TALENT A Mateen
Senior Vice President, HR, DHL Express Asia-Pacific
A Mateen was recently appointed as Senior Vice President, HR, DHL Express Asia-Pacific. Prior to his appointment he was the Vice President of HR for Singapore, Southeast Asia and South Asia. In a career spanning 27 years, Mateen was a generalist for the first 14 years. He joined DHL in 2001 and took on specialist roles for the first five years, before going back to being a generalist for the delivery company. “There are a number of key HR priorities that I have outlined, together with my team across Asia-Pacific in alignment with our business goals for 2015,” he says. “The primary focus will be on talent management and enhancing employee experiences. In the area of talent, we will continue to focus on acquisition, development and retention through our core learning and leadership programmes; talent panels; development centres; and succession planning in building the first and second layers of the talent pipeline. With his new role now covering the Asia-Pacific region, Mateen is looking forward to reaching out, understanding and supporting HR teams in countries outside his previous remit – China and India in particular. “These two countries have similar challenges in talent and retention, but operate in different levels of complexities and growth from the rest of the countries in Asia-Pacific,” Mateen added. “I am looking forward to raising the level of HR services delivery to the business, and addressing the key focus areas.”
LADDER
Faiez Awadh
Carol Yeo
Chief HR Officer, Etihad Etisalat (Mobily)
Faiez Awadh has been named Chief HR officer of Etihad Etisalat (Mobily), the leading telecom operator in Saudi Arabia. Awadh brings to Mobily more than 20 years of experience in HR. He possesses a proven track record of effective leadership. He led Etisalat’s HR department in the United Arab Emirates from 2009 to 2012 before joining the HR department of the wider Etisalat Group as Senior Vice President for HR Business Optimisation. In this position, he directed and managed both local and virtual teams spanning across Etisalat Group operations. His teams were charged with formulating and executing projects related to human capital strategy, cultural change, global values roll-out, employee engagement, employee relations, and international communications. “Faiez Awadh has proven to be a valuable resource within the Etisalat Group, displaying great leadership skills and influencing our operations across the Middle East, Asia and Africa,” said Abdul Aziz Alsawaleh Alshehhi, the Chief HR Officer of the Etisalat Group. “(He) has demonstrated exceptional dedication and talent.” “We are confident he will greatly add to the overall success of Mobily’s HR division.”
Assistant HR Manager, KU DE TA
Carol Yeo recently joined KU DE TA Singapore as Assistant HR Manager. Prior to her new role, she was working at Spa Esprit Group. A 20-year veteran in the HR scene, Yeo’s desire to continue in this field is primarily because HR Management is now being understood as a coherent strategy to manage the most valued assets of a company: its people. With Yeo specialising in Compensation and Benefits, she says there is an immense opportunity for her to contribute positively towards building a rewarding and competitive salary and benefits framework. “Employees’ compensation and benefits package can be the deciding factor for many potential employees,” says Yeo. “I hope to contribute positively towards the said project, as it would certainly prove to the masses that KU DE TA is an employer of choice.” Yeo says her new role will also involve the daily operational issues encompassing regulations, employee salary issues, and strategic planning for the company. “I find fulfillment in my daily tasks as it gives me an opportunity to clarify any doubts and queries that my team members may have on their salaries, welfare or benefits,” she adds. “In addition, my tasks involve budget control for the company. My function requires industry knowledge and negotiation skills to curb excessive spending through developing methods for trimming workforce management costs.”
ISSUE 15.3
HRMASIA.COM 53