation industry, managing a very large global portfolio, so a completely different industry. So, as Covid hit and the airline industry basically shut down overnight, I, like millions of others, found myself unemployed. It really hit me hard at this stage of my career, where I had reached a certain level and was comfortable in the company at an age where you are satisfied with the achievement as you spend 20 + years of your life trying to reach it. I thought I had lost all purpose in life. I was at an age where I’d my kids were grown up, and I’d built myself a career. What I’ve found through this experience is that skills, talent, ambition, drive, and determination are all transferable. Whilst industry knowledge is important, without the drive and ambition, you won’t be successful in whichever industry you’re in.
I am a people person, and through my previous roles, I have a large network of contacts in the Middle East, and
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Known
for her transparent communication and relationship-driven approach, Solena motivates her team by building a shared vision.
it was this network that helped me rebound. As I started to think about what was next, I decided to look at Tech and Services as the best option; I’ve always worked for large multi-national enterprises, so when approached by ADP to lead their expansion into the Middle East, it really resonated with me. I liked the idea of building a new business with the backing of a large Fortune 500 company. ADP's ethos is very entrepreneurial, their offering was very attractive, and they are the market leader in their space. So, for a middle-aged woman obsessed with traveling the world in the Airline industry, this new chapter in my life was going to be a challenge I couldn’t refuse. So with an appetite to grow in this part of the world. The challenge was significant but probably the most enriching opportunity I have ever had in my life. So, I made the choice to join ADP, and the journey has been enriching and inspiring.
As Business Development Director for the Middle East at ADP, what are your primary responsibilities, and how do they contribute to the company’s success?
My role in the company is to identify growth opportunities for ADP in the Gulf region. This involves market research (analyzing market trends, customer needs, and competitive landscape), as well as networking (building relationships with clients, partners, and stakeholders to create new business opportunities). What is important in my role is also the feedback that I provide to the ADP leadership team regarding product offerings and product development. In addition to this, a strong collaboration Is needed in the market between various contacts and stakeholders in order to progress on building partnerships with corporations and ensure successful implementations, which will lead to future testimonials and success stories.
ADP is a people company. We design for people. It is a Fortune 500 company headquartered in the USA. Proud to celebrate 75 years at the forefront of payroll and HR innovation. Again, at ADP, the focus is on people. It is also my way of working. For those who are interested in knowing more about ADP, I invite you to check the following link. www.adp.com
How would you describe your leadership style, and how do you inspire people?
My leadership style is based on my energy, my passion, leading from the front, and focusing on relationships. I try to motivate by creating a vision for the future that
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Solena’s enthusiasm for every project she undertakes is evident in the passion she brings to her role, shaping the industry’s future through her forward-thinking mindset.
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everyone can buy into. At the same time, I try to be as transparent as possible, and communication is key. It’s like a marriage, really. I smile when I say that, but communication is key to success. I do believe it is also a question of personality; I always enjoy whatever I do, and this comes very naturally, so I guess in that respect, I feel lucky
With your experience and responsibilities, how do you maintain a healthy work-life balance?
I’d say, despite the busy life that everyone has, I try and maintain a healthy work life balance as much as I can. Especially as I get older, I tend to tell myself that it’s time to stop and close my laptop. I try to focus on other passions outside of work, which brings a balance that keeps my mind focused. But like everyone else, there are times when you must put in long hours, where time doesn’t matter, and that has never stopped me. I believe in hard work.
How do you keep yourself informed about the latest trends and developments in HR digital transformation and payroll solutions?
I have registered myself to platforms that offer a wide range of information, especially online. I also attend regular events, which gives me an insight into what is happening in the market. I am also often listening to speakers in the market who have not only certain views but also experiences. I am linked to local organizations, and all of these sources of information provide me with the latest trends and developments. But a lot of what I learn is also from and through people. You learn from their experiences, their success stories, and their vision for the future. I find this inspiring. Most importantly, ADP is incredibly professional at providing the most upto-date research & surveys, which helps us understand future HR and Payroll trends across the globe; wherever possible, I do my best to share this information whenever speaking at conferences and events.
How do your personal interests, such as singing, contribute to your overall well-being and professional success?
