Middle East's 10 HR Executives Transforming the Workplace in 2024 September2024

Vol: 09 Issue: 12 2024

Hend Mahmood

A Journey Through Strategic HR: Transforming Organizations in Bahrain

Hend Mahmood Chief Human Resources Ocer Bahrain Development Bank

Leadership is the capacity to translate vision into reality.

- Warren Bennis

Editor’s V I E W

Rethinking HR: More Than Just a Function

HumanResources(HR)isfundamentaltothesuccessofany

organization,servingasavitalcomponentthatpropelsthebusiness forward.HRistaskedwithmanagingtheorganization'smostvaluable asset,itsworkforce.Arecentsurveyindicatesthat82%ofexecutivesconsider HRmetricsessential,underscoringthesignificanceofdata-drivendecisionmakinginthisdomain.

AcriticalfocusofHRisemployeeretention.Statisticsrevealthat83%of employersregardattractingandretainingtalentasamajorchallenge.High turnoverratescanbefinanciallyburdensome,withestimatessuggestingthat replacinganemployeemaycostupto200%oftheirannualsalary This highlightsthenecessityforeffectiveHRstrategiesthatcultivateapositivework environmentandenhanceemployeeengagement.

Furthermore,HRprioritizesemployeesatisfaction,whichdirectlycorrelateswith productivity.Researchshowsthatteamswithhighengagementlevelsare21% moreefficientandexperience41%lowerabsenteeismrates.Thisrelationship betweenemployeewell-beingandperformanceillustratestheimportanceof fosteringasupportiveworkplaceculture.

Additionally,HRisadaptingtoadvancementsintechnologyandanalytics.The emergenceofPeopleAnalyticsenablesorganizationstoutilizedatatorefinetheir HRpractices.Companiesemployingdata-drivenstrategiescanidentifytrendsin employeeperformanceandsatisfaction,facilitatingmoreinformeddecisionmaking.

Ultimately,HRisessentialtobusinessoperations,influencingaspectsfrom recruitmenttoemployeeretentionandoverallorganizationalhealth.Byinvesting inHR,organizationscanbetterpreparethemselvestonavigatethecomplexities oftoday'sworkforce.

TheHRexecutivesfeaturedinInsightsSuccessinthearticle "Middle East's 10 HR Executives Transforming the Workplace in 2024" areexamplesofhow effectiveleadershipcantransformworkplacedynamics.Theirinnovative practicesnotonlyenhanceemployeesatisfactionandretentionbutalsodrive organizationalsuccessinanincreasinglycompetitivesector Aswemovefurther into2024,theimpactoftheseleaderswillundoubtedlyshapethefutureofHRin theMiddleEastandbeyond,settingabenchmarkforsuperiorityinhuman resourcemanagement.

Have a great read ahead!

C08. Hend Mohamed

A Journey Through Strategic HR: Transforming Organizations in Bahrain

PROFILES

20.

30.

Diaa Mohamed Directing Cultural Diversity in Global Workforces

Hasan Babat Empowering Organizations Through Strategic HR Solutions

36.

44.

Sadek El-Assaad Champion of Business Transformation in the Middle East

Tariq Bacchus, Msc Empowering Work Cultures

26. 40.

Strategies for Identifying High-Quality Candidatesz

Why Attitude Matters More Than Experience in Hiring

The only limit to our realization of tomorrow will be our doubts of today. , ,

- Franklin D. Roosevelt

Business

Business

Digital

Marketing

Research

Circulation

Helena

Alfred Yanni Group Chief Human Resources Officer

Diaa Mohamed Chief Human Resources Officer

Hasan Babat Managing Director

Haytham Nasrallah Chief Human Resources Officer

Hend Mahmood Chief Human Resources Officer

Mohamed Sennary Chief Human Resources Officer

Nourhan El-Ghandour Human Resources Director

Sadek El-Assaad Founder and CEO

Company Name

GoBus Transportaon go-bus.com

HSA Group hsayemen.com

Tuscan Consulng tuscan-me.com

Egypan Resorts Company-ERC erc-egypt.com Bahrain Development Bank bdb-bh.com CIB Egypt cibeg.com Cemex cemex.com

&

zedergroup.com

Descripon

Alfred Yanni is a strategic leader passionate about enhancing organizaonal culture and employee engagement, fostering an environment where talent thrives and business goals are achieved.

Diaa Mohamed excels in transforming human resources into a strategic asset, emphasizing cultural diversity and employee engagement to drive organizaonal success and innovaon across global teams.

Hasan Babat is a visionary consultant dedicated to delivering tailored soluons that empower businesses, leveraging extensive industry knowledge to enhance operaonal efficiency and drive sustainable growth.

Haytham Nasrallah is commied to fostering a posive workplace culture, focusing on employee development and engagement to enhance organizaonal performance and drive strategic iniaves.

Hend Mahmood is a dynamic leader focused on building inclusive workplace environments, priorizing employee well-being and engagement to support organizaonal growth and success.

Mohamed Sennary is dedicated to enhancing employee experience through innovave HR strategies, fostering a culture of engagement and collaboraon to drive organizaonal performance.

Nourhan El-Ghandour is passionate about developing talent and fostering a collaborave work environment, focusing on aligning HR strategies with organizaonal goals to drive success.

Sadek El-Assaad is an entrepreneurial leader with a strong commitment to innovaon and strategic growth, leveraging experse to guide businesses towards sustainable success in compeve markets.

Seif Sadek

Tariq Bacchus HR Director | Head of People and Culture

Seif Sadek is a technology enthusiast focused on driving digital transformaon, leveraging innovave soluons to enhance operaonal efficiency and improve user experiences in the IT sector

Tariq Bacchus is dedicated to culvang a posive and inclusive workplace culture, focusing on employee development and engagement to drive organizaonal success and enhance team dynamics.

AHMOOD M

Hend Mahmood

A Journey Through Strategic HR: Transforming Organizations in Bahrain

Successful HR professionals possess a core set of skills that are essential regardless of the specic needs of their organization. Strategic thinking and business acumen are crucial to ensure HR strategies align eectively with organizational goals.

Humanresourcesisavital

componentofany organization,yetitstrue significanceoftengoesunnoticed.It's notmerelyarealmofprocessesand paperworkbutadrivingforcethat empowersindividualstoreachtheir fullpotential.Strategictalent managementliesattheheartofHR, wheretherightpeopleare meticulouslyselected,nurtured,and developedtoalignwiththe organization'sgoals.

Believinginthisphilosophy,Hend Mahmood,ChiefHumanResources

OfficeratBahrainDevelopment Bank,bringsawealthofexperience andapassionfortransformingtheHR functionintoastrategicenablerof businessgrowth.Overthepastthree decades,shehashadtheprivilegeof workinginvariousHRfunctions acrossdifferentindustriesinBahrain, providingherwithacomprehensive understandingoftheprogressingHR landscapeanditscriticalrolein organizationalsuccess.

Hend’sjourneybeganin1992atEskan Bank,agovernmentinstitution providinghousingfinancingtothe citizensofBahrain,whereshestarted inanadministrativerolewithintheHR department.Thisinitialexposure sparkedherpassionforthefield, encouraginghertoactivelypursue professionaldevelopment opportunities.Withthebank'ssupport, shecompletedherdegreeinBusiness ManagementattheUniversityof Bahrain,gainingvaluableexposureto variousdisciplines.

Herdedicationandhardworkpaidoff whenshewaspromotedin2000to leadtheHRdepartmentatEskanBank. Thiswasanexcitingopportunityto manageateamandcontributetoa significanttransformationproject.The bankunderwentastrategicshift,

Diversity and inclusion are fundamental pillars of BDB's HR policy, actively promoting an environment where equal opportunities

enable

progress and contribute to a vibrant

workplace

requiringthereshapingofitsstructure, policies,andpracticestoalignwiththe newvision.Thisexperiencehonedher skillsinchangemanagementand strategicHRimplementation, solidifyingherabilitytonavigate complexorganizationaltransitions.

Seekingtobroadenherexpertise,Hend joinedaninvestmentfirmin2008, whereshefocusedondeveloping robustonboardingprotocolsand establishingacomprehensivecorporate governancestructure.Thisroleproved invaluableinequippingherwiththe skillstomanageteamseffectively, particularlyduringchallengingperiods.

Today,astheChiefHumanResources OfficeratBahrainDevelopmentBank, shebringsauniqueperspectivethat seamlesslyblendsherextensive experiencewithaforward-thinking approachtotalentmanagement.She understandsthatintoday'srapidly evolvingbusinesslandscape,theHR functionmustbeproactive,strategic, andalignedwiththeorganization's long-termgoals.

"OurroleinHRisnotjusttomanage processesandpaperwork,"Hend explains."It'saboutunderstandingthe

biggerpicture,anticipatingfuture talentneeds,andcreatingan environmentwhereourpeoplecan thriveandcontributetothebank's success."

