Start-ups | Acquisitions | Turnarounds | High-Growth Organizations Positioning HR as a Business Partner for ExcellenceA Strategic HR Business Partner and EQ Practioner with 15+ years of exceptional track record Strategic and innovative HR Executive who translates business vision into HR initiatives that improve performance, profitability, growth, and employee engagement. Empowering leader who supports companies and top executives with a unique perspective and appreciation that human capital is every organization’s greatest asset. Genuine influencer who thrives on tough challenges and translates visions and strategies into actionable, value-added goals.
Collaborating with the management team to craft the company’s vision and mission
Developing strategic HR plans and policies
Hiring, guiding, and evaluating the work of HR executives
Lead & drive HR initiatives in the plant for effective talent management to build employee capability. Align the HR goals and objectives with those of the organization as a whole, with a special focus on verticals i.e. talent management, L&D, IR, & employee engagement. Ensure that the organization's design and structure facilitate the achievement of business goals.
Assist Corporate HR in developing recruitment strategies for the plant and ensure that the intake of manpower (in terms of quality & quantity) is as per the plan & approved budget. Drive and institute a performance-driven culture in the plant in adherence to corporate. Ensure timely goal setting and periodic reviews, thereby establishing a transparent system for reward & recognition of the employees.
Ensure healthy & harmonious employee relations through employee welfare activities to enhance employee morale and employee engagement. Monitor employee welfare activities in the plant. Statutory Compliance to follow the law of land and avoid any legal damage. Ensure timely compliance with statutory requirements. Supervise timely filing of returns/renewal of certificates. Ensure that all registers are complete and maintained.
Liaison with external bodies a. Maintain proactive industrial relations and focus on avoiding any union issues. Critical Challenges Taking quick decisions and involvement of tact in order to address people management issues, managing and controlling factory HR operations, control HR issues like attendance and absenteeism, and ensuring timely adherence to statutory compliance.
Belle International | 9/F, Belle Tower 918, Hong Kong | Company-owned brands include Belle, STACCATO, JOY&PEACE, Millie's, Jipi Japan, TATA, TEENMIX, BASTO, SENDA, SKAP, MIRABELL, MAP, 15MINS, 73Hours, Too Many Shoes, etc. Distribution brands include Bata, Clarks, Hush Puppies, etc. The majority of our Sportswear and Apparel Business is in the form of retail distribution, including sportswear brands NIKE, Adidas, PUMA, Converse, Reebok, Skechers, Vans, Timberland, Asics, and Onitsuka Tiger, The North Face, and apparel brands MOUSSY, SLY and REPLAY etc.
Global VP HR Administration & Operation
Recruited to direct HR for, HK, China, US and newly launched international operations. Partner with other directors and senior executives to develop new business initiatives, foster employee engagement, and mobilize talent. Manage $135K budget.
HR Organization Leadership: Most senior HR executive in Belle, directing 10 HR professionals in staffing, recruitment, benefits, executive compensation, training, leadership development, succession planning, HRIS, and regulatory compliance. Heavy emphasis on leading Donovan through rapid HR change and transformation programs.
International HR Launch: Created HR organization – recruitment, staffing, onboarding, and training – for both expatriates and local national hires in HK, China, and USA.
Organization Transformation: Enabled operational change essential to a $5M reduction in HR costs. Helped to facilitate redesign of core business operations, including 2 site closures and 1 fast-track expansion.
Post-Acquisition HR Integration: Streamlined integration of ERP Systems,belle’s largest-everacquisition at the time. Ensured strategic alignment of HR with new business objectives and minimized business interruptions through execution of workforce integration plans.
M&A Due Diligence: Contributed to senior-level M&A decisions, supporting initial analysis through due diligence and subsequent integration. Enabled business growth by assessing HR cultural compatibility and talent impacts.
DRC is a leading F&B manufacturing and distribution company in the lower gulf.
It is strategically located at the heart of the new industrial hub midway between Dubai and Abu Dhabi, at Dubai Investment Park. The new site is state of art that meets the current requirements of the industry.
More significant is the fact that the company introduced the Pepsi range of products to the UAE and has been doing the same successfully for almost 60 years.
The business began as a limited liability company by Decree of His Highness, The Ruler of Dubai and in July 1994, it amended its status as a Public Shareholding company. In 1962 DRC was appointed as the sole franchisee and distributor for Pepsi Co. The company’s vision has always been to be the lower Gulf’s leading F&B Company, driven by top caliber people, equipped with the right tools and solid systems. A wide distribution network ensures PepsiCo products are readily available to customers all over the UAE and many parts of the world..
My primary responsibilities include the management of Human Resources Strategic side of the Dairy, Food and Beverage products and CSD sales across UAE.
HR Strategic Planning
Develop the organizational human resources strategy in compliance with corporate group strategy.
Design the group human resources department structure, positions and process system in compliance to its strategic mandate.
Review, amend and draft job description and qualifications required for the staff of the group human resources department Formulate HR Plans, Policies & procedures according to organizational objectives.
Prepare HR budget and ensure the activities within budget.
Provide technical & professional Advice to Legal Representative for legal proceedings related to HR.
Organize meetings with Management, plans for manpower as per requirements.
Set up the working methodology for succession planning analysis, implementation and monitoring.
Develop the recruitment and selection process to include:
Appointment/ Confirmation/ Termination/ Registration/ Procedures/ Process
Decide recruitment channels.
Compensations Schemes & Benefits Management.
Review and analyze the group subsidiaries.
Jobs/ roles salaries, ranking and benefits system.
Performance appraisals and Management.
Formulate effective Performance Appraisal Policy, Procedures and its compliance.
Review and analyze the performance appraisal managing process.
Employees Relations Management.
Held positions with increasing leadership responsibilities over the years with EIB. Currently serve as contributing member of the Human Capital Management team responsible for benefits, employee relations and talent activities, acquisition, disposition and other business matters
Baby shop is a children's retail store and the first company under Landmark Group. The company serves 19 countries with over 240 stores, and has over 20 million customers. 2.9 Million Sq.ft of retail space dedicated to baby fashion and essentials. 4,260+ Employees dedicated to providing customer satisfaction.
The store focuses on children's products for ages 0 to 16 and sells major brands including Barbie, Disney, Philips AVENT, Fischer-Price, and Ferrari. Over and above its physical stores, Baby shop also retails around 10,000 products online.