That is a question that I was not expecting. I never really mix my personal life with my business life. I’ve always been like that, not sure if it’s a good thing or a bad thing but I like to keep things separate. I guess the
readers will now know what contributes to my overall well-being and professional success. Outside of ADP work life, I spend my time acting and performing. I am part of a drama group, but my first passion is singing. Over the past three years, I’ve had a lot of speaking events so having a background in performing onstage has really helped with my presentation and public speaking.
How has your experience across various industries and regions (UAE, UK, and France) shaped your approach to business development at ADP?
Having lived in a number of different countries and worked in different industries have all contributed to widening my horizons. Living in the Middle East for the past 15 years has also opened my eyes to a lot of various aspects of the culture and how we do business. It is a very enriching experience that brings dynamism and a different set of eyes on the way of working but also understanding people in order to build stronger relationships.
What advice would you give to young professionals aspiring to make a significant impact in the fields of HR and payroll solutions?
It’s not so much about a particular industry but rather about widening your horizons, challenging yourself and continuing to learn and develop. Everything is changing so fast with technology, but to be successful, you need human skills.
What are your future aspirations for ADP in the Middle East and your role within the company, and how do you plan to achieve them?
The Middle East is a focus for expansion at ADP, and I want to ensure that the path we’ve taken continues to grow ADP’s reputation in the market and eventually lead a team. I’m actively engaged in the HR community in the Middle East and am focused on building brand awareness, which will not only contribute to the organization but also allow me to grow professionally All of this aims to create lasting relationships as the GCC continues to grow
The Human Side of HR Technology
InthechangedscenarioofHumanResources,withthe
inclusionoftechnology,traditionalproceduresare beingstreamlinedandmademoreefficient.However, inthiseraofrevolutionintheuseoftechnology,thehuman aspectofHRoperationsmustnotbeforgotten.
This article will look at the balance between technology exploitation and human relationships, thus promoting a work culture that appreciates employee experience and well-being.
TheEvolutionofHRTechnology
Moderntechnologyhasrevolutionizedthemannerthrough whichorganizationsdirecttheirlabormanagement activities.Theperformancemanagementcyclenowutilizes standardtoolsincludingapplicanttrackingsystemstogether withemployeeengagementsoftwareandlearning managementsystemsfromhiringtoemployeeretirement. ThroughtechnologicaltoolsHRprofessionalscanbase decisionsondatawhileachievingautomationofrepetitive workandmaximizingoperationalperformance. Ontheotherhand,whenorganizationstakeadvantageof suchadvances,itposesachallengebecausethecentral reasonforhavinganHRsystemwillbeforgotten-tosupport anddeveloppeople.Technologyshouldinsteadfacilitate humaninteractions.
RediscoveringtheHumanElement
Itis,atitscore,allaboutpeople:understandingtheirneeds, aspirations,andchallenges.Thewayorganizationsdepend ontoolssuchasZoomandTeamstocommunicatedigitally makesthingsimpersonal,asthereisnotmuchhumantouch toit.Thisleavesemployeesfeelingthattheyarenumbersin asystemratherthanbeingvaluedindividuals.
Tonegatethistrend,meaningfulconversationsmustbeHR professionals'priorities.Itisthroughdiscussingtheir experiences,worries,andgoalsthatworkersshouldbe engagedwithtofeelthesenseofbelongingandconnection. Theyareboundtobemoresatisfied,achievehigher engagementlevels,andhaveimprovedretentionrates.
ActiveListening:AnEssentialSkill
ActivelisteningisacriticalHRskill.Thisincludesfull attentiontowhattheemployeesaretryingtosay, comprehensionofthemessage,andathoughtfulresponse. Byactivelylistening,theHRcanfostertrustanddevelop anenvironmentinwhichemployeesarenotafraidtovoice theirideasandconcerns.
Incorporationoffeedbackmechanisms,suchasregular check-insoranonymoussurveys,canbehelpfulingetting thepulseofemployees.SuchdatacaninformHRstrategies andinitiativesaimedatimprovingworkplacecultureand addressingpotentialissuesbeforetheyescalate.
EnhancingEmployeeWell-Being
HandlingthehumansideofHRinvolvesemployeewellbeing.Thiswouldincludeprogramsmeanttosupport mentalhealth,work-lifebalance,andtheopportunityfor growthforemployees.Forexample,accesstocounseling servicesorwellnessprogramswouldgreatlyaffectthe overallsatisfactionandproductivityofemployees.