Withherwealthofknowledgeand desiretosuperiority,Hendispoisedto leadBahrainDevelopmentBank'sHR strategies,fosteringacultureof collaboration,continuouslearning,and innovation–ensuringthebankremains attheforefrontofitsindustry

Let us explore her journey:

BahrainDevelopmentBank's EnduringLegacy

BahrainDevelopmentBank(BDB) wasestablishedin1992andhassince beenacornerstoneinstitution supportingtheKingdom’seconomic diversificationandgrowth.As Bahrain’ssoleSME-specializedbank, itplaysacrucialroleinempowering theMSMEsector,recognizedasthe backboneoftheeconomy

Foroverthreedecades,BDBhas servedasacriticalfinancialpillarfor MSMEs,offeringacomprehensive suiteoffinancingsolutionstailoredto

A key principle for Hend is to leverage existing strengths and build upon positive practices, fostering trust and reinforcing a positive working environment. Transparency is paramount in this process, encouraging employees to become active participants in the transformation journey rather than passive observers.

businessesateverystageoftheir journey,fromseedcapitalto expansion.Beyondtraditionalbanking, BDBchampionsentrepreneurshipand facilitatescompanygrowth,including throughitsinnovativedigitalsolutions suchasthe'tijara'digitalbanking platform.

AfocalpointforBDBisempowering femaleentrepreneursthrough initiativesliketheaward-winning “Riyadat”WomenBusinessFinance Scheme,providingdedicatedfinancial support,trainingprograms,and networkingopportunities.TheBank alsooperates“RiyadatMall”,amodern spacefeaturingdiversefemale-owned retailoutlets,restaurants,and entertainmentoptions.

BDB’ssuccessisattributedtoits talentedandexperiencedstaff, alongsideprogressiveanddiverse leadership.Theirindustryexpertiseand solution-orientedapproachempower theBanktodeliverauniquevalue propositiontoitscustomers.In additiontofinancialservices,BDB forgesstrategicpartnershipswith governmententities,industry associations,andstakeholdersto supportathrivingSMEecosystemand propelBahrain’seconomicgrowth.

Byintegratingfinancialproductswith collaborativeinitiatives,BDB demonstratesunwaveringdedicationto drivingeconomicdiversification, fosteringentrepreneurship,and cultivatingavibrantSMEsector Lookingforward,BDBisexecutinga dynamicgrowthstrategyalignedwith theKingdom’sVision2030goals, prioritizingdiversification,sustainable growth,andlong-termprosperity.The Bankisactivelyinvestingincost optimizationandprocessengineering toenhanceefficiencyacrossallcore businessareas,committingtothis transformationaljourneywithutmost dedication.

OrganizationalPsychologyand Coaching

Coachinghasplayedatransformative roleinHendMohamed'sprofessional developmentandleadershipstyle.Her naturalcuriosityabouthuman behavior,particularlywithinthe workplace,fueledherexplorationof organizationalpsychology This interestledhertopursueaMaster’s degreeinWorkandOrganizational PsychologyatNottinghamUniversity in2002.Theprogram,groundedin bothpsychologicalandbusiness perspectives,providedherwitha comprehensiveunderstandingofHR

practices,includingrecruitment, performancemanagement,training, andworkplaceculture.Thisexperience fundamentallyreshapedherapproach toHRandemployeerelations.

Recognizingthepowerofcoachingfor leadershipdevelopment,Hendearned hercoachingcertificationin2013.Her primarygoalwastounderstand coachingmethodologiesandleverage themtocultivateacultureof continuouslearningandselfimprovementwithinorganizations.

Sincebecomingacertifiedcoach,she hasnotonlyappliedtheseskillstoher ownleadershipbutalsoequipped internalmanagerswithcoaching competencies.Thisinitiativehas significantlyenhancedtheirabilityto haveeffectiveone-on-one conversationswithemployees, fosteringtrustandstrongerworking relationships.

BycombiningherHRexpertisewith herpassionforcoachingand leadershipdevelopment,Hendhashad theprivilegeofcoachingparticipants ingovernmentleadershipprograms. Thisexperiencehasbeenincredibly rewarding,allowinghertoempower emergingleadersontheirjourneys. Throughouthercareer,shehasalso consistentlysoughttomentorHR professionalsatalllevels,offering careerguidanceandsupport.

StrategyforHRTransformation

HendMohamedfirmlybelievesthata successfulHRtransformationstrategy requiresacustomizedapproach tailoredtoeachorganization’sunique context.Factorssuchasorganizational mandate,size,culture,history,and futurevisionallplaycriticalrolesin shapingatransformationroadmap.

AkeyprincipleforHendistoleverage existingstrengthsandbuildupon

positivepractices,fosteringtrustand reinforcingapositiveworking environment.Transparencyis paramountinthisprocess,encouraging employeestobecomeactive participantsinthetransformation journeyratherthanpassiveobservers.

InherpreviousroleattheBahrain AirportCompany,thetransformation processspannedalongertimeframe comparedtoherexperienceinbanking. Thefive-yearstrategyfocusedon cultivatingtalentalongsideevolving infrastructure.Strategicallyrecruiting talentedyounggraduatesandinvesting intheirprofessionalandtechnical developmentensuredtheywerewellequippedtoassumecriticaloperational rolesatthenewlyconstructedairport. Manyoftheseindividualsnowhold seniorleadershippositionsatthe BahrainInternationalAirport, underscoringthesuccessofthis strategy.

AtBDB,despitetheteambeing relativelylean,theimpactonthe Kingdom’seconomyissignificant.The organizationneededastrategicshiftto remaincompetitiveinaninnovation andtechnology-drivenlandscape. Initiatingwithacomprehensivereview ofthecurrentstate,leveragingfindings andfuturevisiondefinedthepillarsof theirtransformationstrategy Their aggressivethree-yearplanincorporates robustmechanismstoachievestrategic andoperationalobjectivesannually.

Oneofthecentralpillarsofthis strategyis“People&Culture,”which Hendleads.Herfocusisondeveloping ahighlycompetent,customer-centric, anddeeplyengagedworkforce, aligningwithstrategicobjectives.

InitiativestoImproveHRPractices

DuringheryearandahalfatBDB, HendMohamedhasspearheaded

severalkeyinitiativesaimedat enhancingHRpracticesanddriving organizationalalignment.

Firstly,sheledacomprehensive restructuringeffortthatinvolved streamliningexistingfunctions, introducingnewonestoaddressfuture needs,andstrategicallyoptimizing operationalframeworks.Tosupport thistransformation,Hendassembleda highlyqualifiedexecutiveteam comprisedofexperiencedbankers. Concurrently,shealignedvariousHR systems,includingcompensationand engagementprograms,toeffectively meettheevolvingneedsofthe organization.

AsignificantfocusareaunderHend's leadershiphasbeenonleadership development.Clearpolicieswere establishedtoempowerleadersto makedecisiveandimpactfuldecisions. Collaboratingwithanexternal consultant,shedesignedarigoroussixmonthleadershipdevelopment programincorporatingdiverselearning modelsandtools.Thefirstcohort successfullygraduated,and preparationsareunderwayforthenext grouptobegintheprogram.

Employeeengagementhasalsobeen prioritizedduringhertenure.Starting withabaselineengagementindex measurement,Hendandherteam developedtargetedinitiativesaimedat enhancingemployeecommitment acrosstheorganization.Futureefforts willconcentrateonnurturingemerging leadersandcultivatingadigitally proficientworkforcetoensureBDB maintainsitsleadershipinthebanking sector

StrategiestoFosteraPositiveand ProductiveWorkCulture

AtBDB,theorganizationcultivatesa positiveandproductiveworkculture

withaclearfocusonitspeopleasthe mostvaluableasset.Thisphilosophy, integraltotheirlong-termpeople strategy,formsthefoundationofall HRpractices.Severalkeyinitiatives areemployedtoreinforcethis approach.

Continuouslearninganddevelopment opportunitiesareprioritizedtonurture agrowthmindsetamongemployees. Thisempowersthemtodrivegrowth andcreatevalueforMSMEs,ensuring agilityandadaptabilityinadynamic environment.Theseeffortsstrengthen theorganization'sinternalexcellence.

Tofosteracollaborativeandmeritbasedculture,BDBisrealigningits operatingmodelandinternal processes.Thisinitiativepromotes teamwork,knowledgesharing,and recognitionofcontributions.Employee well-beingisacornerstone,ensuringa motivated,engaged,efficient,and productiveteamunitedbyashared passionforachievingbusiness outcomes.

Diversityandinclusionare fundamentalpillarsofBDB'sHR policy,activelypromotingan environmentwhereequalopportunities enableprogressandcontributetoa vibrantworkplace.

Moreover,BDBplacesastrong emphasisontrainingandupskilling initiativestomaintainadigitally-ready workforceaheadoftechnological advancements.Thiscommitment ensuresthattheirteampossessesthe necessarycompetenciestothrivein today'srapidlyevolvinglandscape.

Beyondseasonalinitiatives,BDB maintainsalong-termvisionthat prioritizesthedevelopmentofits people,fosteringaworkenvironment whereeveryindividualfeelsvalued, empowered,andequippedto

Compassion and emotional intelligence are fundamental for cultivating strong relationships within the workforce, promoting a positive and supportive work environment.

contributeeffectivelytothe organization'ssuccess.

BiggestChallenges

Inthisregion,HRprofessionalsfaces severalsignificantchallengesthat impactorganizationaloperationsand HRstrategies.Aprimaryissueisthe misalignmentbetweenworkforce requirementsandtheavailabilityof talent.HighturnoverratesinHRare exacerbatedbyatrendtowards frequentjobandcareerchanges.Many companiesareincreasinglyrelyingon outsourcingorpart-timeworkersrather thanfull-timeemployees.Offering competitiveremunerationand meaningfulexperiencesposesfurther challenges.Resistancetochangeis alsoprevalentinthisdynamic environment,necessitatinga comprehensiveplanforeffective implementation.

Thecurrentdynamicbusiness environmentrequiresHRprofessionals tonavigateacomplexlandscapewhere skillsgapsemergeduetorapid technologicaladvancements,and retainingemployeesproves challengingamidstacultureofjobhopping.Competitivecompensation packagesaredifficulttosustain,given theshifttowardsoutsourcingandparttimeemployment.

AtBDB,thesechallengesaremetwith proactivestrategies.Continuous learninganddevelopmentare encouragedtobridgeskillsgaps,while acultureofengagementfosters employeeretention.Comprehensive totalrewardspackagesareofferedto attractandretaintalent.Transparent communicationplaysacrucialrolein managingresistancetochange effectively.Toappealtothenext generationoftalent,BDBemphasizes itssocietalimpact,exploresflexible workarrangements,andprovides

ongoinglearningopportunities.By remainingproactiveandadaptable, BDBcreatesasupportivework environmentthatempowerstoptalent tothrivedespiteexternalchallenges.

KeySkills

SuccessfulHRprofessionalspossessa coresetofskillsthatareessential regardlessofthespecificneedsoftheir organization.Strategicthinkingand businessacumenarecrucialtoensure HRstrategiesaligneffectivelywith organizationalgoals.Skillful communicationplaysapivotalrolein buildingtrustandnavigatingcomplex situationswithintheworkplace. Problem-solvingabilitiesareessential foraddressingthevariouschallenges thatHRencountersonaregularbasis.

Changemanagementexpertiseis particularlyvaluableintoday's dynamicenvironment,enablingHR professionalstofosteradaptabilityand managetransitionseffectively Advocatingforemployeeswhile balancingtheorganization'sbest interestsdemonstrateseffective leadershipinHRroles.Leveraging dataforinformeddecision-makingand embracingtechnologicaladvancements arealsocriticalindrivingHR initiativesforward.

Additionally,compassionand emotionalintelligencearefundamental forcultivatingstrongrelationships withintheworkforce,promotinga positiveandsupportivework environment.

Bycontinuouslydevelopingand refiningthismultifacetedskillset,HR professionalsnotonlymeetthediverse needsoftheirorganizationsbutalso positionthemselvesasinvaluable assetscapableofdrivingmeaningful changeandfosteringorganizational success.

Testimonials

HendMohamedhasreceived commendationsfromesteemed colleaguesandindustryprofessionals forherleadershipinHRstrategiesand organizationalmanagement.Kevin Caron,AVPatATSLearning,praises herapproachtoHRstrategies, highlightingherdedicationto successfuldeliveryandeffective changemanagementwithinthe industry.PatrickCuschieri,Aviation SecurityConsultantatQatarCivil AviationAuthority,commendsHend's professionalismandpersonal involvementinaddressingHRissues, emphasizinghercommitmenttoevery staffmemberregardlessoftheirrole.

YaserAljar,FinancialAdvisorand FormerCEOofINOVEST, acknowledgesHend'steam-building effortsandproblem-solvingskills, notingheradeptnessinhandling challengesandadheringtobest practices.GordonDewar,CEOat EdinburghAirport,recognizesHend's abilitytobalancebusinessneedswith ethicalpersonnelmanagement, emphasizinghercommitmenttopeople developmentandstakeholder engagement.

ThesetestimonialsunderscoreHend Mohamed'songoingcommitmentto excellenceinHRleadershipandher dedicationtofosteringapositiveand supportiveworkplaceenvironmentfor allatBDB.

,, ,, Wealth consists not in havinggreat possessions, but in having few wants.

- Epictetus

HSAGroup ChiefHumanResources

Officer(CHRO)

DiaaMohamed

Middle East's 10 HR Executives

Diaa

Mohamed

Directing Cultural Diversity in Global Workforces

Developing Strategies for Multinational Corporations to Nurture Inclusion and Engagement!

Managingthecomplexitiesof

aglobalworkforcecanbe overwhelmingforany multinationalcorporation.Withdiverse culturalmodels,varyinglaborlaws, andtheneedforcohesivecorporate values,manyorganizationsstruggleto createaninclusiveenvironmentthat fostersemployeeengagementand satisfaction.However,underthe leadershipofDiaaMohamed,Chief HumanResourcesOfficerofHSA Group,thischallengeismetwith innovativestrategiesthatprioritize diversityandinclusion.

DiaahasredefinedHSAGroup's approachtohumanresources, transformingitintoacornerstoneof thecompany'ssuccess.ByaligningHR initiativeswithbusinessobjectives,he hascultivatedaworkplaceculturethat notonlyattractstoptalentbutalso retainsit.Hisproactivemodifications tocompanybeliefsandpracticeshave significantlyboostedemployee involvement,ensuringthateveryvoice isheardandvalued.

Throughtheimplementationof cutting-edgeHRstrategies,Diaahas enhancedworkersatisfactionand productivityacrossHSAGroup's globaloperations.Hemeticulously monitorslaborregulationsandadapts policiesthatresonatewiththediverse needsofemployeesinvariousregions. Thispassionforinclusivitynotonly strengthenstheworkforcebutalso solidifiesHSAGroup'sreputationasa leaderintheinternationalmarketplace.

Inaworldwherecorporatesuccess hingesonadaptabilityandemployee engagement,Diaastandsoutasa visionaryleader.Hiseffortsexemplify

howastrategicfocusonhuman resourcescandrivesustainedgrowth andinnovation,makingHSAGroupa modelformultinationalenterprises aimingtothriveinacompetitiveglobal landscape.

Let's learn more about his journey!

ACareerinIndustrialEngineering andHumanResources

Diaaisanindustrialengineerwho beganhiscareerinmanufacturing, whereheworkedforseveralyears beforetransitioningintoTotalQuality Management(TQM).Eventually,he

By promoting such a supportive and respectful workplace, HSA ensures ongoing success in both attracting and retaining skilled professionals.

receivedanoffertomoveintoHuman Resources(HR),achangeheaccepted withsomehesitation.

Reflectingonhiscareer,Diaaconsiders thisdecisiontobethemostsignificant choicehehasmadeduringhis32years ofprofessionalexperience.

Before assuming his current role at HSA, He held various HR leadership positions, including:

• VicePresidentofGlobalHR ServicesatHPE

• VicePresidentofHRfor EmergingMarketsatHP

• VicePresidentofHRforthe MiddleEast,NorthAfrica, andSouthAsiaatBP

• HRDirectorfortheMiddle EastandAfricaatMotorola

TheSaeedAnamFamily'sEnduring Legacy

TheHSAGroup,aprominent multinationalconglomeratebasedin theMiddleEast,tracesitsoriginsback to1938,whenitwasfoundedbyfour brothersfromtheSaeedAnamfamily inYemen.Overthedecades,this

family-ownedbusinesshasgrowninto adiversifiedenterpriseemploying morethan35,000individualsacrossits operationsinYemen,theUAE,Egypt, SaudiArabia,Malaysia,theUK,and Africa.

Asakeyplayeringlobaltrade networks,theHSAGroupservesasthe parentorganizationforover70 operatingcompanies.Itscommercial activitiesspanawiderangeofsectors, includingtheproductionofmarketleadingfoodandbeveragebrands, packaging,householdgoods,and healthcareproducts,aswellasthe importationandmanufacturingof essentialfoodstuffsandcommodities.

Thegroup'ssignificantfootprintinthe MiddleEastandAfricaismarkedby itsstatusasthelargestprivate companyandleadingimporteroffood commoditiesandessentialgoodsin Yemen.HSAalsoproducesthenumber onebrandofedibleoilsinEgypt, operatesoneofthelargestbiscuitand snackmanufacturingcompaniesbased inSaudiArabia,andisoneofthe largestcorrugatedcarton manufacturingcompaniesinthe region.

TheSaeedAnamfamily'senduring legacycontinuestoshapetheHSA Group'sgrowthandsuccess,asit remainscommittedtoitsfounding principlesofexcellence,innovation, andsocialresponsibility.Throughits diverseportfolioofbusinessesandits dedicationtoservingtheneedsofits customersandcommunities,theHSA Groupstandsasatestamenttothe

poweroffamily-driven entrepreneurshipandthe transformativeimpactitcanhaveona globalscale.

BuildinganExcellenceCulture

Diaaemphasizesthatthemost significantdrawfortheirorganization liesinitscultureandwork environment,whicharefoundedon valuesthatfostercontinuousrespect forindividualsandactiveengagement withthesurroundingcommunity Thisstrongculturalfoundationhas enabledtheorganizationtoattract exceptionaltalent,whonotonlythrive withintheenvironmentbutalso becomeambassadorsforthe organization,frequentlyproviding valuablereferrals.

EnsuringCompliancewithLabor Laws

Intherealmoforganizational management,compliancewithlabor lawsandregulationsisparamount. Diaaemphasizesthattheorganization adheresstrictlytoallapplicablelaws, maintainingazero-tolerancepolicyfor anyviolations.