Besidesthat,technologycanplayasupportiveroleinsuch initiatives.Forinstance,moodengagementtoolsmayassist HRtotrackthesentimentsofemployeesinreal-timesothat timelyinterventionsaremadewherenecessary.Itwould meanproactiveapproachestowardaddressingstressor burnoutissuesforanorganizationandshowingconcernfor itsemployees'well-being.
RedefiningSuccessMetrics
AsHRevolvesfromatransactionaltoatransformational function,itisnecessarytoredefinesuccessmetricsbeyond traditionalmeasuresliketurnoverratesorhiringtimes. Focusingonemployeeexperiencemetrics—suchas satisfactionlevels,engagementscores,andoverallwellbeing—providesamorecomprehensiveviewof organizationalhealth.
Adoptingaholisticapproachinmeasurementislikelyto helpHRunderstandclearlytheimpactoftheirinitiativeson
businessoutcomes.Beyondimprovingthedecision-making aspect,thisshiftalsobringsasenseofimportanceinto prioritizingthehumanelementwithinorganizational strategies.
TheFuture:ABalancedApproach
Lookingforward,itwilldefinitelyseeastrongerinterlink betweentechnologyandthestronghumanaspectofthe connection.WithfurtherevolutionsofAIandautomation, HRneedstoadoptsuchtechnologiesasaidstofurthering theirworktowardsemployees'comfortandsatisfaction.
Thisbalancedapproachdemandsthatmanagersaretrained continuouslytobecomeambassadorsoftheemployee experience.Thisisachievedbyprovidingleaderswiththe rightskillsandtoolstodevelopstrongconnectionswith theirteams,makingorganizationsthatpromoteefficiency andempathysimultaneously
Conclusion
Inconclusion,itisevidentthattechnologyhasbroughta changetoHRpracticesinapositivedirection.However,the humantouchshouldnotbelostinthemidstofthese necessarychanges.Byfocusingonmeaningful conversations,activelistening,employeewell-being initiatives,andredefiningsuccessmetrics,organizations canensureathrivingworkplacethatattractstoptalentand keepsthem.
Itwillalwaysbetherethattheessenceofanygreat organizationlieswithinitspeople,aswestriveintothisage oftechnology.AdoptingthishumantouchintoHR technologycanbenefitorganizationalperformancebutwill mostofallbuildabetterandfulfillingworkplaceforallof thoseparticipating.
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HR Technology Trends Reshaping Employee Experience in 2025
Asorganizationsembracedigitaltransformation,human
resources(HR)technologyisplayingapivotalrolein shapingemployeeexperience.In2025,businessesare leveragingAI-drivensolutions,automation,andadvanced analyticstocreatemorepersonalized,efficient,andengaging workplaces.TheshiftfromtraditionalHRpracticestotech-driven strategiesisnotjustaboutstreamliningoperationsbutalsoabout fosteringaculturethatenhancesproductivity,satisfaction,and overallwell-being.
Themodernworkforceexpectsseamlessdigitalinteractions, hyper-personalizedcareerdevelopment,andgreaterflexibilityin howtheywork.Withartificialintelligence(AI),machine learning,andcloud-basedplatformsattheforefront,HR technologyisredefininghowcompaniesattract,retain,and engagetalent.FromAI-poweredpersonalizationtoseamless digitalworkflows,thetrendsinHRtechnologyfor2025are settingnewbenchmarksinemployeeexperience.
AI-PoweredPersonalization:TailoringEmployeeJourneys
AIisrevolutionizingHRbyenablinghyper-personalization, ensuringthatemployeesreceivetailoredexperiencesbasedon theirindividualpreferences,roles,andcareeraspirations. Personalizedlearninganddevelopmentprogramsarenow designedusingAI-driveninsights,helpingemployeesupskillin areasthatalignwithboththeirpersonalgrowthandbusiness objectives.AI-poweredcoachingandmentoringplatforms analyzeemployeeperformance,suggestrelevanttraining modules,andmatchprofessionalswithmentorsbasedonshared skillsandcareerpaths.
PerformancemanagementisalsoevolvingwithAI-drivenrealtimefeedbackmechanisms.Insteadofannualperformance reviews,employeesreceivecontinuousinsightsontheirstrengths, improvementareas,andachievements.AI-poweredchatbots furtherenhanceemployeeengagementbyprovidinginstantHR support,answeringqueries,andguidingemployeesthrough benefits,policies,andcompanyprocesses.