Toupholdthiscommitment,the organizationimplementsseveralkey strategies.Regularmandatorytraining sessionsareconductedtoensurethat allemployeesarewell-informedabout theirrightsandresponsibilities.Thisis complementedbytheestablishmentof dedicatedcomplianceteamsthatare robustandproactiveintheirapproach.

Furthermore,theorganizationfosters transparencythroughclearand accessiblepolicies,alongsideongoing campaignsaimedateducating employees,particularlythoseinbluecollarroles.Theseinitiatives collectivelycontributetoacultureof complianceandrespectforlaborlaws,

In the swiftly advancing eld of HR, staying updated with the latest trends and best practices is key.

ensuringthattheorganizationoperates withinthelegalframeworkwhile promotingafairworkplaceforall employees.

ManagingEmployeeRelations

Employeerelationschallengesvary significantlybyregion.Forinstance,in EmergingMarkets,managingsecurity threatsthatnecessitateevacuationsis particularlycomplexandtimeconsuming.

Diaahaseffectivelyhandledsuch situationsonnumerousoccasions throughouthiscareer Anothermajor challengeismanaginglayoffsand workforcereductions.Despite thoroughtraining,theseprocessesare inherentlydifficultandrequireboth skillandexperience,whichhehas developedovertime,showcasinghis expertiseinresolvingintricate employeerelationsissues.

AssessingtheEffectiveness

AtHSAGroup,measuringthe effectivenessofHRprogramsand initiativesinvolvesamultifaceted approachtailoredtothecompany's priorities.Keymetricsincludeturnover rates,productivity,variouspeoplerelatedcosts,anddiversity

Additionally,HSAplacessignificant importanceonemployeefeedback, utilizingtechnologytoconductpolls, pulsesurveys,andengagement surveys.Bycloselymonitoringthis data,HSAwarrantsthatHRpolicies, programs,andinitiativesare continuouslyrefinedandadaptedto meettheevolvingneedsofthe organization.

TheStrategicFunction

HRispivotalinmanagingandaiding organizationalchange,asemployees arecentraltoitssuccessorfailure.For instance,HSAGrouprecently undertookamajorinitiativeto streamlineoperationsandshift decision-makingtofieldemployees.

Tosupportthis,HRautomated processes,simplifiedapproval workflows,andredesignedthe performancemanagementsystemto evaluateemployeebehaviorand results.Effectivechangemanagement requiredcollaborationamongHR centersofexcellence,including InternalCommunication,Learning& Development,TalentManagement, TotalRewardsandOrganizational Designteams,whichprovidedthe necessarytoolsforsuccessful implementation.

From the bustling streets of to the historic cities along the Nile, Egyptian entrepreneurs are building the future, one business at a time.

Segiesf

Identifying High-Quality Candidates

Today,findingtherighttalent

goesbeyondevaluatingskills andexperience;itinvolves identifyingcandidateswhoembody strongqualitytraits.High-quality candidatesbringintegrity,resilience, andacommitmenttoexcellence,allof whichareessentialforfosteringa positiveworkplacecultureanddriving organizationalsuccess.Asbusinesses increasinglyrecognizetheimportance ofqualityintheirhiringprocesses,the questionarises:howcanemployers effectivelyidentifythesehigh-quality individuals?

Thejourneytouncoveringhigh-quality candidatesbeginswithaclear understandingofwhatqualitiesthey entail.Qualityisnotmerelyabout adheringtoethicalstandards;it encompassesarangeoftraits, includinghonesty,empathy,and accountability.

Theseattributesplayacrucialrolein shapinghowindividualsinteractwith colleagues,approachchallenges,and contributetotheoverallmissionofan organization.AstudybytheHarvard BusinessReviewfoundthatcompanies withstrongethicalculturesoutperform theircompetitorsby5%to15%, underscoringthevalueofhiring individualswithhighquality.

DefiningHigh-qualityTraits

Tosuccessfullyidentifyhigh-quality candidates,organizationsmustfirst definethespecifictraitstheyvalue. Thisprocessinvolveslookingbeyond traditionalqualificationsand consideringthepersonalattributesthat alignwiththeorganization'score values.Forinstance,acompanythat prioritizesteamworkmayseek candidateswhodemonstrate collaborationandawillingnessto supportothers.Similarly,organizations focusedoninnovationmaylookfor individualswhoexhibitcuriosityanda proactiveapproachtoproblem-solving.

Researchindicatesthathigh-quality candidatesoftenpossesscertainkey traits.AccordingtoastudybyTalogy, high-potentialemployeesare characterizedbyadaptability,adrive forresults,andemotionalintelligence. Theseattributesenablethemto navigatechallengeseffectivelyand contributepositivelytoteamdynamics. Byestablishingaclearframeworkof desiredtraits,employerscan streamlinetheirrecruitmenteffortsand focusoncandidateswhoembodythese characteristics.

EffectiveScreeningMethods

Oncethedesiredtraitsaredefined,the nextstepistoimplementeffective screeningmethodsthatcanreveal thesequalitiesincandidates. Traditionalinterviewsoftenfallshort inassessingquality,astheymayrely heavilyonrehearsedresponses. Instead,employerscanadopt behavioralinterviewtechniquesthat encouragecandidatestosharereal-life examplesofhowtheyhave demonstratedhigh-qualitytraitsin previoussituations.Forinstance, askingcandidatestodescribeatime whentheyfacedanethicaldilemma canprovidevaluableinsightsintotheir decision-makingprocessesandmoral compass.

Inadditiontobehavioralinterviews, incorporatingassessmentscanfurther enhancethescreeningprocess. Personalityassessmentsandsituational judgmenttestscanhelpidentify candidateswhoalignwiththe organization'svaluesandculture.A studybyCriteriaCorprevealedthat 92%ofHRleadersprioritizesoft skills,suchascommunicationand problem-solvingwhenevaluating candidates.Theseskillsareoften indicativeofstrongcharacterandcan significantlyimpactteamdynamics andoverallperformance.

TheRoleofCulturalFit

Culturalfitisanothercrucialfactorin identifyinghigh-qualitycandidates.A candidate'svaluesandbeliefsshould alignwiththoseoftheorganizationto ensureaharmoniousworking environment.Employerscanassess culturalfitbyaskingcandidatesabout theirmotivationsandhowthey approachteamworkandcollaboration. Questionslike,"Whatdoesa successfulteamlookliketoyou?"can revealinsightsintoacandidate's compatibilitywiththeorganization's culture.

Moreover,involvingcurrentemployees inthehiringprocesscanprovide additionalperspectivesonculturalfit. Peerinterviewsallowteammembersto assesshowwellcandidatesalignwith theexistingteamdynamicsandvalues. Thiscollaborativeapproachnotonly enhancestheselectionprocessbutalso fostersasenseofownershipamong currentemployees,leadingtoamore engagedworkforce.

ContinuousDevelopmentand Feedback

Identifyinghigh-qualitycandidatesis justthebeginning;organizationsmust alsocommittofosteringtheir development.Providingongoing trainingandfeedbackcanhelp reinforcethevaluesandbehaviorsthat contributetoapositiveworkplace culture.Regularperformance evaluationsthatemphasizequality traits,alongsidetraditionalmetrics,can encourageemployeestoprioritize integrityandaccountabilityintheir roles.

Additionally,creatingafeedback-rich environmentwhereemployeesfeel comfortablediscussingchallengesand successescanfurtherpromotehighqualitybehaviors.Accordingtoa Gallupstudy,organizationswithstrong

feedbackculturessee14.9%higher employeeengagement,whichis closelytiedtoquality-driven leadershipandteamwork.

Conclusion

Inthequestforhigh-quality candidates,organizationsmustadopta holisticapproachthatprioritizes qualityalongsideskillsandexperience. Bydefiningdesiredtraits, implementingeffectivescreening methods,assessingculturalfit,and fosteringcontinuousdevelopment, employerscanbuildteamsthatnot onlyexcelintheirrolesbutalso contributetoapositiveandethical workplaceculture.Asthebusiness landscapecontinuestoevolve,the importanceofqualityinrecruitment willonlygrow,makingitessentialfor organizationstoprioritizethiscritical aspectoftalentidentification. Ultimately,hiringhigh-quality candidatescanleadtogreater organizationalsuccess,employee satisfaction,andalastingimpactonthe communitiestheyserve.

Two roads diverged in a wood, and I—I took the one less traveled by, And that has made all the difference.

- Robert Frost

Hasan's eective handling of performance issues supports employee growth and reinforces the organization's commitment to professional development.

Hasan Babat Managing Director Tuscan Consulting

Middle East's 10 HR Executives Transforming the Workplace in 2024

H a s a n Babat

Empowering Organizations Through Strategic HR Solutions

Journey to Transforming HR Practices in the Middle East Through Innovation and Strategy!

InDubai,whereinnovationmeets

tradition,thehumanelement remainsthefoundationofsuccess. Manyfirmsfacedifficultynurturing thetalentthatpropelsthemforward, ratherthansimplymanaging operationalprocedures.

Withakeenunderstandingofthe uniquechallengesfacedbybusinesses intheMiddleEast,HasanBabathas dedicatedhiscareertoempowering companiestoharnesstheirhuman capitaleffectively.

HelaunchedTuscanConsultingin 2010andhasapassionfor transformingorganizationsthrough strategichumanresourcesolutions.As aManagingDirector,hehascarved himselfanicheinimprovingthe humanresourceslandscapeinthe MiddleEast.

Hasan'suniqueapproachand commitmenttocontinualimprovement haveestablishedTuscanConsultingas apreferredpartnerforbusinesses lookingtoimprovetheirHRoperations anddrivelong-termgrowth. Withablendofstrategicvisionanda thoroughunderstandingof

organizationalculture,hehasbecomea trustedadvisortoseveralorganizations intheGCCandbeyond,lookingto maximizethepotentialoftheir workforce.

Withover18yearsofexperience,he specializesintransforming organizations,humanresourcestrategy, andtalentmanagement,assistingfirms innavigatingthedifficultiesofthe modernworkforce.Hissignificant expertise,combinedwithadedication toexcellence,hasearnedhima reputationasanindustryleader

Let's know more about his journey.

ProfessionalOverviewofHasan's CareerinHR

Hasanhasover20yearsofexperience inthehumanresourcessector,working withvariousorganizationsthroughout theUAE,theGCC,andthebroader MiddleEast.Hisextensivebackground hasprovidedhimwitha comprehensiveunderstandingofthe challengesandopportunitieswithinthe HRlandscape.Thisrecognitionofthe importanceofeffectiveHR managementinsupporting organizationalsuccessledhimto specializeinthisfield.

Tofurtherdevelophisexpertise,Hasan

hasobtainedseveralesteemed qualifications,includingSHRM-SCP, GPHR,andCIPD.Thesecredentials haveequippedhimwiththenecessary skillstotacklecomplexHRchallenges andimplementstrategiesthatalign withorganizationalobjectives.His commitmenttothefieldculminatedin thefoundingofTuscanConsulting, whichemploysaresearch-driven approachtodeliverpracticalsolutions foroptimizinghumancapital.

Recently,Hasanhasexpandedintothe HRtechnologysectorthroughTuscan Infotech,wherehehasdeveloped WorkplusHCM,aflagshipproduct tailoredtotheneedsofHR professionals.Thisinitiativewasborn fromtheidentificationofasignificant marketgapinexistingtechnology solutions,reflectinghisdedicationto innovationandexcellenceinhuman resources.

OverviewofTuscanConsulting

TuscanConsultingwasestablishedin 2010inDubaibyHasanBabat,who aimedtoprovidehigh-qualityHR consultancyservicestailoredtothe specificneedsoforganizationsinthe MiddleEast.Priortofoundingthe company,Babatgainedextensive experiencewithreputablecorporations acrossvarioussectors,whichequipped

himwithvaluableinsightsintotheHR challengesthatbusinessesencounter Henotedthatwhilemanylargefirms offeredHRservices,numerous organizationsfounditdifficultto accesssolutionsthatwererelevantto theiruniquecontexts,particularlyin relationtolocalpracticesandculture.

ThisobservationledBabattotransition fromhiscorporateroletoestablish TuscanConsulting.Theinitialphaseof theventurewaschallenging,ashe beganwithlimitedresourceswhile workingfromalibrary.Theseearly experiencesunderscoredthe importanceofresilienceanda commitmenttohisvision.

Overtheyears,TuscanConsultinghas developedintoatrustedpartnerfor governmententities,private enterprises,andmultinational corporationsacrosstheUAEandGCC. Thefirm'ssuccessisbuiltonresearchbasedinsights,ahighlyskilledteam, andacommitmenttodelivering customizedHRsolutionsthataimto enhancebusinessperformance.

StrategiesforAttractingTalentand EnsuringComplianceatTuscan Consulting

TuscanConsultingfocuseson attractingandretainingtoptalentby fosteringanempoweringandinclusive workenvironment.Theorganization maintainsanon-hierarchicalculture thatencouragesemployeestotake ownershipoftheirresponsibilitiesand makeautonomousdecisions.This approachpromotesaccountabilityand trust,whichcanbeappealingto professionalsseekingaworkplacethat supportsgrowthandmeaningful contributions.

Thefirmprioritizescontinuous learningopportunitiesandclearcareer progressionpaths.Employeesare encouragedtoaskquestions,challenge ideas,andengageinconstructive

When faced with dicult performance management situations, Hasan's approach involves providing employees with more exposure in areas where they struggle.

discussions,contributingtoadynamic andinnovativeatmosphere. TuscanConsultingemphasizesitscore values,ensuringtheyguidedaily actionsandinteractions.This commitmentreinforcesastrong organizationalculturethatalignswith thecompany'smission.

Intermsofcompliance,Tuscan Consultingpossessesexpertiseinlabor lawsacrosstheUAE,GCC,andthe broaderMiddleEast,whichisintegral toitsoperations.AsaprominentHR consultancy,thefirmadvisesclientson complexlaborissueswhileensuringits owncompliance.

Arobustcomplianceframeworkis embeddedindailyoperationsandis continuallyupdatedtoreflectlegal developments.Thisframeworkis supportedbytheHRtechnology platform,WorkplusHCM,which automatescomplianceprocesses, includingtrackingworkhours, managingleave,andprocessing payroll.Byleveragingextensive knowledgeoflaborlawsalongside advancedtechnology,Tuscan Consultingaimstocultivatea transparent,fair,andlegallycompliant workenvironmentforallemployees.

ResolvingEmployeeRelationsIssues atTuscanConsulting

AstheManagingDirectorandCEO, Hasanisresponsiblefordriving businessgrowth,overseeingkeyclient engagements,andnurturingastrong organizationalculture.Thecompany's

informalandnon-hierarchicalstructure allowshimtoremainaccessibletoall employees,andheoccasionally intervenesinemployeerelations matterswhennecessary.Whileteam membersgenerallyaddressconcerns withtheirdirectmanagers,theyalso havetheoptiontoapproachHasan directlyiftheyfeelitiswarranted.

Arecentsituationinvolveda disagreementbetweentwoseniorteam membersthatbegantoimpacttheir productivityandtheoverallmoraleof theteam.Astheissueescalated,Hasan becameinvolved,facilitatedbythe company'sopen-doorpolicy,which encouragedbothemployeesto approachhimwiththeirconcerns.

Resolution Process:

Toaddressthesituation,Hasan organizedadiscussionbetweenthetwo individuals,emphasizingthe importanceofclearcommunication andmutualrespect.Hisapproach included:

• ListeningtoConcerns:Hetook thetimetounderstandeach party'sperspective.

• EncouragingUnderstanding:He guidedtheminrecognizingeach other'sviewpoints.

• FacilitatingResolution:He helpedthemreachamutually agreeablesolution.

Theinformalandnon-hierarchical natureoftheorganizationfostereda candiddialogue,ultimatelyleadingtoa

positiveresolution.Thisexperience highlightedthevalueofanopenand approachableleadershipstyle,which enablesdirectcommunicationand effectiveproblem-solving.

MeasuringHREffectivenessat TuscanConsulting

Hasanapplieshisexpertiseinhuman resourcestomeasuretheimpactofthe company'sprogramsandinitiatives. Theorganizationutilizesitsproprietary HRtechnologyplatform,Workplus HCM,totrackkeymetricssuchas employeeengagementscores,turnover rates,andtime-to-fillforopen positions.

Byanalyzingreal-timedatafromthe platform,Hasanmakesinformed decisionstoenhanceteamperformance andsatisfaction.Asasmall,agile organization,theabilitytoquickly measureandrespondtothesemetrics iscrucialformaintainingahigh standardofperformance,whichis essentialforthecompany'sown successandthatofitsclients. HasanleverageshisHRknowledgeto optimizethecompany'sinternal practices,ensuringoperational effectivenessandemployee satisfaction.Thisapproachenablesthe organizationtomaintainitshighperformancestandardsanddeliver qualityservicestoitsclients.

TrainingandDevelopmentatTuscan Consulting

Hasanhascultivatedapositiveand inclusiveworkculturethatencourages employeeengagementandownership. Thecompanypromotesaninformal andnon-hierarchicalenvironment, whichfosterscreativity,innovation, andastrongsenseofbelongingamong employees.

Opencommunicationisakeyaspectof thecompany'sculture.Employeesare empoweredtoaskquestions,challenge

ideas,andengageinhealthydebates, ensuringthateveryonefeelsheardand valued.Thecompany'scorevalues guideinteractionsanddecision-making processes,reinforcingitscommitment toinclusivity.

Thecompanyhasimplementeda structured1-yearon-the-jobtraining programspecificallydesignedforHR analysts.Theprogramfocuseson criticalconsultingskillsand competenciesneededforthebusiness, servingasanapprenticeshipthat preparesanalyststotransitionintoHR consultantroles.Thetrainingis business-androle-specific,practical, anddirectlylinkedtotheemployee's careergrowthwithinthecompany Seniormanagersactivelymentorand developconsultants,ensuringeach teammemberreceivespersonalized guidanceandsupport.Thishands-on involvementbyleadershipenhances theeffectivenessofthetrainingand reinforcesthecommitmenttonurturing talentandfosteringcontinuous professionaldevelopment.