SeamlessDigitalWorkflows:EnhancingEfficiencyand Engagement
SeamlessdigitalworkflowsareeliminatingfrictioninHR operations,allowingemployeestofocusonmeaningful workratherthanadministrativetasks.Cloud-basedHR platformsprovideaunifiedsystemwhereeverythingfrom onboardingtopayrollprocessingandperformancetracking isstreamlined.EmployeescanaccessHRservicesthrough self-serviceportals,reducingdependencyonHRteamsfor routinetasks.
Workflowautomationisoptimizingprocessessuchasleave approvals,expensereimbursements,andcompliance documentation,significantlyreducingturnaroundtimes. Digitalemployeerecords,poweredbyblockchain technology,ensuretransparency,security,andeasyaccess toworkhistory,credentials,andachievements.
Collaborationtoolsarealsoevolving,integratingAIpoweredvirtualassistantsthathelpemployeesmanagetheir schedules,automatemeetings,andanalyzeproductivity patterns.SeamlessintegrationofHRtechnologywith communicationplatformsenhancescross-team collaboration,ensuringemployeesfeelconnectedand engaged,eveninremoteorhybridworksettings.
TheRiseofPredictiveAnalyticsinEmployeeRetention
In2025,predictiveanalyticsisplayingacrucialrolein employeeretentionandworkforceplanning.HRteamsare usingdata-driveninsightstoanticipateworkforcetrends, identifypotentialattritionrisks,anddevelopproactive engagementstrategies.AI-drivensentimentanalysistools monitoremployeefeedbackfromsurveys,emails,and collaborationplatforms,offeringreal-timeinsightsinto workplacemoraleandsatisfaction.
AdvancedanalyticsalsoenableHRleaderstopersonalize retentionstrategiesbyunderstandingindividualemployee motivations,workpreferences,andcareerambitions. OrganizationsarenowleveragingAItopredicthighpotentialemployeeswhomaybeatriskofleaving, allowingHRteamstointervenewithpersonalizedcareer growthopportunities,mentorshipprograms,andflexible workarrangements.
ImmersiveTechnologiesforEmployeeTrainingand Development
Virtualreality(VR)andaugmentedreality(AR)are transformingemployeetraininganddevelopmentby providingimmersivelearningexperiences.Organizations areusingVR-basedsimulationsforleadershiptraining, crisismanagementexercises,andtechnicalskill
development.Theseinteractiveenvironmentsenable employeestolearnbydoing,improvingretentionratesand knowledgeapplicationinreal-worldscenarios.
AR-poweredonboardingexperiencesarealsobecoming mainstream,allowingnewhirestoengagewithvirtual workplacetours,interactivepolicymanuals,andAI-driven mentorshipprograms.Gamifiedlearningplatforms, enhancedbyAI,encourageemployeestoparticipatein skill-buildingexerciseswhiletrackingtheirprogressina dynamicandengagingmanner
FlexibleWorkSolutions:TheRiseofHybridand RemoteWorkInnovations
Thefutureofworkcontinuestobeshapedbyhybridand remoteworkmodels,andHRtechnologyisplayinga crucialroleinmakingthistransitionseamless.Digital workplacesolutions,poweredbyAIandcloudtechnology, enableremoteteamstocollaborateeffectively,ensuring productivityandengagement.
AI-drivenworkforceschedulingtoolsoptimizeresource allocation,ensuringthathybridteamshaveaccesstooffice spaces,meetingrooms,andvirtualcollaborationtoolsas needed.Employeewell-beingplatformsintegrateAIpoweredmentalhealthsupport,offeringpersonalized wellnessrecommendations,mindfulnessexercises,and virtualcounselingsessions.
Conclusion
TheHRlandscapein2025isdefinedbycutting-edge technologiesthatprioritizeemployeeexperience,efficiency, andengagement.AI-drivenpersonalizationistailoring careerjourneys,whileseamlessdigitalworkflowsare streamliningHRprocesses.Predictiveanalyticsisenabling proactiveemployeeretention,andimmersivetraining solutionsarerevolutionizinglearninganddevelopment. Withhybridworkinnovations,cybersecurityadvancements, andAI-poweredworkforcemanagementtools,HR technologyisnotjusttransformingbusinessoperations—it isshapingthefutureofworkitself.Organizationsthat leveragetheseadvancementswillgainacompetitiveedge, ensuringtheybuildamotivated,high-performing,and future-readyworkforce.