ApproachtoHRTrendsand PerformanceManagement

HasanservesastheManagingDirector ofTuscanConsultingandtheCEOof TuscanInfotech.Heemphasizesthe importanceofremaininginformed aboutcurrentHRtrendsandbest practices.Toachievethis,heactively participatesinprofessionalnetworks suchasSHRMandCIPD,attendsHR conferences,andengageswithleading HRpublications.

Theresearch-drivenmethodologyat TuscanConsultingenablestheteamto continuouslymonitoremergingtrends, positioningthemasindustryleaders. Additionally,theirinvolvementinHR technologythroughTuscanInfotech allowsforaconnectionto advancementsinAIandHRanalytics.

Inaddressingchallengingperformance managementscenarios,Hasanadoptsa strategyfocusedonproviding employeeswithincreasedexposurein areaswheretheymaybe underperforming.Forinstance,ifan employeelacksaspecificskill,he assignsthemtoprojectsthatrequire thatskillandpairsthemwith colleagueswhohaveexpertiseinthose areas.

Thisapproachnotonlyencourages employeestoenhancetheirskillsbut alsopromotesacultureofcontinuous learninganddevelopment.Hasan's effectivemanagementofperformance issuescontributestoemployeegrowth andunderscorestheorganization's commitmenttoprofessional development.

KeyAdviceforAspiring EntrepreneursinHR

Hasanoffersvaluableguidanceto aspiringentrepreneursintheHR sector,highlightingthesignificanceof persistenceinachievingsuccess.He notesthatsetbacksareanaturalpartof theentrepreneurialjourney,andthe abilitytorecoverfromthesechallenges isakeydeterminantofsuccess.

WhenheestablishedTuscan Consulting,Hasanstartedwithlimited resourcesandoperatedfromalibrary Despitetheseconstraints,he maintainedastrongfocusonhis objectives.Byprioritizingthedelivery ofhigh-qualityservicesandthe developmentofinnovativeproducts, hewasabletobuildmomentumand earnthetrustofhisclients.

Healsounderscorestheimportanceof maintainingapositivereputation, encouragingentrepreneurstoengagein

ethicalpracticesandmakeinformed decisions.Whilerisk-takingisan essentialaspectofentrepreneurship,he advisesthatactionsshouldconsistently reflectcorevalues.Bycommittingto qualityandadheringtofundamental principles,entrepreneurscanenhance theirrecognitionandachievesuccess intheirendeavors.

ProvenTrackRecordofClient Success

TuscanConsultinghasestablisheda solidreputationintheGCCandthe MiddleEastforprovidingcustomized HRsolutionsthatcontributeto measurablebusinessoutcomes.Below areseveralclienttestimonialsthat illustratethecompany'simpact:

Real Estate Sector

AleadingrealestatedeveloperinAbu Dhabi,UAE,commendedTuscan Consultingforitsprofessionalismand structuredmethodology.The company'sworkonthecompensation andbenefitsmodulewasnotedtohave positivelyinfluencedemployee motivation.TheVicePresidentof HumanResourcesexpressed satisfactionwiththequalityofTuscan's deliverables.

Chemical Manufacturing

Aprominentchemicalmanufacturerin Dammam,SaudiArabia,recognized Tuscan'scomprehensiveunderstanding ofclientneedsduringaleadership assessmentproject.TheHRDirector highlightedtheprofessionalismofthe assessments,andthevaluableinsights provided,whichareexpectedto enhanceorganizationalperformance.

Not-for-Profit Sector

Anot-for-profittechnologycenterin Doha,Qatar,praisedTuscan Consultingforitsthoroughnessand adaptabilityincreatingatailoredplan. TheChiefHumanResourcesOfficer notedthatTuscaneffectivelydefined thestrategicroadmapandexecutedit withprecision,achievingallobjectives andexceedingexpectations.

Government Sector

Aleadinggovernmententityin Sharjah,UAE,acknowledgedTuscan Consulting'sexpertiseinpolicy development,competencyframeworks, andperformancemanagementsystems. TheChiefSupportServicesOfficer remarkedonTuscan'smeticulous attentiontodetailandcollaborative approach,whichplayedacrucialrole intransformingtheirHRfunction.

Construction Industry

AmajorconstructionfirminDubai, UAE,expressedhighsatisfactionwith TuscanConsulting'sexpertguidance, professionalism,andcomprehensive HRknowledgethroughouttheir project.TheheadofHRrecommended Tuscan'sservicestoothersseeking professionalHRsupport.

Success is not how high you have climbed, but how you make a positive difference to the world.

- Roy T. Bennett

Middle East's 10 HR Executives Transforming the Workplace in 2024

Sadek ElAssaad

Champion of Business Transformation in the Middle East

Elevating Business Potential through Transforming Challenges into Opportunities!

Athrivingeconomyinthe

MiddleEastisfullof opportunity,butmany enterprisesstruggletodealwithits complexity.Recognizingthisdifficulty, someleadershavecommittedtheir careerstoreformingcompaniesand enablingthemtothrive.

Ayoungentrepreneurstoodata crossroads,observingasmanyMiddle Easternenterprisesstruggledtosurvive despitechallengingmarket circumstances.Thispivotalmoment ignitedapassionwithinSadekElAssaadtomakeadifference.With almost30yearsofexpertiseinfinance andhumanresources,hesetoutonan adventuretowardturningfaltering businessesintostrong,profitable companies.

Sadekbeganhiscareerinthebusiness sector,whereheupgradedhistalents andsawpersonallytheconsequences

ofbadmanagementtechniques. Recognizingamajorneedfor development,heestablishedZeder Group,aconsultingorganization focusedonimprovingHRand managementmethods.

AsaFounderandCEO,heenables organizationstoovercometheirunique difficultiesbyprovidingbespoke solutionsthatbuildacultureof continualgrowthanddevelopment.His

dedicationtoraisingorganizational standardshasnotonlyimproved individualbusinessesbuthasalsoled toamorerobusteconomicclimatein theregion.

Sadekispavingthepathforabrighter futureintheMiddleEast'sbusiness environmentbyemphasizingthe alignmentofcompanyobjectiveswith employeegoals.

Sadek has successfully expanded his oerings to help struggling businesses in the Middle East transform into nancially lean, internally ecient, and team-managed organizations.

SadekEl-Assaad FounderandCEO

ZederGroup&Zeder BusinessAdvisory

Let’s know more about his journey.

AMissiontoTransformBusinessin theMiddleEast

Sadekbeganhiscareerinfinance beforetransitioningtohuman resources,accumulating20yearsof corporateexperience.Afterreachinga professionalceiling15yearsago,he embarkedonamissiontoalleviate businesschallengesintheMiddleEast.

LeveraginghisfinanceandHR background,Sadekhasdeveloped extensiveexpertiseinstructuring businessesforgrowth,guidingthem fromsmalltomediumenterprisesinto successfulcorporateentities.

Hisdedicationtoreducingstrugglesin theregionreflectsacommitmentto fosteringamorerobustbusiness environmentandsupportingthe developmentofthrivingorganizations.

ElevatingHRandManagement Practices

Aftertwodecadesofobserving numerouscompaniesstrugglewith ineffectiveHRandmanagement practicesthathinderedtheirgrowth, Sadekrecognizedacriticalneedfor improvement.In2010,heembarkedon amissiontotransformHRand managementpracticesacrossthe region.

Hisvisionwastoempower organizationsbyprovidingthetools andstrategiesnecessarytoenhance theiroperationaleffectiveness. Throughhisefforts,heaimstoelevate thestandardsofHRandmanagement, fosteringamoreconducive environmentforbusinessgrowthand successintheMiddleEast.

AttractingandRetainingTopTalent

Clients have praised Sadek for his ability to analyze and revitalize struggling businesses, leading to signicant improvements in performance.

Toattractandretaintoptalent,Sadek implementsastrategicapproachinhis organization.Hefocuseson onboardingindividualswhoare emotionallyinvestedincontributing, learning,andgrowing,ratherthan thosemerelyseekingajob.

AsanHRfirm,theymaintainstrict compliancewithlaborlaws,ensuring operationsalignwiththeregulationsof thecountriestheyoperatein.By fosteringacultureofengagementand commitment,hecultivatesan environmentwhereemployeesthrive, ultimatelydrivingtheorganization’s successandreinforcingitsreputation intheindustry.

ResolvingEmployeeRelations Challenges

Sadekrecallsachallengingemployee relationsissuewhereteamsentiment andmotivationhadsignificantly declined.Noticingadropin camaraderieandthedrivetoachieve goals,heproactivelyinvestigatedthe situationbyspeakingwitheachteam member

Throughtheseconversations,he identifiedatoxicindividualwhose behaviorwasnegativelyimpactingthe entiregroup.Despitethisteammember beingahighperformer,hemadethe decisivechoicetoletthemgo, prioritizingtheoverallhealthand moraleoftheteam.Thisaction restoredapositiveworkenvironment andreignitedtheteam’smotivationto succeed.

ApproachtoOrganizationalChange

Sadekbelievesthatmanaging organizationalchangeisnotmerelyan initiativebutanongoingresponsibility ofleadership.Hefostersacultureof progresswithinhisorganization, consistentlyencouraginghisteamto ask,"Whatcanwedobetter?"This approachensuresthatimprovements originatefromthegroundup,rather thanbeingimposedfromabove.

Heemphasizesthatsuccessful organizationalchangerequiresa bottom-upapproach,where managementsetsthedestinationwhile

employeesdeterminetheroadmapto achieveit.Thiscollaborativestrategy allowsHRinitiativestoalign seamlesslywithorganizational changes,enhancingtheireffectiveness.

Throughouthiscareer,hehas implementedvariousHRinitiatives thatsupportorganizationalchange, focusingonunderstandingtheunique needsofeachclient.Byinstillinga cultureofcontinuousimprovementand opencommunication,hehas successfullyguidedorganizations throughsignificanttransformations, ensuringthatallteammembersare engagedandinvestedintheprocess.

HiscommitmenttomeasuringHR effectivenessthroughemployee feedbackandperformancemetrics furthersolidifieshisroleasaleader dedicatedtofosteringathriving workplaceculture.

FosteringaPositiveWorkCulture

Sadekemphasizesthatapositiveand inclusiveworkcultureemergeswhen companyobjectivesalignwith employees'aspirations.His organizationrecruitsindividualsbased onsharedvalues,ensuringthat alignmentbecomesinherent.This foundationallowsthemtofocus traininganddevelopmentinitiativeson individualgrowth,fosteringaculture whereemployeesstrivetobecome betterversionsofthemselves.

Hisphilosophycentersondeveloping employeesbothpersonallyand professionally,whichinturndrivesthe company’soverallimprovement.His approachhasproveneffective,as evidencedbytheorganization'ssteady growth.

Withacommitmenttocontinuous development,heimplementstailored trainingprogramsthataddressspecific

employeeneedsandaspirations.By prioritizingalignmentbetween personalandorganizationalgoals,he cultivatesanenvironmentwhereevery teammemberfeelsvaluedand motivatedtocontribute.

Thisstrategynotonlyenhances employeesatisfactionbutalso strengthenstheorganization’s performance,demonstratingthe powerfulimpactofapositivework cultureonbusinesssuccess.Through hisleadership,heshowcasesthe importanceoffosteringaninclusive environmentthatencouragesgrowth, collaboration,andsharedachievement.

StayingAheadinHR

Sadekprioritizesthegrowthofhis empoweredteamtostayupdatedon thelatestHRtrendsandbestpractices. Hefostersatransparentrelationship whereteammembersfeelcomfortable initiatingdiscussionsabout performancemanagementchallenges. Thisopendialogueallowsemployees toseekguidanceonimprovingtheir performance.

Insituationsinvolvingoverallbusiness performance,Sadekencourageshis teamtoproposevarioussolutions, whichhethenfine-tunestodetermine thebestcourseofaction.Bycreating anenvironmentthatvalues collaborationandcontinuous improvement,henotonlyaddresses difficultperformancemanagement situationsbutalsoempowershisteam totakeownershipoftheir development.

AdviceforAspiringEntrepreneurs

Sadekadvisesthatthetechnical knowledgeofyourbusinesswillhelp yourbusinesstakeoff.Butassoonas thebusinessisupandrunning,your roleistostructureyourbusinesstorun

onautopilotbyempoweringyourteam whileyoumoveoutofthebusiness andconcentrateongrowingtheteams' capabilities,findingimprovements,and forgingaffiliatestogrow

TransformingBusinesses

Sadekhassuccessfullyexpandedhis offeringstohelpstrugglingbusinesses intheMiddleEasttransforminto financiallylean,internallyefficient, andteam-managedorganizations.This meanstheywillbecomefinancially lean(abletoadjusttheircostbasedon theirrevenue),internallyefficient(able todelivertheirproductsandservices withouttheconstantinvolvementof theleader),andteam-managed(the leaderisnottangledintheday-to-day) businesses,freeingtheleaderto concentrateongrowth.

Hisapproachenablescompaniesto operateautonomously,allowing leaderstofocusongrowth.The BusinessFitnessMethodology, developedthroughyearsofexperience, isapracticalstrategythathasproven effectiveinenhancingprofitability

ClientshavepraisedSadekforhis abilitytoanalyzeandrevitalize strugglingbusinesses,leadingto significantimprovementsin performance.

WhyAude

Matters More Than Experience in Hiring

Thequestfortheidealcandidate

oftenleadstoapivotal question:Shouldemployers prioritizeattitudeoverexperience? Thisdebateisnotjustamatterof preference;ithassignificant implicationsforworkplacecultureand long-termsuccess.Whileexperienceis undeniablyvaluable,itistheattitude ofcandidatesthatcanmakeorbreaka team.Apositiveattitudefosters collaboration,resilience,and adaptability—qualitiesthatare essentialintoday'sever-changingwork environment.

Imagineaworkplacefilledwith individualswhonotonlypossessthe necessaryskillsbutalsobring enthusiasm,awillingnesstolearn,and acollaborativespirit.Suchan environmentcanleadtoinnovation andproductivity,ultimatelybenefiting theorganizationasawhole.Research indicatesthatcompanieswithengaged employeesexperience21%higher profitability,highlightingthe importanceofhiringindividualswho arenotjustqualifiedbutalsopossessa strong,positiveattitude.

TheValueofAttitude

Attitudeencompassesaperson's mindset,outlook,andapproachto challenges.Itisoftendescribedasa settledwayofthinkingorfeelingabout someoneorsomething,anditcan significantlyinfluenceworkplace dynamics.Hiringforattitudemeans lookingforcandidateswho demonstratequalitiessuchas optimism,resilience,andastrongwork ethic.Thesetraitsareoftenmore indicativeoflong-termsuccessthana lengthyresumefilledwithrelevant experience.

AstudybyLeadershipIQrevealedthat 46%ofnewhiresfailwithin18 months,andtheprimaryreasonforthis failureisapoorattitude.Thisstatistic underscorestheimportanceof evaluatingacandidate'smindsetduring

thehiringprocess.Whileskillscanbe taught,attitudeisofteningrainedand difficulttochange.Employerswho prioritizeattitudeintheirhiring practicesaremorelikelytocultivatea positiveworkplaceculturethat encouragesgrowthandcollaboration.

Experience:ADouble-EdgedSword

Experience,ontheotherhand,isoften seenasastraightforwardmetricfor assessingacandidate'squalifications.A resumefilledwithyearsofrelevant workcanbeimpressive,butitdoesnot alwaysguaranteethatacandidatewill fitwellwithinacompany'sculture. Furthermore,thevalueofexperience canbesubjective.Forexample,does tenyearsinaparticularroleequateto tenyearsofgrowthandlearning,or coulditrepresentstagnation?

Moreover,candidateswithextensive experiencemaycomewithestablished waysofthinkingandworking,which canhinderinnovationandadaptability

Incontrast,candidateswithless experiencemaybringfresh perspectivesandawillingnesstolearn, makingthemmoreadaptabletothe company'sevolvingneeds.Asurvey conductedbytheSocietyforHuman ResourceManagement(SHRM)found that67%ofemployersbelievethat attitudeisamoreimportantfactorthan experiencewhenhiringforentry-level positions.Thisshiftinperspective highlightsthegrowingrecognitionof theimportanceofattitudeinthehiring process.

TheBalanceofSkillsandAttitude

Whilehiringforattitudeiscrucial,itis alsoessentialtostrikeabalancewith skillsandexperience.Certainroles mayrequirespecifictechnicalskillsor industryknowledgethatcannotbe overlooked.However,formany positions,especiallythosethat emphasizeteamworkand

collaboration,apositiveattitudecan oftenoutweightheneedforextensive experience.

Employerscanadoptaholistic approachtohiringbyassessingboth attitudeandskillsthrougha combinationofinterviews, assessments,andsituationalquestions. Forinstance,askingcandidatesto describeachallengingsituationthey facedandhowtheyhandleditcan providevaluableinsightsintotheir problem-solvingabilitiesandattitude. Additionally,incorporatingteam-based interviewsallowscurrentemployeesto gaugehowwellacandidate'sattitude alignswiththecompanyculture.

TrainingandDevelopment

Oncehigh-attitudecandidatesare hired,organizationsmustinvestin theirtraininganddevelopment.A commitmenttocontinuouslearningnot onlyhelpsemployeesacquirethe necessaryskillsbutalsoreinforcesa cultureofgrowthandadaptability

AccordingtoareportbyLinkedIn, 94%ofemployeeswouldstayata companylongerifitinvestedintheir careerdevelopment.Thisstatistic emphasizestheimportanceof nurturingtalentandfosteringa supportiveenvironmentwhere employeesfeelvaluedandempowered togrow

Moreover,organizationsthatprioritize attitudeintheirhiringpracticesoften findthattheiremployeesaremore engagedandmotivated.Apositive workplacecultureleadstohigher employeesatisfaction,lowerturnover rates,andincreasedproductivity Companieswithhighemployee engagementlevelsare21%more profitablethantheirless-engaged counterparts.

Conclusion

Thedebateoverwhethertoprioritize attitudeorexperienceinhiringisnot simplyamatterofpreference;itisa criticalconsiderationthatcanshapethe futureofanorganization.While experienceprovidesafoundationof skills,itistheattitudeofcandidates thatultimatelydeterminestheir potentialforsuccesswithinateam.By focusingonhiringindividualswitha positivemindset,organizationscan fosteracultureofcollaboration, innovation,andgrowth.Asthe workplacecontinuestoevolve,the importanceofattitudeinhiringwill onlybecomemorepronounced, makingitessentialforemployersto embracethisshiftinperspective.Inthe end,agreatattitudecanleadto exceptionaloutcomes,transforming notjustindividualcareersbutentire organizations.

The only limit to our realization of tomorrow will be our doubts of today. , ,

- Franklin D. Roosevelt

TariqBacchus, MSc Empowering

Work Cultures

Organizationsoftenstruggleto

engagetheiremployees effectivelywhilefosteringan inclusiveculturethatincorporates diversity.Thischallengeiswhere visionaryleaderslikeTariqBacchus stepin,transformingthelandscapeof humanresourcesthroughinnovative strategiesandacommitmenttopeoplecentricpractices.

TariqservesastheHRDirector,Head ofPeopleandCultureatSharjah AmericanInternationalSchool, wherehehassignificantlyimpactedthe institution'sworkforcedynamics.With aMaster’sdegreeinStrategicHuman ResourceManagement,heemploys data-driveninsightstoalignHR initiativeswithoverarchingbusiness goals,ensuringthattheinstitutionalso attractsandretainstoptalent.

Hisapproachcentersonenhancing employeeengagementandproductivity byleveragingindividualstrengths. Tariqhaspioneereduniquestrategies thatpromotediversityandinclusion, recognizingthatavariedworkforceis crucialfordrivingcreativityand innovation.Hiseffortshaveresultedin amorecohesiveworkplaceculture, whereemployeesfeelvaluedand empoweredtocontributetotheir fullestpotential.

Tariq’s deep pledge to understanding organizational underlying forces and the role of human capital has shaped his successful career.

Hisleadershipstyleischaracterizedby strategicforesightandadeep understandingoforganizational subtleties.Heemphasizesthe importanceofhumancapitalasavital resource,advocatingforpracticesthat notonlysupportemployeewell-being butalsoalignwiththeinstitution’s mission.Hiscommitmenttofosteringa positiveworkenvironmenthasledto improvedemployeesatisfactionanda moreeffectiveorganizationalstructure.

Bychampioninginclusivepractices andfocusingonemployeestrengths, Tariqisnotjustnavigatingchallenges butredefiningwhatitmeanstoleadin therealmofhumanresources.

Let's Explore His Path of Key Highlights Ahead!

PathtoExcellence

Tariqhasbuiltadistinguishedcareer acrossvariousglobalsectors,

renownedfordrivinginnovativeHR strategiesandpromotinginclusive workcultures.Hisdeeppledgeto understandingorganizational underlyingforcesandtheroleof humancapitalhasshapedhis successfulcareer

Withapassionforpeopledevelopment andstrategicleadership,Tariqhas effectivelyalignedHRinitiativeswith businessobjectives,useddata-driven insightsfordecision-making,andbuilt high-performingteamsinFinancial Services,ProfessionalServices, Consulting,Technology,Retail,and Education.

Tariq’sdedicationtocreatingpositive, supportiveworkplaceenvironments driveshiswork,significantly impactingeveryorganizationhe collaborateswith.

MSc

HR Director | Head of People and Culture

Tariq Bacchus,

Sharjah American International School

LeadingPeople&Culture

TariqservesastheHeadofPeople& CultureatSharjahAmerican InternationalSchool(SAIS).TheSAIS Group,foundedin1997inSharjahby Dr AyshaAliBinSayyarandDr NawafMohamedFawaz,startedwitha missiontoofferdiverseeducational choicesintheUAE.Sincethen,SAIS hasexpandedtoincludeschoolsin

Tariq’s dedication to creating positive, supportive workplace environments drives his work, signicantly impacting every organization he collaborates with.

Dubai,UmmAlQuwain,andAbu Dhabi.

Inhisrole,hespearheadsthe developmentandexecutionofa comprehensivepeople,culture,and talentstrategythatalignswiththe school’sgrowthandmission.His leadershipfocusesoncreatinga positiveworkenvironmentthat supportsfacultyandstaffandassures SAISremainsanexcellentplaceto workandlearn.

KeyHRinitiativesunderhisguidance includedevelopingprofessional development,boostingemployee engagement,andadvancingan inclusiveandcollaborativeculture.

AugmentingTalent

Tariqexcelsinattractingandretaining toptalentat SAISbyadvancinga dynamic,values-drivenwork environment.Hefocusesontargeted recruitmentstrategiesthatemphasize professionalgrowth,inclusivity,anda positiveworkplaceculture.

Viaimplementinginnovativesourcing techniques,utilizingdataanalytics,and buildingstrongprofessionalnetworks, hehassignificantlyimprovedthetalent pipeline,improvingbothtime-to-hire andemployeeretentionrates.

Inaddition,Tariqensurescompliance withlaborlawsandregulationsby

regularlyupdatingHRpoliciesand procedures.Heleadscomprehensive trainingprogramsonemploymentlaw, diversity,andperformance management,plusemploysHR managementsystemstomaintain meticulousrecords.

Theseeffortshelpmitigaterisksand upholdhighcompliancestandards acrosstheorganization.

ResolvingTeamConflicts

Inapreviousrole,Tariqsuccessfully addressedachallengingvariance betweentwokeyteammembersthat wasaffectingteammoraleand productivity.Recognizingtheurgency oftheissue,hetookaproactive approachbyfirstconductingindividual meetingstounderstandeachperson's perspectiveandconcerns.

Hethenorganizedamediationsession tofacilitateopendialogueinasafe, structuredenvironment.Thisprocess allowedtheteammemberstoaddress therootcausesoftheirconflictand collaborativelydevelopa comprehensiveactionplan.Theplan includedclearcommunication guidelines,definedroles,andregular check-instoensureprogressand accountability

Tariq’sapproachcultivatedopen interactionandmutualrespect,leading toaresolutionthatnotonlyrestored productivitybutalsoenrichedteam cohesionandtrust.

ImprovingHREffectiveness

TariqexcellentlyquantifiesHR programsuccessusingkeymetrics suchasemployeeturnoverrates, engagementscores,time-to-hire,and trainingROI.Hisdata-drivenapproach hasledtonotableimprovements, includinga20%reductioninturnover

anda30%fastertime-to-fillforcritical roles.

Inmanagingorganizationalchange,he bringsextensiveexperience, particularlyinintegratingemployees fromnewlyacquiredsubsidiaries.Ina previousroleataglobaltaxservices andsoftwareprovider,hedevelopeda comprehensiveonboardingprogram andfosteredopencommunication.This strategicapproachreducedintegration timeby30%,minimizeddisruption, andenhancedoverallorganizational cohesion.

ExpandingWorkCulture

Tariqspotlightsraisingapositiveand inclusiveworkculturethrough

initiativeslikediversityandinclusion programs,employeeresourcegroups, andregularteam-buildingactivities. Theseeffortshavenotablyincreased employeesatisfactionandengagement, resultinginamorecohesiveand motivatedworkforce.

Intraininganddevelopment,hehas designedandimplementedprogramsto meetorganizationalneeds.His leadershipdevelopmentprogram,for example,ledtoa25%increasein internalpromotionsandincreasedthe leadershippipelinebybuildingdetailed skillsandpreparingemployeesfor futureroles.

DrivingPerformanceImprovement

TariqstaysattheforefrontofHR

trendsandbestpracticesthrough continuousprofessionaldevelopment, includingattendingindustry conferences,engaginginHR organizations,andparticipatingin onlinecoursesandwebinars.This loyaltyenableshimtodriveinnovative HRstrategieswithintheorganization.

Inaddressingachallenging performancemanagementissuewith anunderperformingseniormanager crucialtoahigh-visibilityproject,he implementedabroadassessment processusing360-degreefeedbackand

performancedata.Hecollaborated withseniorleadershiptodevelopa tailoredPerformanceImprovement Plan(PIP),featuringspecificgoals, executivecoaching,mentorship,and regularprogressreviews.

Tariq’sstrategicsupportsignificantly improvedthemanager’sperformance andleadershipcapabilities, contributingtotheproject'ssuccess andreinforcingacultureof accountabilityandgrowthwithinthe organization.

KeyAdvice

TariqadvisesaspiringHRprofessionals toestablishastrongfoundationincore HRprincipleswhilestayingadaptable toindustrychanges.Hestressesthe importanceofaligningHRstrategies withbusinessobjectivesandleveraging technologytoenhanceHRprocesses. Understandingclientneedsand buildingstrongrelationshipsarekeysto success.

Heheartensembracinginnovation, remainingresilient,anddirectingon creatingpositive,inclusiveworkplace culturestodriveemployeeengagement andorganizationalgrowth.

TeamAchievements

Tariqhasbeenwidelyrecognizedfor hiscontributionstotheHRfield, particularlyforincreasingemployee satisfactionandengagementthrough innovativetalentmanagement programs.

Hehasearnedpraisefromclientsand colleaguesforhisstrategicapproachto transformingorganizationalcultureand boostingemployeemorale.Underhis leadership,severalorganizationshave beennamed"GreatPlacestoWork," reflectinghiscommitmenttocreate supportiveandvigorouswork environments.

Tariqalsovaluestheprivilegeof workingalongsidetalentedHR professionals,acknowledgingthatthese achievementsarearesultoftheir collectivededication,expertise,and collaboration.